Loading...
HomeMy WebLinkAboutMEA - Municipal Employees Association - 2007-11-19Dept. ID HR 13-011 Page 1 of Z Meeting Date: 12/16/2013 12/16/2013 Honorable Mayor and City Council Members Fred A. Wilson, City Manager Michele Warren, Director of Human Resources SUBJECT: Adopt Resolution No. 2013-78 amending the Memorandum of Understanding (MOU) with the Municipal Employees' Association (MEA) by adopting a Side Letter of Agreement regarding Deferred Repayment of Paid Leave Statement of Issue: The Municipal Employees' Association (MEA) has requested that the City permit its employees to take approved paid leave for the period December 24, 26, 27, 30 and 31, 2013 without the requirement to use accrued leave banks. MEA employees could be paid for this time off and would repay the City via future payroll deductions. Financial Impact: The net financial impact is projected to be no cost to the City. Recommended Action: Adopt Resolution No. 2013-78, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Municipal Employees' Association (MEA), by Adopting the Side Letter of Agreement' Alternative Action(s): Reject the amendment to the Memorandum of Understanding. Analysis: The Municipal Employees' Association (MEA) has requested that the City permit its members to have the option to take paid leave during a specified period (December 24, 26, 27, 30 and 31, 2013) without the requirement to use accrued leave banks. Alternatively, MEA employees may elect to have the hours taken as paid time off for the specified period deducted as unpaid compensation in future payroll periods. MEA employees may request paid leave (not using accrued time banks) with the option to have a maximum of six (6) future payroll deductions to repay the paid leave hours taken. Employees who elect this option must repay the compensation paid via future payroll deduction by not later than March 28, 2014. Should the employee separate City service prior to full repayment of any leave hours taken, his/her accrued leave banks and/or final compensation would be appropriately adjusted to make the City whole. Item 14. - 1 HB - 7 - Dept. ID HR 13-011 Page 2 of 2 Meeting Date: 12/16/2013 Environmental Status: N/A Strategic Plan Goal: Develop, retain, and attract quality staff. Attachment(s): 1. Resolution No: 2013-78 including (Exhibit A) Side Letter Agreement — Deferred Repayment of Paid Leave HB -175- Item 14. - 2 RESOLUTION NO. 2013-78 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE MUNICIPAL EMPLOYEES' ASSOCIATION (MEA), BY ADOPTING THE SIDE LETTER OF AGREEMENT WHEREAS, the City of Huntington Beach elects to permit MEA employees the option to take leave with pay without the use of existing accrual banks for select dates over the period December 24, 26, 27, 30, and 31, 2013 and will permit MEA employees to defer repayment to the City of this compensation as unpaid time over a period of three (3) months; and WHEREAS, on November 19, 2007, the City Council of Huntington Beach adopted Resolution No. 2007-85 for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the Municipal Employees' Association (MEA); Subsequent to the adoption of the MOU, the City of Huntington Beach and MEA agreed to changes, corrections, and clarifications to the MOU that are reflected in a Side Letter of Agreement between the City of Huntington Beach and MEA ("Side Letter Agreement") attached hereto as Exhibit A and incorporated herein by this reference. The Side Letter Agreement pertains to Holiday Closure. NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Huntington Beach as follows: Section 1. The Side Letter Agreement attached hereto as Exhibit A is approved and adopted. Section 2. The Side Letter Agreement amends the MOU between the City of Huntington Beach and MEA. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 16th day of December, 2013 JtyROVEID AS TO FORM: Attorn Resolution 2013-78 Exhibit "A" City of Huntington Beach SIDE LETTER AGREEMENT Representatives of the Municipal Employees' Association ("MEA") and the City of Huntington Beach ("CITY") hereby agree to the following terms related to the MEA MOU with respect to the following: Article XII — LEAVE BENEFITS A. Leave With Pay 1. General Leave b. Eligibility and Approval General Leave must be pre -approved except for illness, injury or family sickness, which may require a physician's statement for approval. General Leave accrued time is to be computed from hire date anniversary. Employees shall not be permitted to take general leave in excess of actual time earned. Employees shall not accrue General Leave in excess of six hundred forty (640) hours. An employee who earns General Leave hours in excess of six hundred forty (640) hours shall be paid the cash value of those additional hours in their paycheck. Employees may not use their General Leave to advance their separation date on retirement or other separation from employment. i. Employees with General Leave accrual balances may elect to request time off with pay (without use of accrued time banks) and may defer reimbursement to the City of this paid leave via future payroll deductions in accordance with the following provisions: ii. December 24, 26, 27, 30, and 31, 2013, may be taken off with compensation, which will be repaid to the City via future payroll deductions as unpaid time for the dates specified. iii. Employees who are at 640 hours of General Leave accrual (and are receiving GL Overage pay out) as of the beginning of the pay period of December 21, 2013, may not elect future payroll deductions as deferred repayment for the dates specified. iv. Employees must complete and have pre -approved, the "DEFERRED REPAYMENT Time Off Request Form" and specify which dates will be taken as future payroll deductions without pay. v. All approved compensated time off to be repaid to the City in future pay periods as payroll deductions without pay will be repaid to the City in equivalent installments each pay period until all time is repaid. vi. Employees requesting future payroll deductions without pay to reimburse the City for compensation received for the dates specified will be required to repay all hours of paid time off by not later than the pay period ending March 28, 2014. vii. Employees who initially elect compensated time off to be repaid as future payroll deductions without pay may elect to substitute approved leave accruals (general leave or compensatory time) by submitting the "DEFERRED REPAYMENT Time Off Request Form" to payroll cancelling the deferred repayment without pay option and substituting any accrued time bank in exchange for all remaining hours that have not yet been repaid. viii. The City may require, at the discretion of the department head, certain employees to work a regular or partial schedule on one or more days listed herein. (12/24/13, 12/26/13, 12/27/13, 12/30/13, 12/31/13). Employees required to work will not have those days available as compensated days off which are eligible for deferred repayment without pay. Time Accounting i. Members of this unit will be required to account via payroll, for the appropriate time associated with future payroll deductions as Deferred Repayment Without Pay. ii. Payroll accounting for the future payroll deductions associated with "Deferred Repayment Without Pay" not specifically listed herein must be approved by the City Manager or designee. Resolution 2013-78 Exhibit "A" iii. The payroll accounting methods listed herein may be used in any approved combination for a period not to exceed three -months or the end of the pay period ending March 28, 2014, whichever is later. iv. All future payroll deductions associated with "Deferred Repayment Without Pay" hours are to be accounted for via payroll within three -months or the end of the pay period ending March 28, 2014. V. Any "Deferred Repayment Without Pay" hours not voluntarily accounted for via payroll as of the end of the pay period ending March 28, 2014, shall be accounted for in the following order until a zero - balance is achieved: 1. General Leave 2. Compensatory Time vi. Employees separating from City service must reconcile all unaccounted "Deferred Repayment Without Pay" hours at time of separation. Time will be accounted for in the following order until a zero -balance is achieved: 1. General Leave 2. Compensatory Time vii. Payroll accounting of the "Deferred Repayment Without Pay" shall not impact service for purposes of seniority, shall not affect probationary periods, and shall not affect health or retirement benefits. i. All provisions pursuant to MEA MOU Exhibit E - Leave Benefits 4(a) and 4(b) shall apply. ii. All provisions pursuant to MEA MOU Exhibit F - Leave Benefits 4(a) and 4(b) shall apply. Sunset Clause All provisions contained in this side -letter agreement pertaining to the option to elect paid leave (without use of accrued time banks) for the dates specified (December 24, 26, 27, 30 and 31, 2013), and the deferred repayment without pay via payroll deduction shall sunset effective March 28, 2014. Side -Letter Implementation The parties agree that this side -letter agreement and the implementation thereof will not be subject to Personnel Rule 19 - Grievance Procedure/Non-Disciplinary Matters nor Article XIV-Miscellaneous (A) - Grievance Arbitration, or otherwise appealed either administratively or in a court of competent jurisdiction. IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to be executed by and through their authorized officers on l6 :AO/3 Huntington Beach unicipal Employe' Association rio Daniel, Teamster 911 Dated: Judyers, MEA President Dated: of Huntington Beach , City Manager 13 Mohele Warren,�%,7u`an Resou Dated: l APPROVED AS TO FORM: LAI 1, U) J�� 5o -ennifer M. McG th City Attorney Dated: Res. No. 2013-78 STATE OF CALIFORNIA COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) I, JOAN L. FLYNN the duly elected, qualified City Clerk of the City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby certify that the whole number of members of the City Council of the City of Huntington Beach is seven; that the foregoing resolution was passed and adopted by the affirmative vote of at least a majority of all the members of said City Council at a Regular meeting thereof held on December 16, 2013 by the following vote: AYES: Katapodis, Hardy, Shaw, Harper, Boardman, Sullivan, Carchio NOES: None ABSENT: None ABSTAIN: None City rk and ex-officio erk of the City Council of the City of Huntington Beach, California Council/Agency Meeting Held:12 / 1- Deferred/Continued to: '�Appr v d ❑ Conditionally Approved ❑ Denied ity Cle 's Sigyature Council Meeting Date: December 17, 2012 Departmen ID Number: HR 12-017 CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: Honorable Mayor and City Council Members SUBMITTED BY: Fred A. Wilson, City Manager PREPARED BY: Michele Warren, Director of Human Resources SUBJECT: Adopt Resolution No. 2012-86 amending the City Classification Plan and the Memorandum of Understanding between the City and the Municipal Employees' Association (MEA) by adopting a Side Letter of Agreement deleting 16 job classifications Statement of Issue: The City's Classification Plan requires an amendment to incorporate changes considered and approved by the Personnel Commission at their regularly scheduled meeting(s) held on May 16 and July 18, 2012. Financial Impact: None Recommended Action: Motion to: Adopt Resolution No. 2012-86, "A Resolution of the City Council of the City of Huntington Beach Amending the City's Classification Plan and the Memorandum of Understanding Between the City and the Municipal Employees' Association (MEA) by Adopting the Side Letter of Agreement." Alternative Action(s): Reject amendment to the classification plan. In accordance with Personnel Rule 12-4, if an amendment to the City's Classification Plan is rejected by the City Council, the City Council is to refer such amendments or revisions back to the Personnel Commission with reasons for rejection and its recommendation thereon. Item 25. - 1 HB -120- REQUEST FOR COUNCIL ACTION MEETING DATE: 12/17/2012 DEPARTMENT ID NUMBER: FIR 12-017 Analysis: The Personnel Commission has considered and approved the following amendments to the City's Classification Plan: At the May 16 and July 18, 2012, Personnel Commission meetings, staff proposed the deletion of several MEA job classifications. It is important to update the classification plan as jobs become obsolete or positions have been reclassified/renamed/re-titled. The analysis of the job classes that should be eliminated were based on the following criteria: • Has the work become obsolete? ® What is the span of time from when the job was last filled? ® Has the work been incorporated into another job classification? For each named classification, one or more of the following has occurred: the work has become obsolete either by changes to work processes, procedures or technology, and/or the position(s) have been vacant for a minimum of five (5) years, and/or the work has been incorporated into another classification without having the effect of materially changing the fundamental nature of the duties performed by the alternative job class. The recommended action is: a) Approve the recommendation to delete the named MEA job classifications (16) in accordance with Personnel Rule 12 regarding amendments to the City's Classification Plan. Environmental Status: N/A Strategic Plan Goal: Improve long-term financial sustainability Attachment(s): Resolution No. 2012-86, "A Resolution of the City Council of the City of Huntington Beach Amending the City's Classification Plan and the Memorandum of Understanding Between the City and the Municipal Employees' Association (MEA) by Adopting the Side Letter of Agreement," Including the Side Letter of Agreement as Exhibit A. 2. Report to Personnel Commission — 5/16/2012. and 7/18/2012 HB -121- Item 25. - 2 ATTACHMENT #1 L Item 25. - 3 HB -122- RESOLUTION NO. 2012-86 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE CITY'S CLASSIFICATION PLAN AND THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE MUNICIPAL EMPLOYEES' ASSOCIATION (MEA) BY ADOPTING THE SIDE LETTER OF AGREEMENT WHEREAS, on November 19, 2007 the City Council of Huntington Beach adopted Resolution No. 2007-85 for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the MEA; Subsequent to the adoption of the MOU, the City of Huntington Beach and MEA met and conferred and agreed to changes, corrections, and clarifications to the MOU that are reflected in a Side Letter of Agreement between the City of Huntington Beach and MEA attached hereto as Exhibit A and incorporated herein by this reference. The Side Letter of Agreement pertains to modifications to the City's classification plan. NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Huntington Beach as follows: Section 1: The Side Letter of Agreement attached hereto as Exhibit A is approved and adopted. Section 2: The Side Letter of Agreement amends the MOU between the City of Huntington Beach and MEA. PASSED AND ADOPTED by the City Council of the city of Huntington Beach at a regular meeting thereof held on the 17 th day of December 2012. e Mayor REVIE D APPROVED: APPROVED AS O FO 6 Fre 'lson, City Manager fer Mc ; rath, City A o y << . 2� �v SIDE LETTER OF AGREEMENT Representatives of the Municipal Employees' Association (MEA) and the City of Huntington Beach (City) have met and conferred and hereby agree to the following terms related to the MEA MOU: Article II — Representational Unit/Class The City of Huntington Beach proposes to delete the following classifications from the City's Classification Plan and the MEA MOU as approved by the Personnel Commission during public hearings on May 16 and July 19, 2012: Communications Technician Computer Drafting Technician Concrete Finisher Crossing Guard Coordinator Fire Training Media Specialist Grader Equipment Operator Graphics Administrative Specialist Housing Development Specialist Information Systems Specialist I, II, and III Medical Claims Examiner Park. Naturalist Public Works Plan Checker Street Services Leadworker Traffic/Signal/Light Leadworker Side Letter Implementation Except as specifically modified. herein, all other terms and conditions of the MOU shall remain in full force and effect. IN WITNESS WHEREOF, the parties have caused this side Letter Agreement to be executed by and through their authorized officers on 11=—C,&—M&g / :1 , 2012. For MEA: For th of Huntington Beach: L Qr V / uo 4;, rio Daniel. Teamsters Lo 1 Fr ilso City Manager Judy rs, MEA President hele Wahtn, Direc or of Human Resources Dated: ��� ated: PROVED O FO roofer cGrat , City A o ey Dated: Res. No. 2012-86 STATE OF CALIFORNIA COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) i, JOAN L. FLYNN the duly elected, qualified City Clerk of the City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby certify that the whole number of members of the City Council of the City of Huntington Beach is seven; that the foregoing resolution was passed and adopted by the affirmative vote of at least a majority of all the members of said City Council at a Regular meeting thereof held on December 17, 2012 by the following vote: AYES: Sullivan, Hardy, Harper, Boardman ,Carchio, Shaw, Katapodis NOES: None ABSENT: None ABSTAIN: None N •p Cit .� ' Jerk and ex-officio . erk of the City Council of the City of Huntington Beach, California i4 a ' 1nZ eCITY OF HUNTINGTON -i 4` F Interdepartmental TO: Michele Warren, Director of Human Resources FROM: JoAnn Diaz, Principal HR Analyst t/P DATE: May 7, 2012 SUBJECT: Updating the Classification Plan The following MEA job classifications are recommended for deletion from the Classification Plan. The criteria used to determine elimination included: Has the work become obsolete? • What is the span of time from when the job was last filled? ® Has the work been incorporated into another job classification? Fire Training Media Specialist — The position was funded by the Central Net Operations Authority (CNET), assigned to the Fire Training Center with the primary responsibility of developing multimedia training materials for CNET and CNET fire departments in the area, as well as operating and maintaining audio visual and television equipment. The position was eliminated by the Central Net Operations Authority in its FY 2003/04 budget. Medical Claims Examiner - The work of the job class existed when the City administered its own health plans (circa 2004). In that the City contracts out for employee medical benefits administration since that time, the work is obsolete. Communications Technician — The job became obsolete when work previously performed by user departments was consolidated into the IS department in 2003. The incumbents were reclassified to Information Systems Technicians. Information Systems Specialist 1, 11, and III — The duties listed are similar to those of the Information Systems Technician series. There are presently no incumbents in the classification and have been none since 2002. Graphics Administrative Specialist — The primary responsibility of this single position job class was to design and maintain various forms, maps, charts, graphs, crime scene layouts and other drafting and graphic assignments used by the Police Department and other departments as requested. The last incumbent was in 2003. Traffic/Signal/Light Leadworker -- The fundamental reason this classification exists is to ensure the effective field operations of traffic signal/light crews and contractors and to provide advanced journey level support to the installation, inspection, maintenance and repair of traffic signals and pole mounted outdoor lighting. In 2000, Public Works asked that the job be eliminated. Computer Drafting Technician —The job was created in 1992 and there are no indications that it has been updated since then. JDEdwards does not show any current or former incumbents in this job classification. Grader Equipment Operator — The last incumbent in this position separated from City service in 2004. The work associated with this job classification has been assumed by the Street Equipment Operator classification. xB -1.25- Item 25. - 6 Mzie CITY OF t�p �tY�.Interdepartmental Memo Park Naturalist — This position served as the Park Ranger for the Nature Center with overall responsibility for supervising operations at the Nature Center, including building maintenance, programming and security of the building and grounds. The last incumbent left the employment of the City in 2003. The job is obsolete because the Nature Center is staffed and administered by volunteers. There are no incumbents in any of the named job classes. The deletion of these job classes is subject to concurrence of MEA and approval of the Personnel Commission. MEA has approved the listing for deletion; the next step is to present the list to the Commission for action. [This is a limited list and recommendations for further deletions will be presented within the next few months.] PIA Item 25. - 7 HB - r 26- ATTACHMENT ■2 HB -127- Item 25. - 8 TO: FROM: SUBJECT: DATE: CITY OF HUNTINGTON BEACH INTER -DEPARTMENTAL COMMUNICATION HUMAN RESOURCES PERSONNEL COMMISSION MICHELE WARREN, DIRECTOR OF HUMAN RESOURCES UPDATING THE CLASSIFICATION PLAN JULY 18, 2012 It is important to update the classification plan by deleting jobs that become obsolete or have been reclassified. The analysis of the job classes that should be eliminated were based on the following criteria • Has the work become obsolete? • What is the span of time from when the job was last filled? • Has the work been incorporated into another job classification? The recommended job classes were reviewed by the departments to which they were assigned. The City and MEA have met and conferred regarding the changes to the classification plan. The recommendation presented is based upon the department input and the meet and confer process. At this time, staff requests the Personnel Commission approve the recommendation of deleting the named job classifications in accordance with Personnel Rule 12 regarding amendments to the City's Classification Plan. STAFF RECOMMENDATION Job Class Titles: Crossing Guard Coordinator Housing Development Specialist Concrete Finisher Public Works Plan Checker Street Services Leadworker Action: Revise Classification Plan Affected Employees: None Recommendation: Approve the updated classification plan. C: T. Hopkins, Director of Public Works R. Reinhart, Captain, Police Department J. Demers, MEA President Item 25. - 9 H -128- CITY OF HUNTINGTON BEACH rInterdepartmental Memo TO: Joan Flynn, City Clerk FROM: Michele DATE: December 1 SUBJECT: Late ComWnication: Replacement Side Letter for the Municipal Employees' Association (MEA). The Human Resources Department submitted RCA HR 12-017 for Council Action. Signatures were not obtained before the agenda deadline. The signed MEA Side Letter is attached as a late communication. Attachments: RCA Attachment 1, Exhibit A: Side Letter COMMUNICATION -;-t -J,/ - 7 /4, z SIDE LETTER OF AGREEMENT Representatives of the Municipal Employees' Association (MBA) and the City of Huntington Beach (City) have met and conferred and hereby agree to the following terms related to the MEA MOU: Article Ii — Representational UnitVClass r The City of Huntington Beach proposes to delete the following classific�t ons from the City's Classification Plan and the MEA MOU as approved by the Personnel Commission during public hearings on May 16 and July 18, 2012: Communications Technician Computer Drafting Technician Concrete Finisher Crossing Guard Coordinator Fire Training Media Special- t Grader Equipment Opera Graphics Administrative pecialist Housing Development pecialist Information Systems pecialist I, IL and III Medical Claims Ex er Park Naturalist Public Works P Checker Street Service adworker Traffic/Sian iaht Leadworker Except as specifically modified herein, all force and effect. . IN WITNESS WHEREOF, the and through their authorized officers of For MEA: Gregorio Daniel. Teamsters Loco 911 Judy Demers, MEA Dated: terms and conditions of the MOU shall remain in .full ies have caused this side Letter Agreement to be executed by .2012.. For the City of Huntington Beach: APPROVED AS TO FORM: Dated: aes Item 25. - 5 HB -124- Council/Agency Meeting Held: a Deferred/Continued to: _ 41er)As *Appr e ❑ Conditionally Approved ❑ Denied Sig ure Council Meeting Date: October 15, 2012 Department ID Number: HR 12-011 SUBMITTED TO: Honorable Mayor and City Council Members SUBMITTED BY: Fred A. Wilson, City Manager PREPARED BY: Michele S. Warren, Director of Human Resources SUBJECT: Authorize Holiday Closure of City Facilities for the period of December 24, 26, 27, 28, and 31, 2012 in addition to the City recognized Holidays of December 25, 2012, (Christmas) and January 1, 2013, (New Years Day), by Adopting Resolution No. 2012-73 amending the Memorandum of Understanding Side Letter Agreement between the City and the Municipal Employees' Association (MEA) Statement of Issue: Many Orange County cities close their facilities for a designated period through the December holidays. Approval is required to post a closure notice to the public. The 2012 Holiday Closure period would encompass 5 business days, including Monday, December 24, 2012, Wednesday, December 26, 2012, Thursday, December 27, 2012, Friday, December 28, 2012, and Monday, December 31, 2012. Tuesday, December 25, 2012, and Tuesday, January 1, 2013, are city -observed holidays. Financial Impact: Any financial savings realized would be based upon the accounting value of the reduction in any leave -bank accruals. This has the impact of reducing the City's future obligation to pay out accrued leave banks and/or compensatory time. The actual amount would be determined by Finance based upon standard accounting methods. Recommended Action: Motion to: A) Adopt Resolution No. 2012-73, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Municipal Employees' Association (MEA), by Adopting the Side Letter Agreement," closing all non- essential City services to the public for the period December 24, 26, 27, 28, and 31, 2012 in addition to the City recognized holidays of December 25, 2012 (Christmas) and January 1, 2013 (New Years Day); and, B) Authorize the City Manager to execute the Side Letter Agreement. Alternative Action(s): Have City services remain open to the public except for the City recognized holidays of Christmas (12/25/12) and New Year's Day (01/01/13) HB -171- Item 11. - 1 REQUEST FOR COUNCIL ACTION MEETING DATE: 10/15/2012 DEPARTMENT ID NUMBER: FIR 12-011 Analysis: Staff is recommending .closing all non -essential City services to the public for an extended period of December 24, 26, 27, 28, and 31, 2012, in addition to Christmas Day (12/25/12) and New Year's Day (01/01/13). Employees would have the option to furlough or use an appropriate time bank (compensatory time/general leave) in future pay periods, to account for the holiday closure period. It will be at the discretion of the Department Head, based upon service delivery to the public, whether employees may be authorized to work during this time as some services may require employees to report to work during the period of holiday closure. The Holiday Closure proposal has been presented to the Municipal Employees' Association (MEA). Labor representatives and City Administration have met and conferred regarding the proposal; and MEA has agreed to the proposal (side -letter agreement is hereby incorporated as an attachment). All Non -Associated employees (Executive Management/Department Heads) will participate in the Holiday Closure in a comparable manner. Environmental Status: N/A Strategic Plan Goal: Improve long-term financial sustainability Attachment(s): (1) 1. Resolution No 2012-73, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Municipal Employees' Association (MEA), by Adopting the Side Letter Agreement," including Exhibit "A" — The Side Letter Agreement Item 11. - 2 HB -172- _ - : ..' -. ,• 1 RESOLUTION NO. 2012-73 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE MUNICIPAL EMPLOYEES' ASSOCIATION (MEA), BY ADOPTING THE SIDE LETTER OF AGREEMENT WHEREAS, the City of Huntington Beach elects to implement a holiday closure for the period December 24, 26, 27, 28, and 31, 2012, which will result in City Hall and other City of Huntington Beach operations being closed to the public over the entire closure period; and WHEREAS, on November 19, 2007, the City Council of Huntington Beach adopted Resolution No. 2007-85 for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the Municipal Employees' Association (MEA); Subsequent to the adoption of the MOU, the City of Huntington Beach and MEA agreed to changes, corrections, and clarifications to the MOU that are reflected in a Side Letter of Agreement between the City of Huntington Beach and MEA ("Side Letter Agreement") attached hereto as Exhibit A and incorporated herein by this reference. The Side Letter Agreement pertains to Holiday Closure. NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Huntington Beach as follows: Section 1. The Side Letter Agreement attached hereto as Exhibit A is approved and adopted. Section 2. The Side Letter Agreement amends the MOU between the City of Huntington Beach and MEA. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 15th day of October, 2012.. Mayor PROVED AS Resolution No. 2012-73 Exhibit "A" City of Huntington Beach SIDE LETTER AGREEMENT Representatives of the Municipal Employees' Association ("MEA") and the City of Huntington Beach ("CITY") hereby agree to the following terms related to the MEA MOU with respect to the following: Article IX— HOURS OF WORK/OVERTIME A. Work Schedule 4. Holiday Closure December 24, 26, 27, 28, and 31, 2012, will be known and referred to as "Holiday Closure" for the dates specified. Employees will not report to work during the "Holiday Closure" and all employees will be required to take up to forty-four (44) hours of time off (dependent upon the employee's work schedule). Employees may elect time off without pay (furlough) or employees may use approved leave accruals (general leave or compensatory time) to account for the time away from work during the "Holiday Closure." The City may require or.permit, at the discretion of the department head, certain employees to work a regular or partial schedule. on one or more of the "Holiday Closure" days. (12/24/12, 12/26/12, 12/27/12, 12/28/12, 12/31/12). a. Time Accounting i. Members of this unit will be required to account via payroll, for the appropriate time associated with the "Holiday Closure." ii. The payroll accounting of the "Holiday Closure" will include, but is not limited to, furlough, use of approved leave accruals (general leave or compensatory time) or alternative equivalent time taken in -lieu of the specific "Holiday .Closure" dates referenced herein. Payroll accounting for the "Holiday Closure" not specifically listed herein must be approved by the City Administrator or designee. iii. Employees required or permitted to work during any period of the "Holiday Closure" will be paid their regular salary for the hours worked, and will be required to account for all remaining "Holiday Closure" hours via furlough, use of approved leave accruals (general leave or compensatory time), or alternative equivalent time taken in -lieu of the specific "Holiday Closure" dates worked. iv. The payroll accounting methods listed herein may be used in any approved combination for a period not to exceed six -months or the end of the pay period ending July 05, 2013, whichever is later. Page 1 of 3 Resolution No. 2012-73 Exhibit "A" v. Employees without adequate leave accruals may borrow against future accruals earned — up to and including time accrued as of the end of the pay period ending July 05, 2013. vi. All "Holiday Closure" hours are to be accounted for via payroll within six -months or the e.nd of the pay period ending July 05, 2013. vii. Any "Holiday Closure" hours not voluntarily accounted for via payroll as of the end of the pay period ending July 05, 2013, shall be accounted for in the following order until a zero - balance is achieved: 1. General Leave 2. Compensatory Time 3. Furlough Hours viii. Employees separating from City service must reconcile all unaccounted "Holiday Closure" hours at time of separation. Time will be accounted for in the following order until a zero - balance is achieved: 1. General Leave 2. Compensatory Time 3. Furlough Hours ix. Payroll accounting of the "Holiday Closure" by furlough shall not impact service for purposes of seniority, shall not affect probationary periods, and shall not affect health or retirement benefits. b. Scheduling - New Years Day — Flex Day/Holiday Substitute Employees assigned to Schedule A flex schedule may select an alternative flex day in lieu of Friday, December 28, 2012, within the pay period of 12/22/12 — 01/04/13. The alternative flex day may not include 12/24/12, 12/26/12, 12/27/12, 12/28/12 or 12/31/12. i. All provisions pursuant to MEA MOU Exhibit E —Leave Benefits 4(a) and 4(b) shall apply. ii. All provisions pursuant to MEA MOU Exhibit F— Leave Benefits 4(a) and 4(b) shall apply. Page 2of3 Resolution No. 2012-73 Exhibit "A" Side -Letter Implementation The parties agree that this side -letter agreement and the implementation thereof will not be subject to Personnel Rule 19 — Grievance Procedure/Non-Disciplinary Matters nor Article XIV-Miscellaneous (A) — Grievance Arbitration, or otherwise appealed either administratively or in a court of competent jurisdiction. IN WITNESS WHEREOF, the parties have caused this SIDE LETER AGREEMENT to be executed by and through their authorized officers on QCTD /� Olo��_• Huntington Beach Municipal Employees' Association regffio Daniel Teamsters 911 Dated: Judy Decriers ME Rw_sident Dated: ) `/ 112- City of Huntington Beach Dated: Director of Human Reso rces Dated: /!9— ` ROVED AS TO FORM: neT CJee)nifer A McGrath City Attorney Dated: Page 3 of 3 Res. No. 2012-73 STATE OF CALIFORNIA COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) I, JOAN L. FLYNN the duly elected, qualified City Clerk of the City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby certify that the whole number of members of the City Council of the City of Huntington Beach is seven; that the foregoing resolution was passed and adopted by the affirmative vote of at least a majority of all the members of said City Council at a Regular meeting thereof held on October 15, 2012 by the following vote: AYES: Shaw, Harper, Dwyer, Hansen, Carchio, Bohr, Boardman NOES: None ABSENT: None ABSTAIN: None ge LP 0 L'J-J2 CityVlerk and ex-officio &6rk of the City Council of the City of Huntington Beach, California Council/Agency Meeting Held: Deferred/Continued to: App ved ❑ Conditionally Approved ❑ Denied C I e rkK Signa e Council Meeting Date: November 21, 2011 Departmen ID Number: HR 11-019 CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL. ACTION SUBMITTED TO: Honorable Mayor and City Council Members SUBMITTED BY: Fred A. Wilson, City Manager PREPARED BY: Michele Carr, Director of Human Resources SUBJECT: Adopt Resolution No. 2011-86 approving a Side Letter Agreement between the City and the Municipal Employees' Association (MEA) requiring that full-time employees take 18 hours furlough for the 2011 Holiday Closure; and, repeal Resolution No. 2011-79 including the Side Letter Agreement Statement of Issue: Many Orange County cities close their facilities for a designated period through the December holidays. Approval is required to post a closure notice to the public. Financial Impact: The modified side -letter requires that full-time employees in MEA take 18 hours (the equivalent of 2 days) as unpaid/furlough. This is estimated to generate savings of approximately $200,000. Recommended Action: Motion to: Adopt Resolution No. 2011-86, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Municipal Employees' Association (MEA), By Adopting the Side Letter of Agreement" closing all non- essential City services to the public for the period December 27, 28, 29, and 30, 2011 in addition to the City recognized holidays of December 26, 2011 (Christmas) and January 2, 2012 (New Year's Day). Alternative Action(s): Have City services remain open to the public except for the City recognized holidays of Christmas (12/26/11) and New Year's Day (01/02/12). Item 11. - 1 HB -344- REQUEST FOR COUNCIL ACTION MEETING DATE: 11/21/2011 DEPARTMENT ID NUMBER: HR 11-019 Analysis: Staff is recommending closing all non -essential City services to the public for an extended period of time: December 27, 28, 29 and 30, 2011, in addition to Christmas Day (12/26/11) and New Year's Day (01/02/12). The Holiday Closure covers 36 hours/4 days for full-time employees (part-time employees record a proportional number of hours/days). Full-time MEA employees will furlough 18 hours/2 days of Holiday Closure time. For the other 18 hours, employees may use any combination of an appropriate leave/time bank (General Leave/Compensatory Time) or additional furlough time to account for remaining hours/days of the Holiday Closure. All time attributed to the Holiday Closure (Furlough/General Leave/Compensatory Time) must be processed by payroll by not later than July 6, 2012. It will be at the discretion of the Department Head, based upon service delivery to the public, whether employees may be authorized to work during this time as some services may require employees to report to work during the period of holiday closure. The Holiday Closure proposal has been presented to the Municipal Employees Association (MEA). Labor representatives and City Administration have met and conferred regarding the proposal. MEA has agreed to the proposal (side -letter agreement is hereby incorporated as an attachment). Environmental Status: N/A Strategic Plan Goal: Maintain financial viability and our reserves Attachment(s): Resolution No. 2011-86, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Municipal Employees' Association (MEA), By Adopting the Side Letter of Agreement," including Exhibit A: The Side Letter Agreement 2. 1 Resolution 2011-79 — Repealed HB -345- Item 11. - 2 ATTACHMENT #1 i Item 11. - 3 HB -346- RESOLUTION NO. 2011-86 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE MUNICIPAL EMPLOYEES' ASSOCIATION (MEA), BY ADOPTING THE SIDE LETTER OF AGREEMENT WHEREAS, the City of Huntington Beach elects to implement a holiday closure for the period December 27, 28, 29, and 30, 2011, which will result in City Hall and other City of Huntington Beach operations being closed to the public over the entire closure period; and WHEREAS, on November 19, 2007, the City Council of Huntington Beach adopted Resolution No. 2007-85 for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the Municipal Employees' Association (MEA); Subsequent to the adoption of the MOU, the City of Huntington Beach and MEA agreed to changes, corrections, and clarifications to the MOU that are reflected in a Side Letter of Agreement between the City of Huntington Beach and MEA ("Side Letter Agreement") attached hereto as Exhibit A and incorporated herein by this reference. The Side Letter Agreement pertains to Holiday Closure (UPDATED). NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Huntington Beach as follows: Section 1. The Side Letter Agreement attached hereto as Exhibit A is approved and adopted. Section 2. The Side Letter Agreement amends the MOU between the City of Huntington Beach and MEA. Section 3. Resolution No. 2011-79 and The Side Letter Agreement attached thereto as Exhibit A is repealed. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 21 s tday of November, 2011. /mayor APPROVED: PROVED AS TO FORM: itv Attu ev 49, rr City of Huntington Beach SIDE LETTER AGREEMENT Representatives of the Municipal Employees' Association ("MEA") and the City of Huntington Beach ("CITY") hereby agree to the following terms related to the MEA MOU with respect to the following: Article IX — HOURS OF WORK/OVERTIME A. Work Schedule 4. Holiday Closure December 27, 28, 29, 30, 2011, will be known and referred to as "Holiday Closure" for the dates specified. ii. Employees will not report to work during the "Holiday Closure" and may be required to take up to thirty-six (36) hours of time off (dependent upon the employee's work schedule). Full time (4o hours per week) employees will be required to take 2 days/18 hours as FURLOUGH (unpaid time) for the closure period. Less than full time employees will be required to take a proportional equivalent as FURLOUGH (unpaid time) based upon a proportional percentage of full time employment (e.g. 75q/50%). iii. Employees must elect time off without pay (2-days furlough), and employees may use approved leave accruals (general leave or compensatory time) to account for the remaining time away from work during the "Holiday Closure". iv. The City may require or permit, at the discretion of the department head, certain employees to work a regular or partial schedule on one or more of the "Holiday Closure" days. (12127111, 12/28/11, 12129111, 12/30/11). v. MEA and the City agree to develop implementation language regarding Holiday Closure for December 2012, by not later than May 1, 2012. Time Accounting Members of this unit will be required to account via payroll, for the appropriate time associated with the "Holiday Closure". The payroll accounting of the "Holiday Closure" will include, but is not limited to, furlough, use of approved leave accruals (general leave or compensatory time) or alternative equivalent time taken in -lieu of the specific "Holiday Closure" dates referenced herein. Payroll accounting for the "Holiday Closure" not specifically listed herein must be approved by the City Administrator or designee. iii. Employees required or permitted to work during any period of the "Holiday Closure" will be paid their regular salary for the hours worked, and will be required to account for all remaining "Holiday Closure" hours via furlough, use of approved leave accruals (general leave or compensatory time), or alternative equivalent time taken in -lieu of the specific "Holiday Closure" dates worked. iv. The payroll accounting methods listed herein may be used in any approved combination for a period not to exceed six -months or the end of the pay period ending July o6, 2012, whichever is later. V. Employees without adequate leave accruals may borrow against future accruals earned — up to and including time accrued as of the end of the pay period ending July o6, 2012. vi. All "Holiday Closure" hours are to be accounted for via payroll within six -months or the end of the pay period ending July o6, 2012. vii. Any "Holiday Closure" hours not voluntarily accounted for via payroll as of the end of the pay period ending July o6, 2012, shall be accounted for in the following order until a zero -balance is achieved: 1. Furlough Hours 2. General Leave 3. Compensatory Time viii. Employees separating from City service must reconcile all unaccounted "Holiday Closure" hours at time of separation. Time will be accounted for in the following order until a zero -balance is achieved: 1. Furlough Hours 2. General Leave 3. Compensatory Time ix. Payroll accounting of the "Holiday Closure" by furlough shall not impact service for purposes of seniority, shall not affect probationary periods, and shall not affect health or retirement benefits. b. Scheduling - New Years Day — Flex Day/Holiday Substitute Employees assigned to Schedule A flex schedule may select an alternative flex day in lieu of Friday, December 30, 2011, within the pay period of 12/24/11 — 01/06/12. The alternative flex day may not include 12/27/11, 12/28111, 12/29111 or 12130/11. i. All provisions pursuant to MEA MOU Exhibit E —Leave Benefits 4(a) and 4(b) shall apply. ii. All provisions pursuant to MEA MOU Exhibit F —Leave Benefits 4(a) and 4(b) shall apply. Side -Letter_ Imp.lEmentation The parties agree that this side -letter agreement and the implementation thereof will not be subject to Personnel Rule 19 — Grievance Procedure/Non-Disciplinary Matters nor Article XIV-Miscellaneous (A) — Grievance Arbitration, or otherwise appealed either administratively or in a court of competent jurisdiction. IN WITNESS WHEREOF, the parties have caused this SIDE LETER AGREEMENTto be executed by and through their uthorized officers on ✓- 21Z, 1- Huntington Beach City of Huntington Beach Municipal Employees' Association , e��, , Z)�� Grego Daniel Teamsters 911 Dated: 1/ 1-7/f C71ucly De s MEA President Dated: I A ROVED AS TO FORM: 4 J nifer WMcGr-ath City Attorney Dated: ) t - q' ( I Res. No. 2011-86 STATE OF CALIFORNIA COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) I, JOAN L. FLYNN the duly elected, qualified City Clerk of the City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby certify that the whole number of members of the City Council of the City of Huntington Beach is seven; that the foregoing resolution was passed and adopted by the affirmative vote of at least a majority of all the members of said City Council at a regular meeting thereof held on November 21, 2011 by the following vote: AYES: Shaw, Harper, Hansen, Carchio, Bohr, Dwyer, Boardman NOES: None ABSENT: None ABSTAIN: None AV- Ci . 'Clerk and ex-officio Jerk of the City Council of the City of Huntington Beach, California ATTACHMENT a xB -3 s 1- Item 11. - 8 irk'►=}--- Council/Agency Meeting Held: /6`3 moll Deferred/Continued to: �A pr ve Con itionall Ap oved ❑ Denied Ilyt Cler s Si ture If - _4 I Council Meeting Date: October 3, 2011 Departm nt ID Number: HR 11-015 CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: Honorable Mayor and City Council Members SUBMITTED BY: Fred A. Wilson, City Manager PREPARED BY: Michele Carr, Director of Human Resources SUBJECT: Authorize holiday closure of City facilities for the period of December 27, 28, 29, and 30, 2011, by adopting Resolution No. 2011-79 amending the Memorandum of Understanding (MOU) Side Letter Agreement between the City and the Municipal Employees Association (MEA) Statement of Issue: Many Orange County cities close their facilities for a designated period through the December holidays. Approval is required to post a closure notice to the public. Financial Impact: The actual savings from the 2010 Holiday Closure was approximately $70,300 for this group as a result of MEA employees who elected to take the time as unpaid. The potential savings this year would depend on employee action. The actual amount would be determined by Finance based upon standard accounting methods. Recommended Action: Motion to: Adopt Resolution No. 2011-79, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Municipal Employees' Association (MEA), by Adopting the Side Letter of Agreement" closing all non- essential City services to the public for the period December 27, 28, 29, and 30, 2011, in addition to the City recognized holidays of December 26, 2011 (Christmas) and January 2, 2012, (New Year's Day). Alternative Action(s): Have City services remain open to the public except for the City recognized holidays of Christmas (12/26/11) and New Year's Day (01/02/12). Item 11. - 9 HB -352- Item 5. - 1 RESOLUTION NO. 2011-79 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE MUNICIPAL EMPLOYEES' ASSOCIATION WEA), BY ADOPTING THE SIDE LETTER OF AGREEMENT WHEREAS, the City of Huntington Beach elects to implement a holiday closure for the period December 27, 28, 29, and 30, 2011, which will result in City Hall and other City of Huntington Beach operations being closed to the public over the entire closure period; and WHEREAS, on November 19, 2007, the City Council of Huntington Beach adopted Resolution No. 2007-85 for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the Municipal Employees' Association (MEA); Subsequent to the adoption of the MOU, the City of Huntington Beach and MEA agreed to changes, corrections, and clarifications to the MOU that are reflected in a Side Letter of Agreement between the City of Huntington Beach and MEA ("Side Letter Agreement") attached hereto as Exhibit A and incorporated herein by this reference. The Side Letter Agreement pertains to Holiday Closure. NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Huntington Beach as follows: Section 1. The Side Letter Agreement attached hereto as Exhibit A is approved and adopted. Section 2. The Side Letter Agreement amends the MOU between the City of Huntington Beach and MEA. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 3rdday of October, 2011: APPROVED AS TO FORM: HB -353- Item 11. - 10 Exhibit "A" - Resolution No. 2011-79 City of Huntington Beach SIDE LETTER AGREEMENT Representatives of the Municipal Employees' Association ("MEA") and the City of Huntington Beach ("CITY") hereby agree to the following terms related to the MEA MOU with respect to the following: Article IX - HOURS OF WORK/OVERTIME A. Work Schedule 4. Holiday Closure December 27, 28, 29, 30, 2011, will be known and referred to as "Holiday Closure" for the dates specified. il. Employees will not report to work during the "Holiday Closure" and may be required to take up to thirty-six (36) hours of time off (dependent upon the employee's work schedule). iii. Employees may elect time off without pay (furlough) or employees may use approved leave accruals (general leave or compensatory time) to account for the time away from work during the "Holiday Closure". iv. The City may require or permit, at the discretion of the department head, certain employees to work a regular or partial schedule on one or more of the "Holiday Closure" days. (12/27/11, 12/28/11, 12/29111, 12/30/11)• Time Accounting Members of this unit will be required to account via payroll, for the appropriate time associated with the "Holiday Closure". ii. The payroll accounting of the "Holiday Closure" will include, but is not limited to, furlough, use of approved leave accruals (general leave or compensatory time) or alternative equivalent time taken in -lieu of the specific "Holiday Closure" dates referenced herein. Payroll accounting for the "Holiday Closure" not specifically listed herein must be approved by the City Administrator or designee. iii. Employees required or permitted to work during any period of the "Holiday Closure" will be paid their regular salary for the hours worked, and will be required to account for all remaining "Holiday Closure" hours via furlough, use of approved leave accruals (general leave or compensatory time), or alternative equivalent time taken in -lieu of the specific "Holiday Closure" dates worked. Page 1 of 3 Item 11. - 11 HB -354- Exhibit "A" - Resolution No. 2011-79 iv. The payroll accounting methods listed herein may be used in any approved combination for a period not to exceed six -months or the end of the pay period ending July o6, 2012, whichever is later. V. Employees without adequate leave accruals may borrow against future accruals earned - up to and including time accrued as of the end of the pay period ending July o6, 2o12. vi. All "Holiday Closure" hours are to be accounted for via payroll within six -months or the end of the pay period ending July o6, 2o12. vii. Any "Holiday Closure" hours not voluntarily accounted for via payroll as of the end of the pay period ending July o6, 2012, shall be accounted for in the following order until a zero -balance is achieved: 1. General Leave 2. Compensatory Time 3. Furlough Hours viii. _ Employees separating from City service must reconcile all unaccounted "Holiday Closure" hours at time of separation. Time will be accounted for in the following order until a zero -balance is achieved: 1. General Leave 2. Compensatory Time 3. Furlough Hours ix. Payroll accounting of the "Holiday Closure" by furlough shall not impact service for purposes of seniority, shall not affect probationary periods, and shall not affect health or retirement benefits. b Scheduling - New Years Day - Flex Day/Holiday Substitute Employees assigned to Schedule A flex schedule and employees with 4/10 Tuesday - Friday flex schedule may select an alternative flex day in lieu of Friday, December 30, 2011, within the pay period of 12/24111 - o1/o6/12. The alternative flex day may not include 12/27111,12/28/11, 12129/11 or 12(3o/11. i. All provisions pursuant to MEA MOU Exhibit E - Leave Benefits 4(a) and 4(b) shall apply. ii. All provisions pursuant to MEA MOU Exhibit F - Leave Benefits 4(a) and 4(b) shall apply. Page 2 of 3 1413 -355- Item 11. - 12 Exhibit "A" - Resolution No. 2011-79 Side -Letter Implementation The parties agree that this side -letter agreement and the implementation thereof will not be subject to Personnel Rule 19 — Grievance Procedure/Non-Disciplinary Matters nor Article XIV-Miscellaneous (A) — Grievance Arbitration, or otherwise appealed either administratively or in a court of competent jurisdiction. IN WITNESS WHEREOF, the parties have aused this SIDE LETER AGREEMENT to be executed by and through their authorized officers on 0 03 �b/f Huntington Beach Municipal Employees' Association Gregorio Daniel Teamsters 911 Dated: Judy De e s MEA Presi ent Dated: Page 3 of 3 City of Huntington Beach APPROVED AS TO FORM: nnifer M. McGrath City Attorney Dated: 9 • /,D - / Item 11. - 13 HB -356- Exhibit "A" - Resolution No. 2011-79 Side -Letter Implementation The parties agree that this side -letter agreement and the implementation thereof will not be subject to Personnel Rule 19 - Grievance Procedure/Non-Disciplinary Matters nor Article X1V-Miscellaneous (A) - Grievance Arbitration, or otherwise appealed either administratively or in a court of competent jurisdiction. IN WITNESS WHEREOF, the parties have caused this SIDE LETER AGREEMENT to be executed by and through their authorized officers on Huntington Beach Municipal Employees' Association 4rio Daniel eamsters 911 Dated: 2 (o 11 Judy Demers M EA President Dated: City of Huntington Beach Fred A. Wilson City Manager Dated: Michele Carr Director of Human Resources Dated: COUNTERPART APPROVED AS TO FORM: Jennifer M. McGrath City Attorney Dated: Page 3 of 3 xB -357- Item 11. - 14 Res. No. 2011-79 STATE OF CALIFORNIA COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) I, JOAN L. FLYNN the duly elected, qualified City Clerk of the City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby certify that the whole number of members of the City Council of the City of Huntington Beach is seven; that the foregoing resolution was passed and adopted by the affirmative vote of at least a majority of all the members of said City Council at a regular meeting thereof held on October 3, 2011 by the following vote: AYES: Harper, Hansen, Carchio, Bohr, Dwyer, Boardman NOES: None ABSENT: Shaw ABSTAIN: None 0110rd4ge) CitVClerk and ex-officio 61erk of the City Council of the City of Huntington Beach, California Item 11. - 15 HB -358- GiTY- OF HUNTINGTON BEACH 1 0 -� Interdepartmental Memo TO: Joan Fly n, Ci FROM: Michele DATE: Novembe 1, 2011 SUBJECT: Late mmunication: Replacement Side Letter for the Muni " al Employees' Association (MEA). The Human Resources Department submitted RCA HR 11-019 for Council Action. Signatures were not obtained before the agenda deadline. The signed MEA Side Letter is attached as a late communication. Attachments: RCA Attachment 1, Exhibit A: Side Letter SUPPLEMENTAL COMMUNICATION N y / - , 2. L.:-� Id Date: AQW48 h9M NO. so Exhibit "A" - Resolution No. 2011-86 City of Huntington Beach SIDE LETTER AGREEMENT Representatives of the Municipal Employees' Association ("MEA") and the City of Huntington Beach ("CITY") hereby agree to the following terms related to the MEA MOU with respect to the following: Article IX - HOURS OF WORK/OVERTIME A. Work Schedule 4. Holiday Closure December 27, 28, 29, 30, 2011, will be known and referred to as "Holiday Closure" for the dates specified. / ii. Employees will not report to work during the "Holiday Clore" and may be required to take up to thirty-six (36) hours of time off (dependent upon the/employee's work schedule). Full time (4o hours per week) employees will be required to to 6 2 daysjl8 hours as FURLOUGH (unpaid time) for the closure period. Less than full time employees will be required to take a proportional equivalent as FURLOUGH (unpaid time) based upon a proportional percentage of full time employment (e.g. 75%/50%). iii. Employees must elect time off without pay (2/days furlough), and employees may use approved leave accruals (general leave or compens tory time) to account for the remaining time away from work during the "Holiday Closure". iv. The City may require or permit, at the discretion of the department head, certain employees to work a regular or partial schedule do one or more of the "Holiday Closure" days. (12127/11, 12128/11, 12/29111, 1213o/11). v. MEA and the City agree to develop implementation language regarding Holiday Closure for December 2012, by not later than May 1, 2012. Time Accounting Members of this unit will be required to account via payroll, for the appropriate time associated with the "Holiday ClosPre". il. The payroll accounting of the "Holiday Closure" will include, but is not limited to, furlough, use of approved leave/accruals (general leave or compensatory time) or alternative equivalent time taken in -lieu of the specific "Holiday Closure" dates referenced herein. Payroll accounting for the "Holiday Closure" not specifically listed herein must be approved by the City Administrator or designee. iii. Employees'required or permitted to work during any period of the "Holiday Closure" will be paid their�regular salary for the hours worked, and will be required to account for all remaining "Holiday Closure" hours via furlough, use of approved leave accruals (general leave or compensatory time), or alternative equivalent time taken in -lieu of the specific "Holiday Closure" dates worked. Exhibit "A" - Resolution No. 2011-86 "iv. The payroll accounting methods listed herein may be used in any approved combination for a period not to exceed six -months or the end of the pay period ending July o6, 2o12, whichever is later. V. Employees without adequate leave accruals may borrow against future accruals earned - up to and including time accrued as of the end of the pay period ending July o6, 2012. vi. All "Holiday Closure" hours are to be accounted for via payroll within six -months or the end of the pay period ending July o6, 2012. vii. Any "Holiday Closure" hours not voluntarily accounted for via payroll as of "the end of the pay period ending July 06, 2012, shall be accounted for in the following order`until a zero -balance is achieved: I 1. Furlough Hours 2. General Leave 3. Compensatory Time viii. Employees separating from City service must reconcile all unaccounted "Holiday Closure" hours at time of separation. Time will be accounted for in the following order until a zero -balance is achieved: 1. Furlough Hours 2. General Leave 3. Compensatory Time ix. Payroll accounting of the "Holiday Closure" by furlough shall not impact service for purposes of seniority, shall not affect probationary periods, and shall not affect health or retirement benefits. 1 Employees assigned to Schedule A:fiex schedule may select an alternative flex day in lieu of Friday, December 30, 2011, within the pay period of 12/24/11 - of job j12. The alternative flex day may not include 12j27j11, 12j28j11, 12j2gj19 Or1213oj11. 1. All provisions pursuantto M EA MOU Exhibit E - Leave Benefits 4(a) and 4(b) shall apply. ii. All provisions pursuantto MEA MOU Exhibit F -- Leave Benefits 4(a) and 4(b) shall apply. Exhibit "A" - Resolution No. 2011-86 Side -Letter �mp-mentation The parties agree that this side -fetter agreement and the implementation thereof will not be subject to Personnel Rule ig - Grievance Procedure/Non-Disciplinary Matters nor Article XIV-Miscellaneous (A) -- Grievance Arbitration, or otherwise appealed either administratively or in a court of competent jurisdiction. IN WITNESS WHEREOF, the parties have caused this SIDE !_ETER AGREEMENT to be executed by and through their authorized officers on Huntington Beach Municipal Employees' Association Gregorio Daniel Teamsters 911 Dated: Judy Demers MEA President Dated: at' F, A ROVED A5 TO FORM: JL*nifer M `McGrath City Attorney Datedd t . 11' Council/Agency Meeting Held: 1/ /oV /d6// Deferred/Continued to: .Ap r ved ❑ Conditio tr all ,, pr ved El Denied ® ity ler ' Sig t re Council Meeting Date: November 21, 2011 Department ID Number: HR 11-018 SUBMITTED TO: Honorable Mayor and City Council Members SUBMITTED BY: Fred A. Wilson, City Manager PREPARED BY: Michele Carr, Director of Human Resources SUBJECT: Adopt Resolution No. 2011-85 approving a Side Letter Agreement between the City of Huntington Beach and the Municipal Employees' Association (MEA) regarding CalPERS Pickup, Two -Tier Retirement and Physical Training (PT) Suspension Statement of Issue: The City and the Municipal Employees' Association (MEA) representatives have met and conferred regarding reinstating an increase in the employee - paid portion of CalPERS from 2.25% to 4.25% (an increase of 2%), establishing a two -tiered miscellaneous retirement benefit formula, and suspension of the HBPD PT program for impacted employees. Financial Impact: Finance has estimated the annualized savings per fiscal year for the CalPERS pickup to be $536,000, and the HBPD PT program suspension is valued at approximately $68,000 per fiscal year. [The value of a second retirement tier is unknown at this time.] Recommended Action: Motion to: Adopt Resolution No. 2011-85, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Municipal Employees' Association (MEA) by Adopting the Side Letter of Agreement." Alternative Action(s): Do not approve the Resolution and direct staff to continue to meet and confer with the Association. HB -337- Item 10. - I REQUEST FOR COUNCIL ACTION MEETING DATE: 11/21/2011 DEPARTMENT ID NUMBER: HR 11-018 Analysis: Representatives of -the City and MEA have completed the meet. and confer process regarding the Side -Letter Agreement. Highlights of Side -Letter Agreement include the following: Term of Agreement Extension of MOU until June 30, 2013. CalPERS Contributions Employee -paid share of CalPERS contributions will be 4.25%. Two -Tier Retirement Unit employees agree to adopt a second -tier retirement benefit formula (in accordance with CalPERS requirements). HBPD PT Time Suspension This program shall be suspended for the duration of the agreement. Environmental Status: N/A Strategic Plan Goal: Maintain financial viability and our reserves Attachment(s): Resolution 2011- 85, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Municipal Employees' Association (MEA) by Adopting the Side Letter of Agreement." Item 10. - 2 HB -338- ATTACHMENT w RESOLUTION NO. 2011-85 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE MUNICIPAL EMPLOYEES' ASSOCIATION (MEA), BY ADOPTING THE SIDE LETTER OF AGREEMENT WHEREAS, on November 19, 2007, the City Council of Huntington Beach adopted Resolution No. 2007-85 for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the Municipal Employees' Association (MEA); Subsequent to the adoption of the MOU, the City of Huntington Beach and WA agreed to changes, corrections, and clarifications to the MOU that are reflected in a Side Letter of Agreement between the City of Huntington Beach and MEA ("Side Letter of Agreement") attached hereto as Exhibit A and incorporated, herein by this reference. The Side Letter Agreement pertains to CalPERS pick-up, two-tier retirement, and PT suspension. NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Huntington Beach as follows: Section 1. The Side Letter Agreement attached hereto as Exhibit A is approved and adopted. Section 2. The Side Letter Agreement amends the MOU between the City of Huntington Beach and MEA. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 21 s t day of November, 2011. APPROVED AS TO FORM: ity Att rney I DAP e or of an esources City of Huntington Beach SIDE LETTER AGREEMENT Representatives of the Municipal Employees' Association ("MEA") and the City of Huntington Beach ("City") hereby agree to the following terms related to the MEA MOU with respect to the following: TERM OF MOO EXTENSION The Memorandum of Understanding (MOU) shall be extended for a period of (1) one-year from July 1, 2012, through and including midnight June 30, 2013. ARTICLE XI - RETIREMENT B. California Public Employees' Retirement System (CaIPERS) 1. Employee's Contribution Each employee covered by this Agreement shall be reimbursed an amount up to eight percent (8%) of the employee's base salary as a pickup of the employee's contribution to CaIPERS. The above CaIPERS pickup is not base salary, but is done pursuant to Section 414 (h)(2) of the Internal Revenue Code. C. PERS 2.5% (@ 55 If all other affected units agree, and subject to a formal ratification vote conducted by PERS, the City shall implement PERS 2.5% @ 55, effective as soon as possible. Effective with implementation and through June 30, 2009, the employees shall pay all of the additional costs to implement 2.5% @ 55. Effective July 1, 2009 and thereafter, the employees shall pay two and one -quarter percent (2.25%) of the employee share of PERS. i. Effective July 1, 2010 and continuing until the end of the pay period that includes September 30, 2011, the employees shall pay four and one -quarter percent (4.25%) of the employee share of PERS. ii. Effective the beginning of the pay period that includes January 1, 2012, and continuing until modified by a subsequent side letter or successor MOU, employees covered by this agreement shall pay four and one -quarter percent (4.25%) of the employee -share of PERS. D. PERS -Second Tier a. The association agrees to implementation of a second -tier retirement benefit, subject to formal adoption procedures as required by CaIPERS. ARTICLE XIV - MISCELLANEOUS R. The Physical Fitness program compensation of earning paid time off as outlined in Section 208.8 - 208.8.8 of the Huntington Beach Police Department Policy Manual is hereby suspended until the expiration of the MOU extension. Side -Letter Implementation The parties agree that this side -letter agreement and the implementation thereof will not be subject to Personnel Rule 19 - Grievance Procedure/Non-Disciplinary Matters nor Article XIV-Miscellaneous (A) - Grievance Arbitration, or otherwise appealed either administratively or in a court of competent jurisdiction. IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to be executed M0 by and 9R A/ ADS/ through their authorized officers on Huntington Beach Municipal Employees' Association GrQWrio Daniel Teamsters 911 Dated: //�17 4 7MEA udyrs ident Dated: 11112 Fred City City of Huntington Beach nager rector of Hum APPROVED AS TO FORM. "_�ennifer/M. McGrath U City Attorney Dated: �� Res. No. 2011-85 STATE OF CALIFORNIA COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) I, JOAN L. FLYNN the duly elected, qualified City Clerk of the City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby certify that the whole number of members of the City Council of the City of Huntington Beach is seven; that the foregoing resolution was passed and adopted by the affirmative vote of at least a majority of all the members of said City Council at a regular meeting thereof held on November 21, 2011 by the following vote: AYES: Shaw, Carchio, Bohr, Boardman NOES: Harper, Hansen, Dwyer ABSENT: None ABSTAIN: None Cit . lerk and ex-officio erk of the City Council of the City of Huntington Beach, California , to i OF HUNTINGTUN BEACH CiTY Interdepartmental Memo TO: Joan Flynn, Cit r FROM: Michel R DATE: November 1 011 SUBJECT: Late munication: Replacement Side Letter for the Muni i I Employees' Association (MEA). The Human Resources Department submitted RCA HR 11-018 for Council Action. Signatures were not obtained before the agenda deadline. The signed MEA Side Letter is attached as a late communication. Attachments: RCA Attachment 1, Exhibit A: Side Letter SUPPLEMENTAL COMMUNICATION M*OiV Date: __Z - Agenda Item No.— -1- Exhibit "A" - Resolution No. 2011-85 City of Huntington Beach SIDE LETTER AGREEMENT Representatives of the Municipal Employees' Association ("MEA") and the City of Huntington Beach ("City") hereby agree to the following terms related to the MEA MOU with espect to the following: TERM OF MOU EXTENSION The Memorandum of Understanding (MOU) shall be extended for a period of (1) one-year from July 1, 2012, through and including midnight June 30, 2013. ARTICLE XI - RETIREMENT fQ 1. Employee's Contribution / Each employee covered by this Agreeme t shall be reimbursed an amount up to eight percent (8%) of the employee's base salary as a pickup of the employee's contribution to CaIPERS. The above CalPERS pickup is not base salary, but is done pursuant to ,Section 414 (h)(2) of the Internal Revenue Code. / C. PERS 2.5% & 55 If all other affected units agree, and subject to a formal ratification vote conducted by PERS, the City shall implement PERS 2.5% @ 55, effective as soon as possible. Effective with implementation and through June 30, 2009, the employees shall pay all of the additional costs to implement 2.5% @ 55. Effective July 1, 2009 and thereafter, the employees shall pay two and one -quarter percent (2.25%) of thp'employee share of PERS. i. Effective July 1, 2010 and continuing until the end of the pay period that/includes September 30, 2011, the employees shall pay four and one -quarter percent (4.25%) of the employee share of PERS. ii. Effective the beginning of the pay period that includes January 1, 2012, and continuing until modified by a subsequent side letter or successor MOU, employees covered by this agreement shall pay four and one -quarter percent (4.25%) of the employee -share of PERS. .D. PERS - a. The association agrees to implementation of a second -tier retirement benefit, /subject to formal adoption procedures as required by CaIPERS. IAM 11l.LC IllV - V1LZ%_CLLHIVr_W J - R. The Physical Fitness program compensation of earning paid time off as outlined in Section 208.8 - 208.8.8 of the Huntington Beach Police Department Policy Manual is //hereby suspended until the expiration of the MOU extension. Exhibit:i"A" - Resolution No. 2011-85 Side -Letter Implementation The parties agree that this side -letter agreement and the implementation thereof will not be subject to Personnel Rule 19 - Grievance Procedure/Non-Disciplinary Matters nor Article XIV-Miscellaneous (A) - Grievance Arbitration, or otherwise appealed either administratively or in a court of competent jurisdiction. IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT. -to be executed by and through their authorized officers on Huntington Beach Municipal Employees' Association Gregorio Daniel Teamsters 911 Dated: Judy Demers MEA President Dated: ! City of Huntington Beach Fred A. Wilson City Manager Dated: My_' a le Carr(./ Director �77e HumRe urces Dated : 7 APPROVED AS TO FORM: �U'--L ` fyr C N,,,Jennifer/M. McGrath U City Attorney Dated: ! i Council/Agency Meeting Held: /y1,31C�011 Deferred/Continued to: AALJ Denied �Clers Si ure Council Meeting Date: October 3, 2011 Depart m nt ID Number: HR 11-015 CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: Honorable Mayor and City Council Members SUBMITTED BY: Fred A. Wilson, City Manager PREPARED BY: Michele Carr, Director of Human Resources SUBJECT: Authorize holiday closure of City facilities for the period of December 27, 28, 29, and 30, 2011, by adopting Resolution No. 2011-79 amending the Memorandum of Understanding (MOU) Side Letter Agreement between the City and the Municipal Employees Association (MEA) Statement of Issue: Many Orange County cities close their facilities for a designated period through the December holidays. Approval is required to post a closure notice to the public. Financial Impact: The actual savings from the 2010 Holiday Closure was approximately $70,300 for this group as a result of MEA employees who elected to take the time as unpaid. The potential savings this year would depend on employee action. The actual amount would be determined by Finance based upon standard accounting methods. Recommended Action: Motion to: Adopt Resolution No. 2011-79, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Municipal Employees' Association (MEA), by Adopting the Side Letter of Agreement" closing all non- essential City services to the public for the period December 27, 28, 29, and 30, 2011, in addition to the City recognized holidays of December 26, 2011 (Christmas) and January 2, 2012, (New Year's Day). Alternative Action(s): Have City services remain open to the public except for the City recognized holidays of Christmas (12/26/11) and New Year's Day (01/02/12). xB -49- Item 5. - I REQUEST FOR COUNCIL ACTION MEETING DATE: 10/3/2011 DEPARTMENT ID NUMBER: HR 11-015 Analysis: Staff is recommending closing all non -essential City services to, the public for an extended period of December 27, 28, 29 and 30, 2011, in addition to Christmas Day (12/26/11) and New Year's Day (01/02/12). Employees would have the option to furlough or use an appropriate time bank (compensatory time/general leave), in future pay periods, to account for the holiday closure period. It will be at the discretion of the Department Head, based upon service delivery to the public, whether employees may be authorized to work during this time as some services may require employees to report to work during the period of holiday closure. The Holiday Closure proposal has been presented to the Municipal Employees' Association (MEA). Labor representatives and City Administration have met and conferred regarding the proposal. MEA has agreed to the proposal (side -letter agreement is hereby incorporated as an attachment). All Non -Associated employees (Executive Management/Department Heads) will participate in the Holiday Closure in a comparable manner. Environmental Status: N/A Strategic Plan Goal: Maintain financial viability and our reserves Attachment(s): 1 1. Resolution No 2011-79, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding between the City of Huntington Beach and the Municipal Employees' Association (MEA) By Adopting the Side Letter of Aareement." includina Exhibit "A" — The Side Letter Aareement. Item 5. - 2 xB -50- ATTCHMENT a e. RESOLUTION NO. 2011-79 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE MUNICIPAL, EMPLOYEES' ASSOCIATION (MEA), BY ADOPTING THE SIDE LETTER OF AGREEMENT WHEREAS, the City of Huntington Beach elects to implement a holiday closure for the period December 27, 28, 29, and 30, 2011, which will result in City Hall and other City of Huntington Beach operations being closed to the public over the entire closure period; and WHEREAS, on November 19, 2007, the City Council of Huntington Beach adopted Resolution No. 2007-85 for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the Municipal Employees' Association (MEA); Subsequent to the adoption of the MOU, the City of Huntington Beach and MEA agreed to changes, corrections, and clarifications to the MOU that are reflected in a Side Letter of Agreement between the City of Huntington Beach and MEA ("Side Letter Agreement") attached hereto as Exhibit A and incorporated herein by this reference. The Side Letter Agreement pertains to Holiday Closure. NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Huntington Beach as follows: Section 1. The Side Letter Agreement attached hereto as Exhibit A is approved and adopted. Section 2. The Side Letter Agreement amends the MOU between the City of Huntington Beach and MEA. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 3rdday of October, 2011 s ., �:;ND APPROVED- F . pia APPROVED AS TO FORM: l� Exhibit "A" - Resolution No. 2011-79 City of Huntington Beach SIDE LETTER AGREEMENT Representatives of the Municipal Employees' Association ("MEA") and the City of Huntington Beach ("CITY") hereby agree to the following terms related to the MEA MOU with respect to the following: Article IX - HOURS OF WORK/OVERTIME A. Work Schedule 4. Holiday Closure i. December 27, 28, 29, 30, 2011, will be known and referred to as "Holiday Closure" for the dates specified. ii. Employees will not report to work during the "Holiday Closure" and may be required to take up to thirty-six (36) hours of time off (dependent upon the employee's work schedule). iii. Employees may elect time off without pay (furlough) or employees may use approved leave accruals (general leave or compensatory time) to account for the time away from work during the "Holiday Closure". iv. The City may require or permit, at the discretion of the department head, certain employees to work a regular or partial schedule on one or more of the "Holiday Closure" days. (12f 27111, 12/28 f 11, 12%29/11, 12/30f 11). Time Accounting i. Members of this unit will be required to account via payroll, for the appropriate time associated with the "Holiday Closure". ii. The payroll accounting of the "Holiday Closure" will include, but is not limited to, furlough, use of approved leave accruals (general leave or compensatory time) or alternative equivalent time taken in -lieu of the specific "Holiday Closure" dates referenced herein. Payroll accounting for the "Holiday. Closure" not specifically listed herein must be approved by the City Administrator or designee. iii. Employees required or permitted to work during any period of the "Holiday Closure" will be paid their regular salary for the hours worked, and will be required to account for all remaining "Holiday Closure" hours via furlough, use of approved leave accruals (general leave or compensatory time), or alternative equivalent time taken in -lieu of the specific "Holiday Closure" dates worked. Page 1 of 3 Exhibit "A" - Resolution No. 2011-79 iv. The payroll accounting methods listed herein may be used in any approved combination for a period not to exceed six -months or the end of the pay period ending July o6, 2012, whichever is later. V. Employees without adequate leave accruals may borrow against future accruals earned - up to and including time accrued as of the end of the pay period ending July o6, 2012. vi. All "Holiday Closure" hours are to be accounted for via payroll within six -months or the end of the pay period ending July o6, 2012. vii. Any "Holiday Closure" hours not voluntarily accounted for via payroll as of the end of the pay period ending July o6, 2012, shall be accounted for in the following order until a zero -balance is achieved: 1. General Leave 2. Compensatory Time 3. Furlough Hours viii. . Employees separating from City service must reconcile all unaccounted "Holiday Closure" hours at time of separation. Time will be accounted for in the following order until a zero -balance is achieved: 1. General Leave 2. Compensatory Time 3. Furlough Hours ix. Payroll accounting of the "Holiday Closure" by furlough shall not impact service for purposes of seniority, shall not affect probationary periods, and shall not affect health or retirement benefits. b. Scheduling - New Years Day - Flex Day/Holiday Substitute Employees assigned to Schedule A flex schedule and employees with 4/10 Tuesday - Friday flex schedule may select an alternative flex day in lieu of Friday, December 30, 2011, within the pay period of 12124/11- 01/06/12. The alternative flex day may not include 12/27111,12128/11, 12/29/11 or 12130/11. i. All provisions pursuant to MEA MOU Exhibit E - Leave Benefits 4(a) and 4(b) shall apply. ii. All provisions pursuant to MEA MOU Exhibit F - Leave Benefits 4(a) and 4(b) shall apply. Page 2 of 3 Exhibit "A" - Resolution No. 2011-79 Side -Letter Implementation The parties agree that this side -letter agreement and the implementation thereof will not be subject to Personnel Rule 19 - Grievance Procedure/Non-Disciplinary Matters nor Article XIV-Miscellaneous (A) - Grievance Arbitration, or otherwise appealed either administratively or in a court of competent jurisdiction. IN WITNESS WHEREOF, the parties have aused this SIDE LETER AGREEMENT to be executed by and through their authorized officers on Huntington Beach Municipal Employees' Association Gregorio Daniel Teamsters 911 Dated: u'dy De e s MEA Presi ent Dated: Page 3 of 3 City of Huntington Beach APPROVED AS TO FORM: knif�erM.McGrath City Attorney Dated: 9 • I9 • % Exhibit "A" - Resolution No. 2011-79 Side -Letter Implementation The parties agree that this side -letter agreement and the implementation thereof will not be subject to Personnel Rule 19 — Grievance Procedure/Non-Disciplinary Matters nor Article XIV-Miscellaneous (A) — Grievance Arbitration, or otherwise appealed either administratively or in a court of competent jurisdiction. IN WITNESS WHEREOF, the parties have caused this SIDE LETER AGREEMENT to be executed by and through their authorized officers on Huntington Beach Municipal Employees' Association rio Daniel eamsters 911 Dated: Judy Demers M EA President Dated: Page 3 of 3 City of Huntington Beach Fred A. Wilson City Manager Dated: Michele Carr Director of Human Resources Dated: APPROVED AS TO FORM: Jennifer M. McGrath City Attorney Dated: Res. No. 2011-79 STATE OF CALIFORNIA COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) I, JOAN L. FLYNN the duly elected, qualified City Clerk of the City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby certify that the whole number of members of the City Council of the City of Huntington Beach is seven; that the foregoing resolution was passed and adopted by the affirmative vote of at least a majority of all the members of said City Council at a regular meeting thereof held on October 3, 2011 by the following vote: AYES: Harper, Hansen, Carchio, Bohr, Dwyer, Boardman NOES: None ABSENT: Shaw ABSTAIN: None CitVClerk and ex-officio Uerk of the City Council of the City of Huntington Beach, California February 22, 2011 Mayor and Members of the Huntington Beach City Council 2000 Main Street Huntington Beach, CA 92648 �A;11C� l� �9 Agenda Item No. Re: Resolution on February 22, 2011 Agenda Amending MOU between City and MEA regarding layoff procedures Dear Mayor and Council Members: As President of the Management Employees Organization, I am writing to request that the Council reject the proposed Resolution amending the Memorandum of Understanding between the City and the Municipal Employees Association regarding layoff procedures, which appears on the Council's February 22, 2011 Agenda. It has been the City's long established practice, as recognized in Personnel Rule 8-3, that when a supervisorial or managerial position is eliminated, the effected employee is permitted to "bump" into a lower position in the same class or "occupational series." The Human Resources Department explained the use of the occupational series in connection with the 2003 layoffs by distributing the enclosed "Questions and Answers," along with copies of each occupational series. Answer 6 explains that bumping is the right to displace another employee within the same class or occupational series. Answer 7 states that an occupational series is a group of class titles bearing sufficient commonalities and linked in progressive order from the top to the lowest position in the series. By way of example, also enclosed is the Occupational Series the City prepared in 2003 for the Building and Safety Department, which begins at Building Inspector I, and rises to Inspection Manager. MEO represents the positions from Principal Inspector to Inspection Manager, and MEA represents Building Inspector I, II, and III. Consequently, in case of layoffs, a Principal Inspector could bump to a Building Inspector III. In 2008, the City Council approved the current MOU with MEO. Article XIIIC.4.a. I of the MOU provides that "A promotional probationary employee or permanent employee who receives a Mayor & Council Members MEO Bumping Rights Feb. 22, 2011 Council Meeting Page 2 layoff notice may request a reduction to a position in a lower class within the occupational series provided the employee possess the necessary qualifications to perform the duties of the position." Given that the City had prepared the Occupational Series in 2003, there can be no dispute from the City that those same Occupational Series were to be followed and incorporated into the 2008 MOU. Yet, the proposed Side Letter would replace Occupational Series with "Job Groups" for MEA only. The Human Resources Director has stated on several occasions that these Job Groups would replace the Occupational Series. If followed, this would effectively prevent any MEO employee laid off from bumping to his or her former position covered by MEA. If the Council approves the proposed Side Letter with MEA, it will effectively create a situation where if it follows the MEA agreement, it will violate the MEO agreement, and vice versa. I doubt that the City Council wishes to place itself in this position. Further, the proposed amendment creates all the wrong incentives. It will penalize an employee for accepting a promotion. What is especially troublesome about the Staff Report is that fails to inform the Council of the impact of the Side Letter on MEO. MEO's attorney, James Harker, objected in writing to this proposed amendment a year ago by filing a grievance. It is very unfortunate that the Staff Report failed to inform Council of this history. As further support for MEO position, enclosed is another letter from MEO's long-time attorney, Mr. James Harker, detailing some of the very practical reasons why the proposed City-MEA Side Letter is a bad idea as a matter of public policy. Mayor & Council Members MEO Bumping Rights Feb. 22, 2011 Council Meeting Page 3 I think if the Council examines these facts, it will agree that the attempt to replace "occupational series" with "job groups" both violates the City's MOU with MEO, and is a poor decision as a matter of public policy. I urge you to reject this Side Letter, which would violate both in language and spirit the City's agreement with MEO. Respectfully yours, at�zr � Scott Field President, Management Employees Organization Attached June 2003 Quests and Answer re Layoff June 1, 2003 Building & Safety Occupational Series MEA Job Groups from 2011 Side Letter 9 (excerpt) Letter from Harker, Guziak & Sage, MEO's Attorneys CITY OF HUNTING BEACH GENERAL. QUESTIONS AND ANSWERS RELATED TO LAYOFF A Guide for Employees and Management .Tune, 2003 The following questions have been prepared as a resource to an employee affected by layoff. If a question is not covered in this document, please do not hesitate to contact someone on the resource list provided in Question 23. Q1: I have been notified by my Department Head that my position is being recommended for elimination from the City's fiscal year 2002/2003 budget. Does that mean that I will be laid off? Al: It is dependent upon City Council action after consideration of City Administrator and department recommendations and Finance Board and community input. Q2: When will City Council review and approve all budget reductions for fiscal year 2002/2003? A2: City Council is scheduled to review all department budget reductions at their scheduled meetings on June 23 and June 30, 2003. Approval of budget reductions are scheduled for the July 7, 2003 City Council Meeting. Q3: If I am issued a Layoff Notice after City Council approves the budget reductions, when does the layoff become effective? A3: In accordance with the City's Rules Governing Layoff, Reduction in Lieu of Layoff and Re Employment, a layoff will take effect after fifteen (IS) calendar days from the date that the Human Resources Division has provided an employee with Notice of Layoff by personal service or by certified mail. If a deadline falls on a day that City Hall is closed, the deadline shall be the next day City Hall is open. Q4: What information will be included in the Layoff Notice from the Human Resources Division? A4: The Layoff Notice will include the reason for the layoff, the effective date of the layoff, the employee's hire date and the employee's service credit ranking. The notice shall also include the employee's right to "bump " or displace another employee with less service credit in the same class or in a lower class within the same occupational series provided the employee with the greater service credit possesses the necessary qualifications to successfully perform the duties of the position in the lower class. Q5: If an employee receives a Layoff Notice, what alternatives do they have to layoff, if any? What are the alternatives dependent upon? A5 : Alternatives to layoff are dependent upon the employee's amount of service credit over other employee's within the same occupational series. Alternatives for employees with greater service credit are to bump another employee in the same Prepared: June. 2003 1 Human Resources Division class with less service credit or may fill an authorized vacancy in the same class, or may bump another employee in the next lower class with less service credit, and lastly, the employee may request a transfer to another vacant position outside of their occupational series that is at the same level or lower than their current position provided that an assessment has been completed by the Human Resources Manager and the receiving Department Head that the employee possesses the necessary qualifications to successfully perform the duties of the position. Q6: What is bumping? A6: In its application per the City's Rules Governing Layoff, Reduction in Lieu of Layoff and Re Employment, bumping is an employee's right to displace another employee within the same class or occupational series based on a greater amount of service credit. QT What is an occupational series? AT An occupational series is a group of class titles (positions) bearing sufficient commonalities and are linked in progressive order from the top to the lowest position in the series The occupational series is determined by the position definition or purpose (essential duties), education, training, and experience. Q8: What is service credit and how is it calculated? A8: For purposes of layoff only, service credit is the calculation used to determine an employee's bumping rights. Service credit is the total time of full-time continuous service within the City at the time the layoff is initiated including probation, paid leave or military leave. Permanent part-time employees earn service credit on a pro-rata basis Unless there is an exception by law, leaves of absence without pay are not included in the calculation of service credit. Q9: What if an employee disagrees with the calculation of his or her service credit? A9: No later than five (5) calendar days from date of receipt of the Layoff Notice by either personal service or certified mail delivery, the employee must notify the Human Resources Manager, Irma Youssejieh, at (714) 536-5586. Irma and the employee and/or the employee's representative shall jointly review the issue as soon as possible. Within five (5) calendar days after the. dispute is reviewed, the employee shall be notified in writing of the decision. Q 10: What if two or more employees have the same service credit for a class that is scheduled for lay off, who is affected? A10: For two employees in the same class and in the same occupational series, the employee with the least amount of service credit in the class being eliminated shall be deemed to be the least senior employee. Q11: What is a Re -Employment List? Prepared: June, 2003 2 Hunian Resources Division Al 1: A Re Employment List established as a result of layoffs, is a list of employee names who are laid off or who have taken a reduction to a position in a lower class within their occupational series in lieu of layoff. These employees are placed on the List for each class in the occupational series, in seniority order at or below the level of the class from which they were laid off or reduced Names remain on the List for two (2) years from date of layoff or reduction. Q 12: Does the Re -Employment List guarantee that I will fill a vacancy in the position I formerly held prior to layoff? A 12: vacancies are filled from the List for a class starting at the top of the list provided that such candidate meets the necessary qualifications for the position. A qualifications assessment conducted by the Human Resources Division and the department hiring authority will occur prior to a re-employment decision. Q 13: What is my recourse if I am denied a reduction to a position in a lower class within my occupational. series where I am assessed to not meet the necessary qualifications to successfully perform the duties of the lower level position? A13: An employee may file an appeal with the Human Resources Manager within five (S) calendar days of the employee's receipt of written notice of the decision and reasons) for denial. Thereafter, an appeal hearing is scheduled and a Hearing Officer shall attempt to resolve the dispute by mutual agreement if possible. If no agreement is reached, the Hearing Officer shall render a decision at the conclusion of the hearing that shall be final and binding. Q 14: Where may I find the Rules Governing Layoff, Reduction in Lieu of Layoff and Re -Employment respective to my Memorandum of Understanding and the City's Personnel Rules. A14: See listing attached Q15: If I were to be laid off, will I be able to continue health insurance benefits and if so, at what cost(s)? A15: Yes, in compliance with Federal law under the Consolidated Budget Reconsolidation Act (COBRA), the City affords you the right to elect to continue medical, dental, and vision benefits for you and/or your qualified dependent(s) for a period of up to eighteen (18) months. The cost to continue one or all of the benefit coverage is with the employee. Form(s) for the election of coverage continuation and a premium schedule is attached Q 16: Can I change my medical or dental coverage at the time of layoff? A16: Unfortunately not. Such changes can only be made during the annual Open Enrollment period designated by the City that is generally at the end of each calendar year. As an employee under COBRA, you can expect to receive written correspondence in the mail regarding Open Enrollment if you are still enrolled and paying premiums for the continuation of coverage. Prepared: June, 2003 3 Human Resources Division Q 17: Can I add and/or remove my dependent(s) from my medical, dental, or vision coverage at the time of layoff? AIT You may remove dependents) from a specific coverage, but you cannot add a quaffed dependent at the time of layoff. If you remove dependent(s) from one or more of your coverages, the affected dependent(s) will be eligible to elect COBRA continuation at the same costs) identified in A13. Q18: What happens to my retirement coverage under the California Public Employees' Retirement System (CalPERS)? A18: The City will only report to CaIPERS the date you separated from employment. In the event you become employed in the future with another Ca1PERS agency, additional service credit will begin with your new employer. Q 19: What happens to my accrued leave balances for any compensatory time, sick leave, general leave, and/or administrative leave? A19: All leave balance accruals are paid out in accordance with your respective Memorandum of Understanding. A summary is as follows: ® 100% of vacation, general leave, or compensatory time ® No cash out value to admin leave • Sick leave cash out differs according to each MOU Q20: What happens with my City paid life insurance and Long -Term Disability insurance coverage upon my separation from employment? A20: The coverage for both benefits expires at the end of the month for the effective date of layoff. Q21: What happens with my contributions to Deferred Compensation or my enrollment in the Flexible Spending Account programs upon my separation from employment? A21: Your contributions towards deferred compensation and the flexible spending account programs cease with your lust payroll check. Call your deferred compensation provider for information concerning your deposited funds. You are entitled to reimbursement of contributions to the Flexible Spending Account for all eligible expenses incurred in 2003. Q22: Whom should I contact for payroll deductions status for benefits offered through my employee association? A22: Please contact your Association Representative directly. Q23: Whom can I contact if I have any questions regarding layoff procedures, employment and/or benefits with the City of Huntington Beach? Prepared: June, 2003 4 Human Resources Division A23: For questions regarding the layoff procedures, including bumping rights and your occupational series, contact Sharon Hennegen, Principal Administrative Analyst at (714) 374-5359 or Irma Youssefieh, Human Resources Manager at (714) 536- 5586. Additionally, please feel free to contact your Association Representative. For questions regarding continuation of medical, dental, and vision coverage, retirement benefits, or change in address or telephone number, contact Carrie Gonzales in Risk Management at (714) 375-8456. For questions regarding employment opportunities with the City of Huntington Beach or with other local municipal agencies, including resources and access to Out -Placement Services offered by the City (see Coastal Orange County One -Stop Center brochure), contact Brigitte Charles, Principal Personnel Analyst at (714) 536-5917. For questions regarding position qualifications, transfer opportunities to vacant positions or for information regarding current open recruitments, contact Vicky Berg, Principal Personnel Analyst at (714) 536-5547. For questions regarding workers' compensation, contact Patti Williams, Claims Supervisor at (714) 536-5290. For questions regarding Ca1PERS disability retirement, contact Karen Foster, Risk Manager at (714) 536-5589. Q24: Upon my last day of employment, to whom do I turn in my City issued keys, ID card, cell phone, and/or other City issued property? A24: All items issued by the City such as keys, ID card cell phone and other issued property of the City of Huntington Beach, must be returned to your immediate supervisor, manager, or department head Q25: If I am laid off, am I eligible for unemployment insurance benefits? A25: Please contact the State of California Employment Development Department for specific information concerning your entitlement and amount of unemployment insurance benefits. The toll free number is (800) 300-5616 Prepared: June, 2003 Human Resources Division INSPECTION Occupational Series Building & Safety Job Family June 1, 2003 Inspection Manager 0075 MEO 561 Exempt MQ: Equivalent to a high school diploma. College or university degree is desirable. 5 years of increasingly responsible experience in the inspection of public, commercial, industrial and residential buildings, including 2 years in a supervisory capacity. Must possess a combination certification from the Int'I Conference of Building Officials (ICBO) and possess and maintain a valid CDL. 14% Combination Structural Inspection Supervisor. 0073 MEO 533 Exempt MQ: Equivalent to a high school diploma. Any combination of education, experience and training that would provide the required knowledge and abilities. Five years of increasingly responsible experience in the inspection of public, commercial, industrial and residential buildings, including supervisory experience. Must possess and maintain a valid CDL. Possession or ability to obtain within one (1) year of appointment, a Certificate from the International Conference of Building Officials (ICBO) as a Combination Inspector. Principal Electrical Inspector 0072 MEO 514 Exempt MQ: Equivalent to a high school diploma. Any combination of education, experience and training that would provide the required knowledge and abilities. Five years of increasingly responsible experience in the inspection and plan check of electrical installations in public, commercial, industrial and residential buildings. Must possess and maintain a valid CDL. Possession or ability to obtain prior to the end of probation, a Certificate from the International Conference of Building Officials (ICBO) as an Electrical Inspector. ------------------------------------------------ 9.5% Principal Plumbing Mechanical Inspector 0076 MEO 514 Exempt MQ: Equivalent to a high school diploma. Any combination of education, experience and training that would provide the required knowledge and abilities. Five years of increasingly responsible experience in the inspection and plan check of plumbing and mechanical installations in public, commercial, industrial and residential buildings. Must possess and maintain a valid CDL. Possession or ability to obtain prior to the end of probation, a Certificate from the In'I Association of Plumbing and Mechanical Officials (IAPMO) as both a Plumbing and Mechanical Inspector. 1 8% Building Inspector III 0208 MEA 498 Non Exempt MQ: The equivalent of a high school diploma. 5 years experience in a construction trade or an equivalent combination of experience and training, including three (3) years performing combination inspections for a government agency or equivalent. Certification by the Intl Conference of Building Officials (ICBO) or other approved code organization as a Building, Plumbing, Electrical and Mechanical Inspector. Possession of a valid CDL. . - 1-0% Building Inspector II 0211 MEA 478 Non Exempt MQ: The equivalent of a high school diploma. 5 years experience in a construction trade or an equivalent combination of experience and training, including one (1) year performing combination inspections for a government agency or equivalent. CDL. Certification by the Intl Conference of Building Officials (ICBO) or other approved code organization as a Building and Combination Dwelling Inspector, as a Building , Plumbing, and Mechanical Inspector, or other approved combination of certifications. �I Building InsI2 ctor II 0211 MEA 478 Non Exempt MQ: The equivalent of a high school diploma. 5 years experience in a construction trade or an equivalent combination of experience and training, including one (1) year performing combination inspections for a government agency or equivalent. Certification by the Intl Conference of Building Officials (ICBO) or other approved code organization as a Building and Combination Dwelling Inspector, as a Building , Plumbing and Mechanical Inspector, or other approved combination of certifications. 10% Building lnspector 10210 MEA 458 Non Exempt MQ: The equivalent of a high school diploma. 5 years experience in a construction trade or an equivalent combination of experience and training. Possession of a valid CDL. i c MEA JOB GROUPS Job Pay Job Group Title Code Grade _ T gd Senior Deputy City Clerk 0135 525 Executive Assistant 0061 518 Administrative Aide 0428 515 Paralegal 0485 515 Accounting Technician Supv 0294 494 Administrative Assistant 0278 490 Senior Payroll Technician 0446 487 Senior Accounting Technician 0288 484 Legal Assistant 0300 481 Deputy City Clerk 0134 476 Police Records Supervisor 0283 471 Civilian Check Investigator 0162 470 Payroll Technician 0447 468 Accounting Technician 11 0287 465 Personnel Assistant 0279 462 Police Services Specialist 0308 460 Administrative Secretary 0289 458 Court Liaison Specialist 0312 .458 Accounting Technician 1 0286 446 Office Specialist 0290 440 Police Records Specialist 0307 440 Office Assistant 11 0304 429 Library Processing Clerk 0310 425 Library Services Clerk 0451 425 Police Records Technician 0282 420 Library Clerk 0311 405 Library Clerk Specialist (T) 0305 405 Mail Services Clerk 0303 400 Office Assistant 1 0306 392 ii Cultural Services Aide 0299 492 Art Programs Curator 0297 492 Arts Education Coordinator 0296 465 Beach Maintenance Crewleader 0149 529 Sr Facilities Maintenance Technician 0343 500 Beach Equipment Operator 0358 477 Beach Maintenance Service Worker 0452 460 i».i�{. t.. �I I �if. �. SM1^'Ya. .1. r��.�.�:� �£F.. P�;s. ..1r1, �... I.���,��r �'. '. ..I�i..,:Y�3��.. ...�t:,la l '..'. V-t—Y.i"rL•.: Building Inspector Ill raTa .' f i_ / • ,4.• Building Inspector If 0211 528 Building Inspector 1 0210 2/2/2011 9202 EAGLEWOOD DRIVE MADISON, WISCONSIN 53593 (877) HGS-2007 OUR FILE NUMBER: 0308 HARKE13, GTizIAK & SAGE A PROFESSIONAL CORPORATION 1527 EAST FOURTH STREET SANTA ANA, CALIFORNIA 92701-5115 TELEPHONE (714) 836-5700 FACSIMILE (714) 836-5300 February 18, 2011 Mayor Joe Carchio & Members of the City Council City of Huntington Beach 2000 Main Street Huntington Beach, California 92648 11200 DONNER PASS ROAD #240 TRUCKEE, CALIFORNIA 96161 FACSIMILE (916) 582-1732 PLEASE REPLY TO: Santa Ana Re: HBMEO Opposition to CHB/MEA "Side Letter"; 2/22/11 Council Agenda Item Honorable Mayor Carchio and Members of the City Council: We write on behalf of our clients the Huntington Beach Management Employees Organization (MEO) and its members. As you know, MEO includes the mid -management employees of the City of Huntington Beach. The purpose of this letter is to oppose the "Side Letter" between the City and the Huntington Beach Municipal Employees Association (MEA), which is being submitted for your consideration at next Tuesday's Council Meeting. MEO's opposes the City/MEA Side Letter because it would cost taxpayers in lost productivity by unlawfully restricting job shifting or "bumping" during future City layoffs. I have personally represented City workers in Huntington Beach since 1974. During those 37 years I have observed many successful employees rise from the MEA ranks into MEO. For example, many of the City's best engineers, planners, librarians and other workers have earned their promotions by the merit principals upon which the Huntington Beach Personnel System is based. The City Charter, Personnel Ordinance and Personnel Resolution have guaranteed a merit system of advancement or reduction in lieu of layoff since their creation. However, in the recent past an effort has begun to erode Huntington Beach's proud reliance on merit and substitute mere parochial interests. The City/MEA Side Letter would do just that by restricting voluntary reductions in lieu of layoff to the MEA bargaining unit. Such a rule could be used to prohibit a long-term, successful MEO employee from electing to remain employed in a lower MEA position and wage in lieu of being laid off. MEO grieved this issue last year, but was told by HR that the matter was not then grievable since "no Huntington Beach MEO employee has been provided with a notice of intent to layoff'. (HR Director Carr 6/22/10 letter) MEO employees prefer not to wait until they are actually facing a notice of layoff before they address the compelling personnel and productivity problems such an "up and out" rule would create. In our view, your adoption of the City/MEA Side Letter could not lawfully divest MEO employees of their civil rights created over the many years of their earned promotions. However, it could create an atmosphere of uncertainty, unfairness and unlawfulness when the next round of layoffs hit Huntington Beach. Limiting "bumping" to a single unit is a bad rule which artificially restricts MEA employees as well. Moreover, the City's taxpayers deserve better. If Huntington Beach needs to reduce its workforce in the future; it will need its MEO veterans to achieve more with less. We urge you not to adopt any local law which would artificially restrict the City's future productivity by limiting reductions in lieu of layoff between bargaining units or to a single unit. Thank you for your consideration of the issues presented in this correspondence. Very Truly Yours, HARKER, GUZIAK & SAGE, APC AMES G. HARKER, ESQ. JGH/jmu Cc: Mr. Scott Field, MEO President s Council/Agency Meeting Held: 0// Deferred/Continued to: Ap roved onditional y p rov ❑ Denied k)v�� Cit er s gnatur Council Meeting Date: February 22, 2011 Department ID Number: HR 11-001 CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: Honorable Mayor and City Council Members SUBMITTED BY: Fred A. Wilson, City Manager PREPARED BY: Michele Carr, Director of Human Resources SUBJECT: Adopt Resolution No. 2011-11 amending the Memorandum of Understanding (MOU) between the City and the Municipal Employees' Association (MEA) by adopting a Side -Letter Agreement regarding layoff procedures . Statement of Issue: The City and the Association have met and conferred regarding layoff procedures for the Municipal Employees' Association (MEA) bargaining unit. Financial Impact: N/A Recommended Action: Motion to: Adopt Resolution No. 2011-11, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Municipal Employees' Association (MEA) by Adopting the Side Letter of Agreement" regarding layoff procedures for MEA. Alternative Action(s): Do not adopt Resolution No. 2011-11, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Municipal Employees' Association (MEA) by Adopting the Side Letter of Agreement" regarding layoff procedures for MEA. HB -199- Item 10. - 1 REQUEST FOR COUNCIL ACTION MEETING DATE: 2/22/2011 DEPARTMENT ID NUMBER: HR 11-001 Analysis: City staff and MEA representatives have concluded an . extensive series of meetings to develop updated layoff procedures for position classifications and employees governed by the MEA MOU. The procedures for layoff, bumping rights, and re-employment contained in the side -letter establish a clearer seniority system and create appropriate job groupings for MEA classifications. The procedures establish a methodology to break seniority ties (lottery), provide clarity with respect to order of layoff and bumping rights, and improve notification to affected employees. Labor representatives and City Administration have met and conferred regarding the proposal; MEA has agreed to the proposal (side -letter agreement is hereby incorporated as an attachment). Environmental Status: N/A Strategic Plan Goal: Maintain financial viability and our reserves Attachment(s): 1 1. Resolution No. 2011-11 "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Municipal Employees' Association (MEA) by Adopting the Side Letter of Agreement," including Exhibit A: The Side -Letter Agreement. Item 10. - 2 HB -200- ATTACHMENT #1 RESOLUTION NO. 2011-11 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE MUNICIPAL EMPLOYEES' ASSOCIATION (MEA), BY ADOPTING THE SIDE LETTER OF AGREEMENT WHEREAS, on November 19, 2007, the City Council of Huntington Beach adopted Resolution No. 2007-85 for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the Municipal Employee's Association (MEA); and Subsequent to the adoption of the MOU, the City of Huntington Beach and MEA agreed to changes, corrections and clarifications to the MOU that are reflected in a Side Letter of Agreement between the City of Huntington Beach and MEA ("Side Letter of Agreement") attached hereto as Exhibit A and incorporated herein by this reference. The Side Letter of Agreement pertains to procedures for layoff, bumping rights, and re-employment. NOW, THEREFORE, the City Council of the City of Huntington Beach does hereby resolve as follows: 1. The Side Letter of Agreement amends the MOU between the City of Huntington Beach and MEA. 2. The Side Letter of Agreement attached hereto as Exhibit A is approved and adopted. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 22nd day of February , 2011. ayor REVIE D APPROVED: CiPAVinistrator 1NITIAT D PROVED: IL . Director of Hum esources APPROVED AS TO FORM: �^e -Cy Attorney 11-2785/58840 Exhibit "A" - Resolution No. 2011-11 CITY OF HUNTINGTON BEACH SIDE LETTER AGREEMENT Representatives of the Municipal Employees' Association ("MEA") and the City of Huntington Beach ("City") hereby agree to the following terms related to the MEA MOU with respect to the following: PROCEDURES FOR LAYOFF, BUMPING RIGHTS, RE-EMPLOYMENT Whenever it is necessary because of lack of work or funds to reduce the staff of a city department, a department head may lay off employees covered by the MEA MOU pursuant to these procedures. PROCEDURES When it has been determined that layoffs within a department are necessary, the department head shall submit to Administration a Reduction in Force Proposal identifying the positions to be eliminated, justification for eliminating the positions, the layoff date and a listing of all remaining positions. The employee with the least City-wide service credit in the job class within the department shall be designated as the employee subject to being laid off. Upon approval of the recommended proposal, Administration will forward the list to the Human Resources Director for determination of the incumbents' seniority according to service credit:`. Prior to implementing a layoff, department heads shall identify vacant positions that are authorized by Administration to be filled. The list of vacancies approved for fulfillment shall be provided to the Human Resources Director. I - ORDER OF LAYOFF The order of employees subject to layoff is as follows: 1. Temporary employees in any MEA-represented classification shall be separated first, before any permanent employees. 2. Probationary employees in the affected MEA-represented classification shall be separated next; after all temporary employees have been separated. 3. Permanent employees in the affected MEA-represented classification with the least City seniority shall be separated next. Employees within the affected classification shall be laid off in order of least service credit seniority. If two or more employees in the same job class are determined to have the equivalent overall service credit, the employee who has the least amount of service in the affected job class shall be deemed to be the least senior employee. 11- NOTIFICATION TO EMPLOYEES Notice to the employee shall be issued by the Human Resources Department fifteen (15) working days prior to the effective date of layoff. The notice of layoff shall be in writing and shall contain the reason or reasons for the lay-off. Such notification may be personally delivered at work or mailed to the last known mailing address maintained in the employee's personnel file. Layoff notices may be initially issued to all employees who may be subject to layoff as a result of employees exercising bumping rights. Page 1 of 5 2/2/2011 Exhibit "A" - Resolution No. 2011-11 CITY OF HUNTINGTON BEACH SIDE LETTER AGREEMENT III - OPTIONS IN LIEU OF LAYOFF Exercise Bumping Rights Bumping into job classes included in the MEA job salary schedule is the exclusive right of MEA- represented employees. Therefore, MEA-represented employees may only bump into positions within their same bargaining unit. An employeesubject to layoff may displace or bump an employee with less city-wide service credit seniority in an equivalent or lower ranking position within the same job group. In the event two employees in the same job classification have the same initial hire date into an MEA represented job but appointed into the present job on different dates, seniority ranking will be based on the date appointed to the current job classification. Seniority ranking for employees hired on the same date into the same. job classification will be determined by lottery. Displacements may be within the same department or into a position within the same job class or job group in another department. An employee cannot displace into a higher level position within the same job group even if the employee previously held the higher level position. An employee exercising a bump into another position must satisfy the following criteria: 1. Currently employed in a position governed by the MEA MOU; 2. Previously held the position and the job has not substantially changed since the employee last held the position; OR 3. Current position is in the same job group; AND 4. Possesses the minimum qualifications and all special licenses or certificates minimally required to perform the duties of the position. Serving in an acting assignment does not exempt an employee from being displaced from the position regularly assigned. Displacements are exercised according to an employee's permanent position assignment. Employees assigned to an acting assignment continue to accrue service credit in their regular job class, not in the job class of the acting position. The employee with the least seniority who has been displaced shall be considered as scheduled for being laid off and will be eligible to transfer or displace to an alternative position. The bumping process may continue until such time as the employee with the least city-wide seniority has been displaced. Reassignment or Voluntary Demotion The department head may offer the affected employee a reassignment or voluntary demotion within the division or department to an equivalent or lower job class. Employees who accept a demotion or displace into a lower graded job shall be placed on the step of the lower range that is closest to the current pay range step. Transfer to Vacant Position An employee may request a lateral transfer to a vacant position in another department within the City that is in the same job class and authorized to be filled. If a lateral transfer is not available, the employee may request a transfer to a lower -graded vacant position in the same job group. Transfers to higher -graded positions are not allowed even if the employee previously held the higher position. While Page 2 of 5 2/2/2011 Exhibit "A" - Resolution No. 2011-11 CITY OF HUNTINGTON BEACH SIDE LETTER AGREEMENT positions may be identified as belonging to the same job group, all transfers are contingent upon the employee possessing the necessary qualifications to perform the duties of the position. If an employee with greater seniority refuses to exercise a bump or accept a transfer, the employee shall be laid off. IV - NOTIFICATION OF EMPLOYEE INTENT The employee to be laid off shall notify the Department Head and the Human Resources Director within five (5) working days after receiving the notice of layoff of the intent to: 1) Exercise the right to bump into a position 2) Transfer into a vacant position 3) Accept such layoff prior to or as of the effective date thereof Timelines will be strictly adhered to. If the employee fails to provide notification of intent within the prescribed time frame, the employee will be laid off. If a deadline falls on a day that the Human Resources Department is closed, the deadline will be extended to the next day the HR Department is open. V - PLACING NAMES OF EMPLOYEES TO BE LAID OFF OR DEMOTED ON REEMPLOYMENT LISTS The names of employees to be laid off or demoted shall be placed upon an appropriate reemployment list for the.class from which the employees were laid off or demoted. Such names may also be placed upon the general reemployment list for such other appropriate classes as the Director of Human Resources determines. VI - REEMPLOYMENT/REINSTATEMENT A general reemployment list will be maintained for each class consisting of the names of all persons who have occupied positions with probationary or permanent status in the class and who have been laid off or demoted in lieu of layoff. Names will be listed in the order of length of service from highest to lowest and remain on the list for two (2) years unless such persons are reemployed by the City sooner. VII - SALARY OF EMPLOYEE REINSTATED TO POSITION AFTER LAYOFF OR DEMOTION An employee on the general reemployment list who is reinstated to a former position in the same job class held before the layoff or prior to accepting a demotion in lieu of layoff, shall receive not less than the same step in the salary range as received in the position in that class prior to such layoff or demotion. Page 3 of 5 2/2/2011 Exhibit "A" - Resolution No. 2011-11 CITY OF HUNTINGTON BEACH SIDE LETTER AGREEMENT DEFINITIONS BUMPING RIGHT. The right of an employee with greater seniority whose job is being abolished to displace (bump) into a position held by an employee with less seniority, provided the following qualifications are met: 1. The employee held the position before and the job has not substantially changed since the employee last held the position; OR 2. The employee's current position is in the same job group. Displacement can only be exercised into lower or equally graded jobs, even if the employee previously held a higher level position within the same job group. AND 3. The employee possesses the minimum qualifications and all special licenses or certificates minimally required to perform the duties of the position. CLASS. A group of positions sufficiently similar in duties, responsibilities, authority and minimum qualifications to permit combining them under a single title, and to permit application of common standards of selection and compensation. COMPETITIVE SERVICE. A listing of the titles and salary ranges for the classifications of an association. CONTINUOUS SERVICE. Employment without interruption except for approved leaves of absence. JOB GROUP. A grouping of jobs that handle similar types of work and require similar types of training, skills, knowledge and expertise. Jobs in a group may not be unique to just one department or division; i.e. jobs in the same job group may reside in the same department or in different departments across the City. LAYOFF. Termination of an employee because of lack of funds or lack of work. POSITION. Any office or employment (whether part-time or full time, temporary or permanent, occupied or vacant) involving the performance of certain duties by an employee. POSITION ASSIGNMENT. The assignment of a single position to its proper class in accordance with duties performed and the authority and responsibility exercised. SENIORITY. The ranking of employees in order of: 1. Continuous city-wide service based upon hire date 2. Length of time in current job classification SERVICE CREDIT. Total time of full-time continuous service within the City at the time the layoff is initiated, including probation, paid leave or military leave. Permanent part-time employees earn service credit on a pro-rata basis. For purposes of this procedure, service credit shall be calculated based upon a full calendar month of service in the classification. In the case of equivalent months of service for employees in the same class (a tie), the number of days within a partial month of service in the class shall be used based upon date of appointment to the class as determined by the Personnel Transaction on file in the Human Resources Department. Page 4 of 5 2J2J2011 Exhibit "A" - Resolution No. 2011-11 CITY OF HUNTINGTON BEACH SIDE LETTER AGREEMENT IN WITNESS WHEREOF, the parties have caused this. SIDE LETTER AGREEMENT to be executed by and through their authorized officers on /A For MEA: Gre o Daniel, Teamsters 911 Ju y eN&A President Dated: 2 03 /a For the City of.Huntinaton Beach: 70ele Carr, Director, Human Resburces Dated: fifer McGrath, ity Attor ey Dated: Page 5 of 5 2/2/2011 Exhibit "A" - Resolution No. 2011-11 MEA JOB GROUPS Job Title Job, Pay Code Grade Senior Deputy City Clerk 0135 525 Executive Assistant 0061 518 Administrative Aide 0428 515 Paralegal 0485 515 Accounting Technician Supv 0294 494 Administrative Assistant 0278 490 Senior Payroll Technician 0446 487 Senior Accounting Technician 0288 484 Legal Assistant 0300 481 Deputy City Clerk 0134 476 Police Records Supervisor 0283 471 Civilian Check Investigator 0162 470 Payroll Technician 0447 468 Accounting Technician II 0287 465 Personnel Assistant 0279 462 Police Services Specialist 0308 460 Administrative Secretary 0289 458 Court Liaison Specialist 0312 458 Accounting Technician 1 0286 446 Office Specialist 0290 440 Police Records Specialist 0307 440 Office Assistant II 0304 429 Library Processing Clerk 0310 425 Library Services Clerk 0451 425 Police Records Technician 0282 420 Library Clerk 0311 405 Library Clerk Specialist (T) 0305 405 Mail Services Clerk 0303 400 Office Assistant 1 0306 392 �£a.. Cultural Services Aide 0299 492 Art Programs Curator 0297 492 Arts Education Coordinator 0296 465 "S°°" visa � '...4y„6� `Fd` �,. ?t'"• has y� .-..�:a �,..�i� .�,:��� ,e v ,ei "f es� ,a,,s�t",�; ^- Beach Maintenance Crewleader 0149 529 Sr Facilities Maintenance Technician 0343 500 Beach Equipment Operator 0358 477 Beach Maintenance Service Worker 0452 460 Building Inspector 111 0208 548 Building Inspector 11 0211 528 Building Inspector 1 0210 508 2/2/2011 1 Exhibit "A" - Resolution No. 2011-11 MEA JOB GROUPS Building Plan Checker II 0520 W575 Building Plan Checker 1 0176 545 Senior Permit Technician 0437 500 Permit Technicianf3 0295 451 vita '�v §,.Y � z+.ww.w...».emwv+s.,.aiaw.w.ana+>-. mz Ew' w. a, ab., 9«w. ,..S.+Am'.-a'-_' iw�a� a�:'+Y.*:.�i Senior Code` Enforcement Officer li�.. 0434 "t@H'j..• 533 Code Enforcement Officer II 0182 513 Parking/Traffic Control Supervisor 0577 494 Parking/Traffic Control Coordinator 0455 481 Field Services Representative 0398 474 Code Enforcement Officer 1 0186 471 Parking/Traffic Control Officer 0262 434 Code Enforcement Technician 0511 434 Video Engineer Supervisor 0137 542 Television Producer/Director 0203 515 Public Information Specialist 0205 515 Media Production Coordinator 0206 487 Video Engineer 0480 481 Senior Construction Inspector > 0171 548 Senior Inspector Water Construction 0188 539 Construction Inspector II 0463 528 Water Construction Inspector 0189 514 Construction Inspector 1 0172 508 Facilities Maintenance Crewleader 0143 534 Traffic Signal/Light Crewleader 0140 534 Electrical Leadworker 0375 526 Traffic Signal/Light Leadworker 0374 518 Traffic Signals Electrician 0336 513 Electrician 0339 510 �3 .S r b�3�Y "&•. 3 £;- ,.'r,..>73r.' '& %�' 'd'^' „�a4' q;. '� .� ;_ c � Construction Project Coordinator 0587 562 Survey Party Chief 0183 553 Senior Engineering Technician 0586 552 Civil. Engineering Assistant 0106 550 Public Works Plan Checker 0207 545 Traffic Engineering Technician 0181 534 Computer Drafting Technician 0179 534 Engineering Technician 0180 522 Survey Technician 11 0185 497 Survey Technician 1 0174 481 Engineering Aide 0175 481 2/2/2011 2 Exhibit "A" - Resolution No. 2011-11 Admin Environmental Specialist 0445 550 Rideshare Coordinator 0583 523 Park Naturalist 0264 520 Sr Helicopter Maintenance Technician 0334 564 Sr Marine Equipment Mechanic 0363 535 Equipment Services Crewleader 0382 535 Equip/Auto Maintenance Crewleader 0142 535 Equip/Auto Maintenance Leadworker 0472 516 Vehicle Body Repair Crewleader 0372 516 Marine Equipment Mechanic 0448 514 Mechanic III 0347 500 Helicopter Maintenance Technician 0337 499 Mechanic II 0348 488 Parking Meter Repair Technician 0177 488 Senior Vehicle Body Technician 0350 488 Water Meter Repair Technician 0356 476 Parking Meter Repair Worker 0395 472 Mechanic 1 0384 467 Tire Service Worker (T) 0388 461 Vehicle Body Technician 0351 435 Grader Equipment Operator 0352 493 Water Equipment Operator 0364 493 Beach Equipment Operator 0358 477 Landscape Equipment Operator 0359 477 Signs/Marking Equipment Operator 0354 477 Street Equipment Operator 0361 477 Tree Equipment Operator 0365 477 Wastewater Equipment Operator 0362 477 Facilities Maintenance Crewleader 0143 534 Painter Leadworker 0378 511 Plumber 0342 505 Sr Facilities Maintenance Technician 0343 500 Carpenter 0340 495 Masonry Worker 0344 495 Painter 0341 495 Concrete Finisher 0345 487 Facilities Maintenance Leadworker 0407 484 Facilities Maintenance Technician 0391 468 Maintenance Worker 0394 434 2/2/2011 3 Exhibit "A" - Resolution No. 2011-11 MEA JOB GROUPS Senior Accountant 0110 547 Accountant 0111 519 Accounting Technician Supv 0294 494 Senior Accounting Technician 0288 484 Accounting Technician II 0287 465 Accounting Technician 1 0286 446 FW....,r. a. ...YE ..f f,'"i a:.s nVF.`ffi ... ' .S` .. ..'i i b'• ...3« �.ka ,._ .. Emergency Medical Svcs Coordinator 0232 595 Emergency Services Coordinator 0198 565 Fire Prevention Inspector 0588 553 Haz Mat Program Specialist 0190 541 Fire Safety Program Specialist 0260 519 Fire Training Maintenance Technician 0173 502 Fire Training Media. Specialist 0204 499 Parking/Traffic Control Supervisor 0577 494 Parking/Traffic Control Coordinator 0455 481 Crossing Guard Coordinator 0462 481 Beach Maintenance Service Worker 0452 460 Maintenance Service Worker 0392 460 Water Meter Reader 0397 454 Custodian 0400 439 Parking/Traffic Control Officer 0262 434 Maintenance Worker 0394 434 Groundsworker 0390 434 Human Services Program Supervisor 0113 525 Program Coordinator -Human Services 0584 502 Social Worker 0266 492 Community Relations Specialist 0263 481 Senior Svcs Trans Coordinator 0481 473 Volunteer Services Coordinator 0268 473 Assistant Social Worker 0267 451 Senior Services Assistant 0265 379 2/2/2011 4 Exhibit "A" - Resolution No. 2011-11 MEA JOB GROUPS Information Systems Analyst IV 0118 591 Information Systems Analyst III 0117 572 Information Systems Analyst II 0505 559 GIS Analyst II 0178 559 Telecommunications Specialist 0195 554 GIS Analyst 1 0576 543 Information Systems Analyst 1 0115 543 Sr Information Systems Technician 0491 529 Information Systems Specialist III 0313 520 Information Systems Technician IV 0492 515 Communications Technician 0335 503 Information Systems Technician NI 0493 495 Information Systems Specialist II 0213 491 Information Systems Technician 11 0494 472 Information Systems Specialist 1 0212 472 Information Systems Technician 1 0495 448 Computer Operator 0193 443 Park Maintenance Crewleader 0153 534 Pest Control Advisor Crewleader 0154 529 Trees Maintenance Crewleader 0144 529 Landscape Maint Crewleader 0145 529 Irrigation Crewleader 0155 529 Trees Maintenance Leadworker 0460 493 Landscape Maintenance Leadworker 0402 493 Tree Equipment Operator 0365 477 Landscape Equipment Operator 0359 477 Pest Control Specialist 0367 471 Irrigation Specialist 0357 471 Maintenance Service Worker 0392 460 Groundsworker 0390 434 Librarian 0114 497 Literacy Program Specialist 0302 497 Senior Library Specialist 0450 478 Library Facilities Coordinator 0432 476 Library Specialist 0257 460 Media Services Specialist 0380 460 Theater Media Technician 0433 460 Senior Library Services Clerk 0309 444 Parking & Camping Crewleader 0459 529 Parking & Camping Leadworker 0401 493 Parking & Camping Assistant 0570 434 2/2/2011 5. Exhibit "A" - Resolution No. 2011-11 MEA JOB GROUPS Development Specialist 0138 525 Housing Development Specialist 0139 524 Assistant Planner 0108 524 Planning Aide 0136 481 Senior Criminalist 0120 562 Crime Analyst Senior 0165 546 Forensic Systems Specialist 0470 539 Criminalist 0119 525 Latent Fingerprint Examiner 0163 517 Crime Analyst 0166 515 Crime Scene investigator 0255 503 Police Photo/Imaging Specialist 0197 502 Police Systems Coordinator 0215 491 Latent Fingerprint Examiner Trainee 0164 479 Graphics Administrative Specialist 0187 471 Eli ARAMPIEW WIN Buyer 0112 516 Warehousekeeper 0385 481 Property Officer 0259 479 Equipment Support Assistant 0383 466 Distribution Services Clerk 0456 435 Stock Clerk 0386 434 Community Services Recreation Supv 0258 525 Community Services Rec Coordinator 0252 502 _ram j Senior Printing Services Technician 0168 482 Printing Services Technician 0399 445 "� :....�.���� �: x ��,<.';r'., ,., s F ,i,..,;�": ,� 3°t, � .._�.,,. ,._ 'Y• .3.. r. _ax,, u..e� r�,.H Senior Wrkr's Comp Claims Examiner 0436 522 Wrkr's Comp Claims Examiner 0202 440 Medical Claims Examiner 0285 440 SCADA Coordinator 0515 529 SCADA Technician 0346 505 Signs & Markings Crewleader 0148 534 Signs Leadworker 0338 497 Traffic Markings Leadworker 0410 493 Signs Marking Equipment Operator 0354 477 Traffic Maintenance Service Worker 0389 460 2/2/2011 6 . Exhibit "A" --Resolution No. 2011-11 Street Maintenance Crewleader 0150 529 Street Maintenance Leadworker 0406 503 Street Services Leadworker 0478 503 Street Equipment Operator 0361 477 Maintenance Service Worker 0392 460 Wastewater Operations Crewleader 0146 529 Wastewater Operations Leadworker 0404 493 Wastewater Equipment Operator 0362 477 Senior Wastewater Pump Mechanic 0349 477 Wastewater Pump Mechanic 0387 472 Wastewater Maintenance Service Worker 0454 460 Water Distribution Maint Crewleader 0151 529 Water Distribution Meters Crewleader 0147 529 Water Distribution Maint Leadworker 0379 509 Water Utility Locator 0449 503 Water Systems Technician 111 0370 499 Water Distribution Meters Leadworker 0377 493 Water Equipment Operator 0364 493 Water Systems Technician 11 0369 479 Water Meter Repair Technician 0356 476 Water Service Worker 0461 466 Water Systems Technician 1 0368 466 Senior Water Meter Reader 0396 470 Water Meter Reader 0397 454 IN Water Operations Crewleader 0152 529 Water Conservation Coordinator 0582 523 Water Operations Leadworker 0371 515 Water Systems Technician 111 0370 499 Water Systems Technician 11 0369 479 Water Systems Technician 1 0368 466 Water Quality Coordinator 0156 529 Cross -Connection Control Specialist 0192 513 Water Quality Technician 0191 503 2/2/2011 7 Res. No. 2011-11 STATE OF CALIFORNIA COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) I, JOAN L. FLYNN the duly elected, qualified City Clerk of the City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby certify that the whole number of members of the City Council of the City of Huntington Beach is seven; that the foregoing resolution was passed and adopted by the affirmative vote of at least a majority of all the members of said City Council at a regular meeting thereof held on February 22, 2011 by the following vote: AYES: Shaw, Harper, Hansen, Carchio, Bohr, Boardman NOES: None ABSENT: Dwyer ABSTAIN: None Ci Clerk and ex-officio Jerk of the City Council of the City of Huntington Beach, California Council/Agency Meeting Held:1 S /O Deferred Continued to 5�%// i� i� n itrl ❑ Approved ❑ Coionaily Approved JA Denied C' lerk' Sign t re Council Meeting Date: November 15, 2010 Departm ID Number: HR 10-022 CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: Honorable Mayor and City Council Members SUBMITTED BY: Fred A. Wilson, City Administrator PREPARED BY: Michele Carr, Director of Human Resources SUBJECT: Adopt Resolution No. 2010-91 amending the Memorandum of Understanding (MOU) between the City and the Municipal Employees' Association (MEA) by adopting a Side -Letter Agreement extending the term of the MOU six (6) months Statement of Issue: For City Council consideration is the request from the Municipal Employees Association of a side -letter agreement extending the term of the MEA MOU for a period of six (6) months. Financial Impact: N/A Recommended Action: Motion to: Approve the request of the Municipal Employees Association and Adopt Resolution No. 2010-91' , "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Municipal Employees' Association (MEA), By Adopting the Side Letter of Agreement." Alternative Action(s): Deny the request of the Municipal Employees Association and do not Adopt Resolution No, 2010-91 "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Municipal Employees' Association (MEA), By Adopting the Side Letter of Agreement.". HB -85- Item 10. - 1 REQUEST FOR COUNCIL ACTION MEETING DATE: 11/15/2010 DEPARTMENT ID NUMBER: HR 10-022 Analysis: F The Municipal Employees Association (MEA) requests that Council approve a side -letter extending the term of the MEA MOU from June 30, 2012, to December 31, 2012. The extension of the term of the MOU does not modify, extend or impact any other provisions of the MEA MOU nor does it modify, extend or impact the terms and provisions contained in any previously approved side -letters. There is no change to any salary or benefit provisions for the period of extension. Environmental Status: N/A Strategic Plan Goal: Maintain financial viability and our reserves Attachment(s): 1. Resolution 2010-91 , "A Resolution of the City Council Amending the Memorandum of Understanding Between the City of Huntington Beach and the Municipal Employees' Association (MEA) by Adopting the Side Letter of Agreement," including Exhibit A: The Side Letter Agreement. Item 10. - 2 HB -8- r � � ��. - - - � r - . . i 3 r ) R �e B � � r S t� i i I � i If4'£ f RESOLUTION NO. 2010--91 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACHIZ r AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY/AND THE MUNICIPAL EMPLOYEES' ASSOCIATION (MEA), BY ADOPTING THE -SIDE LETTER OF AGREEMENT s WHEREAS, on November 19, 2007, the City Council of Huntington Beach adopted Resolution No. 2007-85 for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the Municipal Employees' Association (MEA); and WHEREAS, subsequent to the adoption of the MOU, the City of Huntington Beach and MEA agreed to changes, corrections, and clarifications to the MOU that are reflected in a Side Letter of Agreement between the City of Huntington Beach and MEA ("Side.j etter Agreement") attached hereto as Exhibit A and incorporated herein by this reference. The Side Letter Agreement pertains to Extension of the Term of MOU. NOW, THEREFORE, IT IS HEREBY RESOLED by the City Council of the City of Huntington Beach as follows: I. The Side Letter Agreement attached hereto as Exhibit A is approved and adopted. 2. The Side Letter Agreement amends the MOU between the City of Huntington Beach and MEA. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the/ day of , 201 f,• t Mayor Director Off Human Resources / APPROVED AS TO FORM: Cr City Attorney Resolution No. 2010-91 Exhibit "A" City of Huntington Beach SIDE LETTER AGREEMENT Representatives of the Municipal Employees' Association ("MEA") and the City of Huntington Beach ("CITY") the following terms related to the MEA MOU with respect to the following: f ARTICLE 1—TERM OF MOU agree to A. This Memorandum of Understanding shall be in effect for a term commencing on July 1, 20o?�through June 3o, 2012. a. The term of this Memorandum of Understanding shall be extended for a period of' ix (6) months to December 31, dr 2012. ; Side -Letter Implementation The parties agree that this side -letter agreement and the implementation thereof will not be subject to Personnel Rule 19 — Grievance Procedure{Non-Disci linar Matters nor Article XIV-Miscellaneous A p y ( ) —Grievance Arbitration, or otherwise appealed either administratively or in a court of competent jurisdiction. IN WITNESS WHEREOF, the parties have caused this SIDE LETER AGREEMENT to be executed by and through their authorized officers on / Huntington Beach Municipal Employees' Association io Daniel amst eers g1i Dated: Judy Demers 6 MEA President Dated: s` r �r s� r I Fred A. Wilson City Administrator City of Huntington Beach Dated: / Wchel Carr Z or of Human Resources : 11 G APPROVED AS TO FORM: Jennifer M. McGrath City Attorney Dated: Council/Agency Meeting Held: �_.. Deferred/Continued to: ,*Appr ed ❑ Conditionally Approved ❑ Denied ~ ' z c ty C 's Signat6 r . Council Meeting Date: November 15, 2010 Department ID Number: HR 10-019 CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: Honorable Mayor and City Council Members SUBMITTED BY: Fred A. Wilson, City Administrator PREPARED BY: Michele Carr, Director of Human Resources SUBJECT: Authorize holiday closure of City facilities for the period of December 27, 28, 29, and 30, 2010 by adopting Resolution No. 2010-95 amending the Memorandum of Understanding (MOU) side letter agreements between the City and the Municipal Employees Association (MEA) Statement of Issue: Many Orange County cities close their facilities for a designated period through the December holidays. Approval is required to post a closure notice to the public. Financial Impact: The holiday closure would result in savings to the City; the actual amount would be determined by Finance based upon standard accounting methods. Recommended Action: Motion to: Adopt Resolution No. 2010-95, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Municipal Employees' Association (MEA), By Adopting the Side Letter Agreement" closing all non- essential City services to the public for the period December 27, 28, 29, and 30, 2010, in addition to the City recognized holidays of December 24, 2010, (Christmas) and December 31, 2010 (New Year's Day). Alternative Action(s): Have City services remain open to the public except for the City recognized holidays of Christmas (12/24/10) and New Year's Day (12/31/10). HB -97- Item 12. - 1 REQUEST FOR COUNCIL ACTION MEETING DATE: 11/15/2010 DEPARTMENT ID NUMBER: FIR 10-019 Analysis: Staff is recommending closing all non -essential City services to the public for an extended period of December 27, 28, 29 and 30, 2010, in addition to Christmas Day (12/24/10) and New Year's Day (12/31/10). Employees would have the option to furlough or use an appropriate time bank (General Leave/Comp. Time/Administrative Leave/Executive Leave) in future pay periods, to account for the holiday closure period. It will be at the discretion of the Department Head, based upon service delivery to the public, whether employees may be authorized to work during this time as some services may require employees to report to work during the period of holiday closure. The Holiday Closure proposal has been presented to the Municipal Employees Association (MEA). Labor representatives and City Administration have met and conferred regarding the proposal; and MEA has agreed to the proposal (side -letter agreement is hereby incorporated as an attachment). All Non -Associated employees (Executive Management/Department Heads) will participate in the Holiday Closure in a comparable manner. Environmental Status: N/A Strategic Plan Goal: Maintain financial viability and our reserves Attachment(s): Resolution 2010- 95, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City of Huntington Beach and the Municipal Employees' Association (MEA) by Adopting the Side Letter of Agreement," includinq Exhibit A: The Side Letter Aqreement Item 12. - 2 HB -9- ATTACHMENT RESOLUTION NO. 2010-95 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE MUNICIPAL EMPLOYEES' ASSOCIATION (MEA), BY ADOPTING THE SIDE LETTER OF AGREEMENT WHEREAS, the City of Huntington Beach elects to implement a holiday closure for the period December 27, 28, 29, and 30, 2010, which will result in City Hall and other City of Huntington Beach operations being closed to the public over the entire closure period; and On November 19, 2007, the City Council of Huntington Beach adopted Resolution No. 2007-85 for the purpose of adopting the Memorandum of Understanding (MOU) between the. City and the Municipal Employees' Association (MEA); Subsequent to the adoption of the MOU, the City of Huntington Beach and MEA agreed to changes, corrections, and clarifications to the MOU that are reflected in a Side Letter of Agreement between the City of Huntington Beach and MEA ("Side Letter Agreement") attached hereto as Exhibit A and incorporated herein by this reference. The Side Letter Agreement pertains to Holiday Closure. NOW, THEREFORE, the City Council of the City of Huntington Beach does hereby resolve as follows: The Side Letter Agreement attached hereto as Exhibit A is approved and adopted. 2. The Side Letter Agreement amends the MOU between the City of Huntington Beach and MEA. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 15thday of Noyemher 7 20 ] 0. REVI ,tX APPROVED: City d ' istrator 10-2665 Resolution No_ 2010-95 Exhibit "A" City of Huntington Beach SIDE LETTER AGREEMENT Representatives of the Municipal Employees' Association ("MEA") and the City of Huntington Reach ("City") hereby agree to the following terms related to the MEA MOU with respect to the following: ARTICLE IX - HOURS OF WORKfOVERTIME A. Work Schedule 4. Holiday Closure i. December 27, 28, 29, 30, 2010, will be known and referred to as "Holiday Closure" for the dates specified. ii. Employees will not report to work during the designated "Holiday Closure" and may be required to take up to thirty six (36) hours of time off (dependent upon the employee's work schedule). iii. Employees may elect time off without pay (furlough) or employees may use approved leave accruals (general leave or compensatory time) to account for the time away from work during the "Holiday Closure." iv. The City may require or permit, at the discretion of the department head, certain employees to work a regular or partial schedule on one or more of the holiday closure days (12/27/10, u/28/l0,12/29/10 and 12/30/10). a. Time Accounting i. Members of this unit will be required to account via payroll, for the appropriate time associated with the "Holiday Closure." ii. The payroll accounting of the "Holiday Closure" will include, but is not limited to, furlough, use of approved leave accruals (general leave or compensatory time), or alternative equivalent time taken in -lieu of the specific "Holiday Closure" dates referenced herein. Payroll accounting for the "Holiday Closure" not specifically listed herein must be approved by the City Administrator or designee. iii. Employees required or permitted to work during any period of the "Holiday Closure" will be paid their regular salary for the hours worked, and will be required to account for all remaining "Holiday Closure" hours via furlough, use of approved leave accruals (general leave or compensatory time), or alternative equivalent time taken in -lieu of the specific "Holiday Closure" dates worked. iv. The payroll accounting methods listed herein may be used in any approved combination for a period not to exceed six -months or the end of pay period July 8, 2oli, whichever is later. v. Employees without adequate leave accruals may borrow against future accruals earned - up to and including time accrued as of the end of the pay period ending July 8, 2011. Resolution No. 2010-95 Exhibit "A" vi. All "Holiday Closure" hours are to be accounted for via payroll within six - months or the end of the pay period ending July 8, 2o11. vii. Any "Holiday Closure" hours not voluntarily accounted for via payroll as of the end of the pay period ending July 8, 2011, shall be accounted for in the following order until a zero -balance is achieved: 1. General Leave 2. Compensatory Time 3. Furlough Hours viii. Employees separating from City service must reconcile all unaccounted "Holiday Closure" hours at time of separation. Time will be accounted for in the following order until a zero -balance is achieved. 1. General Leave . 2. Compensatory Time 3. Furlough Hours ix. Payroll accounting of the "Holiday Closure" by furlough shall not impact service for purposes of seniority, shall not affect probationary periods, and shall not affect health or retirement benefits. b. Scheduling - New Years Day - Flex Day/Holiday Substitute Employees assigned to Schedule A flex schedule and employees with 4/10 Tuesday - Friday flex schedule may select an alternative flex day in lieu of Friday, December 31, 2010, within the pay period of 12/24/2010 — 01107111. The alternative flex day may not include 12/27/10, 12%28/10, 12/29/10 or 12/30/10. i. All provisions pursuant to MEA MOU Exhibit E - Leave Benefits 4 (a) and 4 (b) shall apply. ii. All provisions pursuant to MEA MOU Exhibit F - Leave Benefits 4 (a) and 4 (b) shall apply. 2 Resolution No2010-95 Exhibit "A" Side -Letter Implementation The parties agree that this side -letter agreement and the implementation thereof will not be subject to Personnel Rule 19 - Grievance Procedure/Non-Disciplinary Matters nor Article XIV-Miscellaneous (A) - Grievance Arbitration, or otherwise appealed either administratively or in a court of competent jurisdiction. IN WITNESS WHEREOF, the parties have caLped this SIDE LETTER AGREEMENT to be executed by and through their authorized officers onyE(j/Q. Huntington Beach Municipal Employees' Association Gr o Daniel Teamsters 911 Dated: Jody De&ers MEA President Dated: 0 3 City of Huntington Beach. Dated: N�/c !�e Carr r of;Hu;m7anRe/s;oues Dated: APPROVED AS TO FORM: Jennifer M McGrath City Attorney Dated: elo, `7 - y d Res. No. 2010-9 STATE OF CALIFORNIA COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) 1, JOAN L. FLYNN the duly elected, qualified City'Clerk of the City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby certify that the whole number of members of the City Council of the City of Huntington Beach is seven; that the foregoing resolution was passed and adopted by the affirmative vote of at least a majority of all the members of said City Council at an regular meeting thereof held on November 15, 2010 by the following vote: AYES: Carchio, Coerper, Hardy, Green, Bohr, Dwyer, Hansen NOES: None ABSENT: None ABSTAIN: None 4i!--:�d - O�J43co) CiiVClerk and ex-officio Jerk of the City Council of the City of Huntington Beach, California Council/Agency Meeting Held: d10 Deferred/Continued to: %,%= ❑ Conditionally A roved ❑ Deni dA Cit Irk' Signat e Council Meeting Date: 03/01/10 Department ID Number: HR 10-06 CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: Honorable Mayor and City SUBMITTED BY: Fred A. Wilson, City Adn)k PREPARED BY: SUBJECT: Michele Carr, D MEA Side -Letter u orizing An Additional Employee -Paid CalPERS Pickup of 2% Statement of Issue, Funding Source, Recommended Action, Alternative Action(s), Analysis, Environmental Status, Attachment(s) Statement of Issue: City and Municipal Employees' Association (MEA) representatives have met and conferred regarding increasing the employee -paid portion of CalPERS from 2.25% to 4.25% (an increase of 2%). Funding Source: N/A Recommended Action: Motion to: Adopting Resolution No. 2010- 22 , a Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Municipal Employees' Association (MEA), By Adopting the Side Letter Agreement Alternative Action(s): Do not Adopt Resolution No. 2010- 22 , a Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Municipal Employees' Association (MEA). �` 9 REQUEST FOR CITY COUNCIL ACTION MEETING DATE: 03/01/10 DEPARTMENT ID NUMBER:' HR 10-06 Analysis: Staff met with representatives of the Municipal Employees Association (MEA) to discuss alternatives to assisting the City of Huntington Beach in meeting its future projected economic shortfalls. MEA was provided with a variety of labor cost and expense data related to its membership. Based upon the data, MEA has elected to increase the employee -paid share of CalPERS from 2.25% to 4.25%, thereby modifying the MEA MOU, Section XI - Retirement B 1. and C. Effective the beginning of the pay period that includes July 01, 2010 and continuing until the end of the pay period which includes September 30, 2011, employees shall contribute 4.25% towards the employee -paid share of CalPERS. This is an increase of 2%. Finance has estimated the savings to the City to be $560,000 for the period. The additional CalPERS pickup proposal has been presented to MEA. Labor representatives and City Administration have met and conferred regarding the proposal; and MEA has agreed to the proposal (side -letter agreement is hereby incorporated as an attachment). Strategic Plan Goal: Maintain our financial reserves. Environmental Status: N/A Attachment(s): 1 -2- 2/24/2010 11:03 AM RESOLUTION NO. 2010-22 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE MUNICIPAL EMPLOYEES' ASSOCIATION (MEA), BY ADOPTING THE SIDE LETTER OF AGREEMENT WHEREAS, on November 19, 2007, the City Council of Huntington Beach adopted Resolution No. 2007-85 for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the Municipal Employees' Association (MEA); and WHEREAS, subsequent to the adoption of the MOU, the City of Huntington Beach and MEA agreed to changes, corrections, and clarifications to the MOU that are reflected in a Side Letter of Agreement between the City of Huntington Beach and MEA ("Side Letter Agreement") attached hereto as Exhibit A and incorporated herein by this reference. The Side Letter Agreement pertains to employee -paid Ca1PERS contributions. NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Huntington Beach as follows: Section 1. The Side Letter Agreement attached hereto as Exhibit A is approved and adopted. Section 2. The Side Letter Agreement amends the MOU between the City of Huntington Beach and MEA. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on theme day of _March; .=2010. APPROVED: z2z� Mayor ".- of APPROVED AS TO FORM: �,-aW � qj4v-, \ ity Attorney Exhibit "A", Resolution No. 2010-22 City of Huntington Beach SIDE LETTER AGREEMENT Representatives of the Municipal Employees' Association C"MEA") and the City of Huntington Beach ("City") hereby agree to the following terms related to the MEA MOU with respect to the following:, ARTICLE XI - RE`Q'IREMENT B. California Public Employees' Retirement System (CalPERS) 1. Employee's Contribution Each employee covered by this Agreement shall be reimbursed an amount equal to eight percent (8%) of the employee's base salary as a pickup of the employee's contribution to CalPERS. The above CalPERS pickup is not base salary, but is done pursuant to Section 414 (h)(2) of the Internal Revenue Code. C. PERS 2.5% @ 55 If all other affected units agree, and subject to a formal ratification vote conducted by PERS, the City shall implement PERS 2.5% @ 55, effective as soon as possible. Effective with implementation and through June 30, 2009, the employees shall pay all of the additional costs to implement 2.5% @ 55. Effective July 1, 2009 and thereafter, the employees shall pay two and one -quarter percent (2.25%) of the employee share of PERS. i. Effective the beginning of the pay period that includes July O1, 2010 and continuing until the end of the pay period that includes September 30, 2011, the employees shall pay four and one -quarter percent (4.25%) of the employee share of PERS. ii. All employees covered by this agreement will contribute in accordance with this section, irrespective of the CalPERS retirement benefit formula to which they are entitled. The provisions contained in this side letter will expire effective the end of the pay period which includes September 30, 2011, and the parties agree to return to the original language contained in Article XI, Section C - Retirement - PERS 2.50lo@55 of the MEA Memorandum of Understanding as of July 1, 2009. Exhibit "A", Resolution No. 2010-22 Side -Letter Implementation The parties agree that this side -letter agreement and the implementation thereof will not be subject to Personnel Rule 19 - Grievance Procedure/Non- Disciplinary Matters nor Article XIV-Miscellaneous (A) - Grievance Arbitration, or otherwise appealed either administratively or in a court of competent jurisdiction. IN WITNESS WHEREOF, the parties have AGREEMENT to be executed by and through mhgdC f 04 ICA®/o Huntington Beach Municipal Employees' Association G rio Daniel Te m ste rs 911 Dated: 2�2� /,Z> Judy mers MEA President Dated / caused this SIDE LETTER their authorized officers on City of Huntington Beach Frec k Y/ilson City Administrator Dated: a5- 10 e Carr :)r of Human Resources Dated: APPROVED AS TO FORIVS Nknnifer M. McGrath City Attorney Dated: ID ' GA4' 16 �� Res. No. 2010-22 STATE OF CALIFORNIA COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) 1, JOAN L. FLYNN the duly elected, qualified City Clerk of the City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby certify that the whole number of members of the City Council of the City of Huntington Beach is seven, that the foregoing resolution was passed and adopted by the affirmative vote of at least a majority of all the members of said City Council at an regular meeting thereof held on March 1, 2010 by the following vote: AYES: Carchio, Coerper, Hardy, Green, Bohr, Dwyer, Hansen NOES: None ABSENT: None ABSTAIN: None Cyy Clerk and ex-officitherk of the City Council of the City of Huntington Beach, California �' .)46 ►; , INITIATING DEPARTMENT: Human Resources SUBJECT: MEA CaIPERS Pickup COUNCIL MEETING DATE: March 1, 2010 Ordinance (w/exhibits & legislative draft if applicable) Attached ❑ ,Not Applicable Resolution (w/exhibits & legislative draft if applicable) Attached Not Ap licable ❑ Tract Map, Location Map and/or other Exhibits Attached ❑ Not Applicable Contract/Agreement (w/exhibits if applicable) Attached (Signed in full by the City Attorney) Not Applicable ❑ Subleases, Third Party. Agreements, etc. Attached ❑ (Approved as to form by City Attorney) Not Applicable Certificates of Insurance (Approved by the City Attorney) Attached ❑ Not Applicable Fiscal Impact Statement (Unbudgeted, over $5,000) Attached ❑ Not Applicable Bonds (If applicable) Attached ❑ Not Applicable Staff Report (If applicable) Attached ❑ Not Applicable Commission, Board or Committee Report (If applicable) Attached ❑ Not Applicable i Findings/Conditions for Approval and/or Denial Attached ❑ Not Applicable [A EXP lLTI, -MISS,1.. ,;. RCA Author: MSC TO: FROM: DATE: SUBJECT: CITY OF HUNTINGTON BEACH Interdepartmental Memo Joan Flynn, Michele Can March 1, 20, Late Communication: Municipal Employees' Association (MEA) CalPERS Side Letter Agreement The Human Resources Department submitted RCA HR 10-06 for Council Action. After the documents were submitted, additional language was included in Exhibit A; the Side Letter Agreement as follows: Additional language added to ARTICLE XI.C. PERS 2.5% @ 55 ii. All employees covered by this agreement will contribute in accordance with this section, irrespective of the CalPERS retirement benefit formula to which they are entitled. Please replace the following pages in Resolution 2010-22 with the attached corrected version. Thank you in advance for your help. Attachment: Exhibit A - Side Letter Agreement ,3/1 Late Comm Memo - MEA CaIPERS Side letter -1- 2/26/2010 1:31:00 PM City of Huntington Beach SIDE LETTER AGREEMENT Representatives of the Municipal Employees' Association ("MEA"'), and the City of Huntington Beach ("City") hereby agree to the following terms related to the MEA MOU with respect to the following: ARTICLE XI - RETIREMENT B. California Public Employees' 1. Employee's Contribution Each employee covered by this Agreement shall be reimbursed an amount equal to eight percent (8%)/of the employee's base salary as a pickup of the employee's contribution to CalPERS. The above CalPERS pickup is not base sala; y, but is done pursuant to Section 414 (h)(2) of the Internal Revenue Code. C. PERS 2.5% Cal 55 If all other affected units agree, and subject to a formal ratification vote conducted by PERS, the City shall implement PERS 2.5% @ 55, effective as soon as possible. Effective with implementation and through June 30, 2009/the employees shall pay all of the additional costs to implement 2.5'% @ 55. Effective July 1, 20019 and thereafter, the employees shall pay two and one -quarter percent (2.25%) of the employee share of PERS. i. Effective the beginning of the pay period that includes July 01, 2010 and continuing until the end of the pay period that includes September 30, 2011, the employees shall pay four and one -quarter percent (4.25%) of the employee share of PERS. The provisio contained in this side letter will expire effective the end of the pay period hich includes September 30, 2011, and the parties agree to return to the original language contained in Article XI, Section C - Retirem nt - PERS 2.5%@55 of the MEA Memorandum of Understanding as of Jul 1, 2009. 1\ 7 Side -Letter Implementation The parties agree that this side -letter agreement and the implementation thereof will not be subject to Personnel Rule 19 - Grievance Procedure/Non- Disciplinary Matters nor Article XIV-Miscellaneous (A) Grievance Arbitration, or otherwise appealed either administratively or in a court of competent jurisdiction. IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to be executed by and through .their autho ized officers on Huntington Beach Municipal Employees' Association Gregorio Daniel Teamsters 911 Dated: Judy Demers MEA President Dated: City f Huntington Beach Fred A. Wilson City Administrator Dated: // le Carr i ctor of Human Resources, Dated APPROVED AS TO FORM: Jennifer M. McGrath City Attorney Dated: Council/Agency Meeting Held: Deferred/Continued to: a Council Meeting Date: 03/01/10 1 Department ID Number: HR 10-04 SUBMITTED TO: SUBMITTED BY: PREPARED BY: SUBJECT: CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION Honorable Mayor and City Collcil embers Fred A. Wilson, City Admin Michele Carr, MEA Side -Letter Overage Statement of Issue, Funding Source, ing Temporary Suspension of General Leave Alternative Action(s), Analysis, Environmental Status, Attachment(s) Statement of Issue: City and Municipal Employees' Association (MEA) representatives have met and conferred regarding the temporary suspension of payment of General Leave hours earned in excess of 6.40 hours. Funding Source: N/A Recommended Action: Motion to: Adopting Resolution No. 2010- 21 , a Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Municipal Employees' Association (MEA), By Adopting the Side Letter Agreement Alternative Action(s): Do not Adopt Resolution No. 2010- 21 , a Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Municipal Employees' Association (MEA). REQUEST FOR CITY COUNCIL ACTION MEETING DATE: 03/01/10 DEPARTMENT ID NUMBER: HR 10-04 Analysis: Staff met with representatives of the Municipal Employees Association (MEA) to discuss alternatives to assisting the City of Huntington Beach in meeting its future projected economic shortfalls. MEA was provided with a variety of labor cost and expense data related to its membership. Based upon the data, MEA has elected to temporarily suspend cash payment of General Leave earned in excess of Article XII (A) 1 (b) of the MEA MOU. Effective the pay period beginning March 6, 2010 and continuing until the end of the pay period which includes September 30, 2011, employees shall not accrue General Leave in excess of seven hundred (700) hours. Employees may utilize earned accruals (greater than 640, up to and including 700 hours) for leave purposes; however, employees may not receive cash payout of accruals earned in excess of 640 hours either for purposes of overage payments, or at separation from City service either during or following the suspension period. Although the exact dollar figure is not calculable at this time, it is anticipated this action is expected to have a positive financial impact for this group. Finance has estimated the savings to the City to be $600,000 for a period of 18 months. The temporary suspension of GL overage payment proposal has been presented to MEA. Labor representatives and City Administration have met and conferred regarding the proposal; and MEA has agreed to the proposal (side -letter agreement is hereby incorporated as an attachment). Strategic Plan Goal: Maintain our financial reserves. Environmental Status: N/A Attachment(s): 1 -2- 2/22/2010 4:53 PM RESOLUTION NO. 2010-21 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE MUNICIPAL EMPLOYEES' ASSOCIATION (MEA), BY ADOPTING THE SIDE LETTER OF AGREEMENT WHEREAS, on November 19, 2007, the City Council of Huntington Beach adopted Resolution No. 2007-85 for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the Municipal Employees' Association (MEA); and WHEREAS, subsequent to the adoption of the MOU, the City of Huntington Beach and MEA agreed to changes, corrections, and clarifications to the MOU that are reflected it) a Side Letter of Agreement between the City of Huntington Beach and MEA ("Side Letter Agreement") attached hereto as Exhibit A and incorporated herein by this reference. The Side Letter Agreement pertains to temporary suspension of payment of General Leave earned in excess of six hundred forty (640) hours. NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Huntington Beach as follows: Section 1. The Side Letter Agreement attached hereto as Exhibit A is approved and adopted. Section 2. The Side Letter Agreement amends the MOU between the City of Huntington Beach and MEA. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 15t day of March AWA Ra Resources / OVED AS TO FORM: Y C ty Attorney a �� � Exhibit "A", Resolution No. 2010-21 City of Huntington Beach SIDE LETTER AGREEMENT Representatives of the Municipal Employees' Association ("MEA") and the City of Huntington Beach ("City") hereby agree to the following terms related to the MEA MOU with respect to the following: ARTICLE XII - LEAVE [BENEFITS A. Leave With Pay 1. General Leave b. Eligibility and Approval General Leave must be pre -approved except for illness, injury or family sickness, which may require a physician's statement for approval. General Leave accrued time is to be computed from hire date anniversary. Employees shall not be permitted to take general leave in excess of actual time earned. Effective the pay period beginning March 6, 2010, and continuing until the end of the pay period which includes September 30, 2011, employees shall not accrue General Leave in excess of seven hundred (700) hours. Employee's will not earn General Leave hours in excess of seven hundred (700) hours and shall not be paid the cash value of any additional hours beyond seven hundred (700) in their paycheck for the full duration of the time provided herein. Employees may not use their General Leave to advance their separation date on retirement or other separation from employment. The provisions contained in this side letter will expire effective October 1, 2011, and the parties agree to return to the original language contained in Article XII, Section 1 - General Leave, (b.) Eligibility and Approval of the MEA Memorandum of Understanding as of July 1, 2007. However, all General Leave accruals exceeding 640 hours as of October 1, 2011 will not be eligible for cash -out at separation or for overage payment. Employees separating City service shall be limited to 640 hours of General Leave as final pay out. Employees will have until the end of the pay period that includes December 31, 2011, to use any hours above 640. All hours above 640 not utilized by the end of the pay period that includes December 31, 2011 shall be forfeited. Side -Letter Implementation The parties agree that this side -letter agreement and the implementation thereof will not be subject to Personnel Rule 19 - Grievance Procedure/Non-Disciplinary Matters nor Article XIV-Miscellaneous (A) - Grievance Arbitration, or otherwise appealed either administratively or in a court of competent jurisdiction. Exhibit "A", Resolution No. 2010-21 IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to be executed by and through their authorized officers on Huntington Beach Municipal Employees' Association G.peg6rfo Daniel Teamsters 911 Dated: -2-/, /� yUdy Deryrerq MEA Pr sid t Dated: a -1 / - i 0 City of Huntington Beach Fri¢! Uilson Ci mistrator . - . el e Carr :)r of Human Resources APPROVED AS TO FORM: C4e nifer M. McGrath City Attorney Dated: a� � 10 Res. No. 2010-21 STATE OF CALIFORNIA COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) 1, JOAN L. FLYNN the duly elected, qualified City Clerk of the City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby certify that the whole number of members of the City Council of the City of Huntington Beach is seven; that the foregoing resolution was passed and adopted by the affirmative vote of at least a majority of all the members of said City Council at an regular meeting thereof held on March 1, 2010 by the following vote: AYES: Carchio, Coerper, Hardy, Green, Bohr, Dwyer, Hansen NOES: None ABSENT: None ABSTAIN: None C Clerk and ex-offici Jerk of the City Council of the City of Huntington Beach, California RCA ROUTING SHEET INITIATING DEPARTMENT: Human Resources SUBJECT: MEA General Leave 640 Overage COUNCIL MEETING DATE: March 01, 2010 Ordinance (w/exhibits & legislative draft if applicable) Attached LJ Not Applicable Resolution (w/exhibits & legislative draft if applicable) Attached Not Applicable ❑ Tract Map, Location Map and/or other Exhibits Attached ❑ Not Applicable Contract/Agreement (w/exhibits if applicable) Attached (Signed in full by the City Attorney) Not Applicable ❑ Subleases, Third Party Agreements, etc. Attached ❑ (Approved as to form by City Attorne) Not Applicable Certificates of Insurance (Approved by the City Attorney) Attached ❑ Not A plicable Fiscal Impact Statement (Unbudgeted, over $5,000) Attached ❑ Not Applicable Bonds (If applicable) Attached ❑ Not A plicable Staff Report (If applicable) Attached ❑ Not Applicable Commission, Board or Committee Report (If applicable) Attached ❑ Not Applicable Findings/Conditions for Approval and/or Denial Attached ❑ Not Applicable RCA Author: MSC TO: FROM: DATE: SUBJECT: Interdepartmental Memo Joan Flynr Michele C,, March 1, 2 Late Communication: Resolution for the Municipal Employees' Association (MEA) General Leave in excess of 640 Flours The Human Resources Department submitted RCA HR 10-04 for Council Action. After the documents were submitted, an error was found in the heading of the resolution. The resolution heading was corrected to remove the language as follows: A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE CITYS CLASSIFICATION PLAN AND THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE MUNICIPAL EMPLOYEES' ASSOCIATION (MEA), BY ADOPTING THE SIDE LETTER OF AGREEMENT Please replace Resolution 2010-21 with the attached corrected resolution. Thank you in advance for your help. Attachment: Revised Resolution --- LZ,)lS, Late Comm Memo - MEA 640 Resolution -1- 2/26/2010 1:31:00 PM RESOLUTION NO. 2010-21 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTIN9TON BEACH AMENDING THE CITY CLASSIFICATION PLAN AND THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE MUNICIPALAMPLOYEES' ASSOCIATION (MEA), BY ADOPTING THE SIDE LETTER OF AGREEMENT WHEREAS, on November 19, 2007, the City Council of Huntington Beach adopted Resolution No. 2007-85 for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the Municipal Employees' Association (PAEA); Subsequent to the adoption of the MOU, the/City of Huntington Beach and MEA agreed to changes, corrections, and clarifications to the/MOU that are reflected in a Side Letter of Agreement between the City of Huntington Beacji` and MEA ("Side Letter of Agreement") attached hereto as Exhibit A and incorporated herein by this reference. The Side Letter of Agreement pertains to temporary suspension of payment of General Leave earned in excess of six hundred forty (640) hours. 7 NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Huntington Beach as follows: , Section 1. The Side Letter of Agreement attached hereto as Exhibit A is approved and adopted. / Section 2. The Side Letter of Agreement amends the MOU between the City of Huntington Beach and MEA' PASSED AND ADOPTED b the City Council of the City of Huntington Beach t a y y y gto e a regular meeting thereof held on the day of 20 City dd ' Mayor of Human APPROVED AS TO FORM: J L �ityAtto6ey 09-2333141450 Council/Agency Meeting Held: Deferred/Continued to: _ *,pp ved ❑ Conditionally Approved ❑ Denied Ity ler ' ignatu Council Meeting Date: 11/16/09 Departm ID Number: HR-09-09 CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: Honorable � r nd C,ttciy Counem /ti SUBMITTED BY: Fred A. llspn, C. Admi �t. ors PREPARED BY: Michele Car , re o / Bob Wingenro Hance Director SUBJECT: HOLIDAY SURE 2009 Statement of Issue, Funding Source, Recommended Action, Alternative Action(s), Analysis, Environmental Status, Attachment(s) Statement of Issue: Many Orange County cities close their facilities for a designated period through the December holidays. Approval is required to post a closure notice to the public. Funding Source: N/A Recommended Action: Motion to: Close all non -essential City services to the public for the period December 28, 29, 30, and 31, 2009 in addition to the City recognized holidays of December 25, 2009 (Christmas) and January 1, 2010 (New Year's Day) by Adopting Resolution No. 2009- 73 , and Adopting Resolution No. 2009- 74 Alternative Action(s): Have City services remain open to the public except for the City recognized holidays of Christmas (12/25/09) and New Year's Day (01/01/10). . S iZ f��liui��il T irk /��� /�O 16c- REQUEST FOR CITY COUNCIL ACTION MEETING DATE: 11/16/09 DEPARTMENT ID NUMBER: HR 09-09 Analysis: Staff is recommending closing all non -essential City services to the public for an additional four (4) days (12/28/09 — 12/31/09) in addition to Christmas Day (12/25/09) and New Year's Day (01/01/10), resulting in closure from December 25, 2009 through January 1, 2010. Employees would have the option to furlough or use an appropriate time bank (General Leave/Comp. Time/Administrative Leave/Executive Leave) in future pay periods, to account for the holiday closure period. It will be at the discretion of the Department Head, based upon service delivery to the public, whether employees may be authorized to work during this time as some services may require employees to report to work during the period of holiday closure. Although the exact dollar figure is not calculable at this time, the holiday closure is expected to have a positive financial impact due to the combined effect of any voluntary furlough and accumulated leave time being utilized in -lieu of regular hourly wages. Finance has estimated the annualized savings at approximately $500,000. The Holiday Closure proposal has been presented to the Municipal Employees Association (MEA) and the Management Employees Organization (MEO). Labor representatives and City Administration have met and conferred regarding the proposal; and MEA and MEO have agreed to the proposal (side -letter agreements are hereby incorporated as attachments). All Non -Associated employees (Executive Management/Department Heads) will participate in the Holiday Closure in a manner comparable to MEO employees. Select Fire Management (FMA) and Police Management (PMA) staff not assigned to oversee field operations will participate in the Holiday Closure in a manner comparable to Non -Associated staff. The Public Information Office will provide widespread notification to the public including, but not limited to, informing the press, notification via the City's website, e-mail communication to boards and commissions, publication in the City Administrator's Weekly Report, and the December Community Connection. REQUEST FOR CITY. COUNCIL ACTION MEETING DATE: 11/16/09 DEPARTMENT ID NUMBER: 09-,91� Strategic Plan Goal: Provide quality public services with the highest professional standards to meet community expectations and needs, assuring that the City is sufficiently staffed and equipped overall. Environmental Status: N/A Attachment(s): 1 -2- 11/9/2009 11:43 AM ATTACHMENT #1. RESOLUTION NO. 2009-73 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE MUNICIPAL EMPLOYEES' ASSOCIATION (MEA) BY ADOPTING THE SIDE LETTER OF AGREEMENT WHEREAS, the City of Huntington Beach elects to implement a holiday closure for the period December 28, 29, 30, and 31, 2009, which will result in City Hall and other City of Huntington Beach operations being closed to the public over the entire closure period; and WHEREAS, on November 19, 2007, the City Council of Huntington Beach adopted Resolution No. 2007-85 for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the Municipal Employees' Association (MEA); Subsequent to the adoption of the MOU, the City of Huntington Beach and MEA agreed to changes, corrections, and clarifications to the MOU that are reflected in a Side Letter of Agreement between the City of Huntington Beach and MEA ("Side Letter Agreement") attached hereto as Exhibit A and incorporated herein by this reference. The Side Letter Agreement pertains to Holiday Closure. NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Huntington Beach as follows: Section 1. The Side Letter Agreement attached hereto as Exhibit A is approved and adopted. Section 2. The Side Letter Agreement amends the MOU between the City of Huntington. Beach and MEA. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 16`h day of November 2009. REVIEW/"D APPROVED: City FAR AND of Human Resources APPROVED AS TO FORM: 4-City Attorney �� l\-c�_ v� Exhibit "A" - Resolution No. 2009-73 City of Huntington Beach SIDE LETTER AGREEMENT Representatives of the Municipal Employees' Association ("MEA") and the City of Huntington Beach ("City") hereby agree to the following terms related to the MEA MOU with respect to the following: ARTICLE IX - HOURS OF WORK/OVERTIME A. Work Schedule 4. Holiday Closure i. December 28, 29, 30, 31, 2009, will be known and referred to as "Holiday Closure" for the dates specified. ii. Employees will not report to work during the designated "Holiday Closure" and may be required to take up to thirty six (36) hours of time off (dependent upon the employee's work schedule). iii. Employees may elect time off without pay (furlough) or employees may use approved leave accruals (general leave or compensatory time) to account for the time away from work during the "Holiday Closure." iv. The City may require or permit, at the discretion of the department head, certain employees to work a regular or partial schedule on one or more of the holiday closure days (12/28/o9,12/29109,12/30/09 and 12/31/09). a. Time Accounting i. Members of this unit will be required to account via payroll, for the appropriate time associated with the "Holiday Closure." ii. The payroll accounting of the "Holiday Closure" will include, but is not limited to, furlough, use of approved leave accruals (general leave or compensatory time), or alternative equivalent time taken in -lieu of the specific "Holiday Closure" dates referenced herein. Payroll accounting for the "Holiday Closure" not specifically listed herein must be approved by the City Administrator or designee. iii. Employees required or permitted to work during any period of the "Holiday Closure" will be paid their regular salary for the hours worked, and will be required to account for all remaining "Holiday Closure" hours via furlough, use of approved leave accruals (general leave or compensatory time), or alternative equivalent time taken in -lieu of the specific "Holiday Closure" dates worked. iv. The payroll accounting methods listed herein may be used in any approved combination for a period not to exceed six -months or the end of pay period July 9, 2010, whichever is later. v. Employees without adequate leave accruals may borrow against future accruals earned - up to and including time accrued as of the end of the pay period ending July 9, 2010. 1 Exhibit "A" - Resolution No. 2009-73 vi. All "Holiday Closure" hours are to be accounted for via payroll within six - months or the end of the pay period ending July 9, 2010. vii. Any "Holiday Closure" hours not voluntarily accounted for via payroll as of the end of the pay period ending July 9, 2010, shall be accounted for in the following order until a zero -balance is achieved: 1. General Leave 2. Compensatory Time 3. Furlough Hours viii. Employees separating from City service must reconcile all unaccounted "Holiday Closure" hours at time of separation. Time will be accounted for in the following order until a zero -balance is achieved. 1. General Leave 2. Compensatory Time 3. Furlough Hours ix. Payroll accounting of the "Holiday Closure" by furlough shall not impact service for purposes of seniority, shall not affect probationary periods, and shall not affect health or retirement benefits. b. Scheduling - New Years Day — Flex Day/Holiday Substitute Employees assigned to Schedule A flex schedule and employees with 4110 Tuesday — Friday flex schedule may select an alternative flex day in lieu of Friday, January 1, 2010, within the pay period of 12/26/2009 - of/o8/1o. The alternative flex day may not include 12/28/o9,12/29109,12130/09 or 12/31/09• i. All provisions pursuant to MEA MOU Exhibit E — Leave Benefits 4 (a) and 4 (b) shall apply. ii. All provisions pursuant to MEA MOU Exhibit F — Leave Benefits 4 (a) and 4 (b) shall apply. F. Acting Assignment i. Acting assignments are not intended to exceed six (6) months unless extraordinary circumstances warrant an extension as recommended and approved by the Human Resources Director. ii. An acting assignment is not anticipated to exceed one (1) year nor shall it be considered a reclassification or a promotion. a. However, an acting assignment may be extended for an additional period of up to one (1) year, for a total of two (2) years should conditions substantiate the need for an additional extension of time. [This provision {F(ii.)(a.)} shall expire as of June 30, 2011]. iii. Employees on acting assignment obtain no property rights in the acting assignment and may be returned to their regular position at any time. 2 Exhibit "A" - Resolution No. 2009-73 Side -Letter Implementation The parties agree that this side -letter agreement and the implementation thereof will not be subject to Personnel Rule 19 - Grievance Procedure/Non-Disciplinary Matters nor Article XIV-Miscellaneous (A) - Grievance Arbitration, or otherwise appealed either administratively or in a court of competent jurisdiction. IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to be executed by and through their authorized officers on &gE7M,&dQ161,Apo!? Huntington Beach Municipal Employees' Association '4'5e, &epKio Daniel Teamsters 911 Dated: It ZI Z.a 7 udy De r MEA Pre dent Dated: City of Huntington Beach Dated: e Carr >r of Human Resources Dated: APPROVED AS FORM: Jennifer M. McGrath ti-v tk_n-bq City Attorney Dated: Res. No. 2009-73 STATE OF CALIFORNIA COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) 1, JOAN L. FLYNN the duly elected, qualified City Clerk of the City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby certify that the whole number of members of the City Council of the City of Huntington Beach is seven; that the foregoing resolution was passed and adopted by the affirmative vote of at least a majority of all the members of said City Council at a regular meeting thereof held on November 16, 2009 by the following vote: AYES: Carchio, Dwyer, Green, Bohr, Coerper, Hardy, Hansen NOES: None ABSENT: None ABSTAIN: None "51 4_2n)_ Ci Clerk and ex-officio lerk of the City Council of the City of Huntington Beach, California Resolution No. 2009-59 SIDE LETTER AGREEMENT Representatives of the Municipal Employees' Association ("MEA") and the City of Huntington Beach ("City") have met and conferred and hereby agree to the following terms related to the MEA MOU: Article 11— Representational Unit/Class The City of Huntington Beach proposes to include the following newly -created classification into the MEA MOU Exhibit "A" (as approved by the Personnel Commission on September 16, 2009). Fire Prevention Inspector — MEA Range R545 Side Letter Implementation Except as specifically modified herein, all other terms and conditions of the MOU shall remain in full force and effect. IN WITNESS WHEREOF, the parties have caused this Side Letter Agreement to be executed by and through their authorized officers on October 19 , 2009. For MEA: Gre Daniel, Team ters dy De rs, MEA President Dated: /o - 6 ~ O L/ See Records Sys ID 22348 for attachments and staff report For the F Beach: Ci , Director of Human Resources APPROVED AS TO FORM: nifer M Grath, City Atto ey 1tv-16-6=oq Dated: to ­7 - O 07-1335.002 /39361 y1/ 119'd Council/Agency Meeting Held: O a�9 Deferred/Continued to: 4 pove C dit onall A roved ❑Denied It Clerles Sign t re Council Meeting Date: 10/5/09 Department ID Number: HR 09-07 CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: HONORABLE MAYOR AND Cl y 0OUNQVMEMB SUBMITTED BY: PREPARED BY: FRED A. WILSON, MICHELE CARR, DI S SUBJECT: ADOPT A RESOLUTIqrN APOPTING A SIDE LETTER TO THE MEMORANDUM OF N RSTANDING BETWEEN THE CITY AND THE MUNICIPAL E OYEES' ASSOCIATION (MEA) Statement of Issue, Funding Source, Recommended Action, Alternative Action(s), Analysis, Environmental Status, Attachment(s) Statement of Issue: The Memorandum of Understanding (MOU) with the Municipal Employees' Association (MEA) was approved by the City Council on November 19, 2007. The City and MEA representatives met and conferred regarding the following additional terms: Implementation of the CPS Classification and compensation Study regarding the classification of Engineering Technician. Funding Source: Funding for the amendments is included in the Fiscal Year 2009/2010 budget. Recommended Action: Motion to: Adopt Resolution No. 2009- 57 , a Resolution of the City Council of the City of Huntington Beach Amending the City Classification Plan and the Memorandum of Understanding Between the City and the Municipal Employees' Association (MEA), By Adopting the Side Letter of Agreement. Alternative Action(s): Do not adopt Resolution No. 2009- 57 , a Resolution of the City Council of the City of Huntington Beach Amending the City Classification Plan and the Memorandum of Understanding between the City and the Municipal Employees' Association (MEA), By Adopting the Side Letter of Agreement. �G REQUEST FOR CITY COUNCIL ACTION MEETING DATE: 10/5/09 DEPARTMENT ID NUMBER: HR 09-07 Analysis: Representatives of MEA and the City of Huntington Beach have agreed to the additional terms and conditions outlined in the Side Letter Agreement — Exhibit A. The City hereby modifies the MEA MOU (Resolution No. 2007-85) as, contained in the Side Letter Agreement - "Exhibit A". In July 2007, the Personnel Commission took action to amend the City of Huntington Beach Classification plan as a result of a (limited) classification and compensation study conducted by CPS (Cooperative Personnel Services). Cooperative Personnel Services (CPS) was retained to perform a classification and compensation study. The goal of the study was to determine whether positions were appropriately classified, to update classification specifications and to conduct a base salary analysis of selected benchmark classifications. On August 20, 2007 Council approved the recommended changes to the City classification plan. The City and the Municipal Employees Association (MEA) mutually agreed to carve -out the classification of Engineering Technician from the CPS study. The parties agreed to review the Engineering Technician classification separately and to implement any agreed upon changes in a manner similar to that employed for positions adjusted as part of the CPS review. After an appropriate period of review and evaluation, including meet and confer, the parties have agreed to three items: a. Modification of the Engineering Technician job classification and change compensation to Range 499. The modifications to the job description are material and have the effect of partially changing the scope of work to be performed. The proposed changes address the appropriate knowledge, skills, abilities, scope of duties, and responsibilities most appropriate and inherent to the requirements of the job going forward. The compensation is also being revised due to material changes to the classification and is based on market considerations. b. Add the job classification of Senior Engineering Technician and establish compensation at Range 529. The establishment of this position was required to highlight the material aspects of the job duties that are significantly different than that of Engineering Technician and have the effect of changing the fundamental scope of work to be performed. The proposed new classification addresses the appropriate knowledge, skills, abilities, scope of duties and responsibilities most appropriate and inherent to the requirements of the job going forward. The compensation is based on internal alignment considerations and is 15% above the range of Engineering Technician which is the benchmark class. c. Add the job classification of Construction Project Coordinator and establish compensation at Range 539. The establishment of this position was required to highlight the material aspects of the job duties that are significantly different than that of Engineering Technician and have the effect of changing the fundamental scope of work to be performed. The proposed new classification addresses the appropriate knowledge, skills, abilities, scope of duties and responsibilities most appropriate and inherent to the requirements of the job going forward. The compensation is based on internal alignment considerations and is 15% below the range of Contract Administrator which is the comparable senior classification. -2- 9/28/2009 8:31 AM REQUEST FOR CITY COUNCIL ACTION MEETING DATE: 10/5109 DEPARTMENT ID NUMBER: HR 09-07 Strategic Plan Goal: Improve internal and external communication. Environmental Status: Not applicable. Attachment(s): 1. Resolution 2009- 57 Amending the Memorandum of Understanding between the City of Huntington Beach and the Municipal Employees' Association (MEA) by adopting the side letter of agreement, including Exhibit A: The Side Letter Agreement, cations for Classifications A — C. I =1 2. 1 Reports to the Personnel Commission -3- - 9/28/2009 8:31 AM � 0 - � �: .�.� �� RESOLUTION NO. 2009-57 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE CITY CLASSIFICATION PLAN AND THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE MUNICIPAL EMPLOYEES' ASSOCIATION (MEA), BY ADOPTING THE SIDE LETTER OF AGREEMENT WHEREAS, on November 19, 2007, the City Council of Huntington Beach adopted Resolution No. 2007-85 for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the Municipal Employees' Association (MEA); Subsequent to the adoption of the MOU, the City of Huntington Beach and MEA met and conferred, and agreed to changes, corrections, and clarifications to the MOU that are reflected in a Side Letter of Agreement between the City of Huntington Beach and MEA ("Side Letter of Agreement") attached hereto as Exhibit A and incorporated herein by this reference. The Side Letter of Agreement pertains to class plan and salary range modifications. NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Huntington Beach as follows: Section 1. The Side Letter of Agreement attached hereto as Exhibit A is approved and adopted. Section 2. The Side Letter of Agreement amends the MOU between the City of Huntington Beach and MEA. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 5th day of October 2009. APPROVED: CittdI'iii f istrator ector of Hdrrfan Resources APPRO AS TO FORM: L�� tr- C Attorney tkV q ,a �-©q 07-1335.001138879 Resolution No. 2009-57 BIT A .-EXHIm Resolution No. 2009-57 SIDE LETTER AGREEMENT Representatives of the Municipal Employees' Association ("MEA') and the City of Huntington Beach ("City") have met and conferred and hereby agree to the following terms related to the MEA MOU regarding the implementation of the CPS Classification and Compensation Study for the classification of Engineering Technician. NOW, THEREFORE, it is hereby agreed by City and MEA as follows: Article II — Representational Unit/Class The following modified and newly created positions are hereby incorporated into the MEA MOU as listed in Exhibit "A" (as approved by the Personnel Commission September 16, 2009). • Engineering Technician — MEA Range R 499 (modified) • Engineering Technician, Senior — MEA Range R 529 (new) • Construction Project Coordinator — MEA Range R 539 (new) Side Letter Implementation Upon approval of the City Council, the implementation date of this side letter agreement shall be determined to be the equivalent date of implementation as provided in the CPS Classification and Compensation Study (the pay period following June 4, 2007) as approved by the City of Huntington Beach City Council on August 20, 2007. The parties agree that this side letter agreement fully and completely complies with Article I (B) — Term of MOU and that no other MEA classifications are subject to the terms and conditions of this side letter agreement. The parties agree that the classification study, this side letter agreement and the implementation thereof will not be subject to Personnel , Rule 19 — Grievance Procedure/Non-Disciplinary Matters nor Article XIV-Miscellaneous (A) — Grievance Arbitration or otherwise appealed either administratively or in a court of competent jurisdiction. The parties agree that the Association shall withdraw the Unfair Labor Practice charge (Case No. LA-CE-460-M) filed with the Public Employment Relations Board. REAFFIRMATION Except as specifically modified herein, all other terms and conditions of the MOU shall remain in full force and effect. (Signatures Continued) 07-1335.001 /38884 Side Letter Agreement Page 2 IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to be executed by and through their authorized officers on — LZ�-, 2009. For MEA: Gre o Daniel, Teamsters 911 -/0" �— �Kv.' 0 Judy Demers, MEA President Dated: iq / �610 q APPRO D AS TO FORM: Je ifer McG th, City Attorney AV q )q, Dated: C�) , 0--y 07-1335.001 / 38884 Resolution No. 2009-57 TITLE: ENGINEERING TECHNICIAN PERSONNEL COMMISSION APPROVAL: 09/16/09 COUNCIL APPROVAL: 10/05/09 JOB CODE: 0180 EMPLOYMENT STATUS: REGULAR FULL-TIME UNIT REPRESENTATION: MEA FLSA STATUS: NON-EXEMPT JOB SUMMARY Under general supervision, performs a variety of paraprofessional engineering office and field duties in support of professional engineering staff, involving drafting, basic design and construction drawing of public works facilities, review and issuance of special permits, engineering plan review, and field surveying and inspection; reviews building permits in the City's computerized permit system; researches engineering topics and prepares basic engineering calculations; provides technical advice to the public; coordinates plan submittals; maintains plan files and engineering records; prepares reports; and performs related work as required. Receives general supervision from assigned supervisory or management personnel. Exercises no direct supervision over staff. May provide some direction, guidance, and training to other staff on a project- or as -needed basis. DISTINGUISHING CHARACTERISTICS This is the journey -level class in the engineering technical support series with responsibilities spanning the entire spectrum of paraprofessional engineering functions, including independent responsibilities for projects and support programs. Incumbents apply paraprofessional engineering knowledge and skills to complete assignments in engineering, mapping, surveying, field inspections of construction projects, and preparation of drawings, specifications, plans, and estimates. The work requires public contact, the frequent use of tact and judgment, thorough knowledge of departmental operations, and ability to conduct independent projects and programs. This is a broad classification and incumbents may specialize in drafting/design, permit review and issuance, field inspection and surveying, and/or may serve as a generalist. This class is distinguished from the Senior Engineering Technician in that the latter exercises technical and functional direction over lower -level staff and/or performs complex and specialized paraprofessional engineering functions that require additional knowledge, skills, abilities, and experience. EXAMPLES OF ESSENTIAL DUTIES Prepares or assists in the preparation of and/or interprets specifications, plans, designs, drawings, estimates, and reports pertaining to the construction, maintenance, and operation of a variety of engineering, land development, utility, and other capital Page 1 of 5 Resolution No. 2009-57 TITLE: ENGINEERING TECHNICIAN improvement projects, including conducting a variety of field surveys for creation of sidewalks, curbs, street striping, and utility lines, collecting all pertinent information to create useful maps and evaluating building plans for compliance with public works standards. • Utilizes Computer -Aided Drafting software to create and modify engineering drawings, sketches, plot plans, site lay -outs, topographic maps, improvement plans, and illustrative graphics, such as charts, illustrations, graphs for reports, drawings for design manuals, and other projects. • Prepares preliminary and final designs from field notes and data files, drawings, profiles, and cross sections; calculates areas/volumes and performs other necessary mathematical computations, including project cost estimating. • Performs field, office, and computer -aided studies and prepares periodic and special reports based on findings from research, studies, and surveys; and makes recommendations on findings. • Receives, tags, logs, and reviews submitted engineering plans, maps, and related documents for plan check; checks calculations used in designs and estimates; distributes plans to other departments as appropriate; tracks status of plan checks and original documents; files plans; researches, reviews, and interprets plans for developers, engineers, contractors, and the public. • Reviews permit requests, bids, legal descriptions, plans and specifications submitted by private contracting firms for completeness and ensures conformance with established ordinance codes, standard plans, Public Works policies, criteria, standards and specifications, engineering principles, and conditions of approval; reviews and/or issues a variety of permits, including encroachment and Harbor and dock permits; performs plan check, reviews building applications for conditions that trigger Public Works requirements, conducts field review for permits, and modifies designs as necessary before issuing permits; writes permit fee letters and issues receipts. • Assists in the design, development, and maintenance of the City's computerized permit database system; assists with testing and modification of the system; may train or instruct other staff in the use of the database system. • Develops applications for grant funding by preparing cost estimates and other support documentation; may assist in accounting for grant funds, prepares billing statements for the appropriate agencies. Receives and responds to information requests from the public, consultants, engineering firms, developers, title companies, inspectors, and staff for base maps, parcel maps and improvement plan information, encroachment permits, benchmarks, copies of maps and other geographical data, soils reports, as-builts, and street improvements; retrieves plans, reports, permits, and files as necessary to comply with requests; responds to complaints from the public and resolves conflicts between owners, contractors, developers, utility companies, and others. Page 2 of 5 Resolution No. 2009-57 TITLE: ENGINEERING TECHNICIAN • Maintains engineering files, including plans, permits, inspections, surveys, maps, studies, and other data related to engineering projects; prepares, updates, reproduces, and distributes maps, drawings, blueprints, and other information. • Enters and maintains a wide variety of engineering data in the appropriate computerized databases and tracking systems; may process or reformat data as needed, such as property addresses and storm/sanitary sewer lines; perform quality control of data entered; performs basic analysis as needed. • Maintains and updates department records, tracking lists, permit records, and files of engineering plans, including grading, encroachments, improvements, storm drain, landscaping, and final maps. • Performs other duties as assigned. The preceding duties have been provided as examples of the essential types of work performed by positions within this job classification. The City, at its discretion, may add, modify, change or rescind work assignments as needed. KNOWLEDGE, SKILLS AND ABILITIES Knowledge of: • Modern civil engineering principles, practices, and methods applicable to office and fieldwork involving the design, construction, and maintenance of public works projects. • Engineering plan types, review practices, and permit filing and approval procedures. • Principles and practices of technical civil engineering drafting and surveying support. • Drafting and surveying equipment, computers, principles, problems, techniques, and practices. • Basic cartography concepts and standards. • Applicable Federal, State, and local laws, codes, and regulations. • Technical engineering mathematics. • Technical report writing practices and procedures. • Record keeping principles and procedures. • Modern office practices, methods and computer equipment. • Computer applications related to the work including specialized software such as computer -aided drafting application and permit tracking databases and systems. • English usage, grammar, spelling, vocabulary, and punctuation. • Techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors and City staff. Page 3 of 5 Resolution No. 2009-57 TITLE: ENGINEERING TECHNICIAN Ability to: • Prepare a variety of plans, specifications, maps, graphic materials, cost estimates, and technical engineering reports. • Prepare and modify engineering drawings, topographic maps, improvement plans, and illustrative graphics using Computer -Assisted Drafting (CAD) software. • Perform responsible technical engineering support work with accuracy and speed. • Read and interpret engineering plans, technical drawings, specifications, and subdivision maps. • Perform basic engineering design under professional engineering supervision. • Make mathematical calculations and accurate engineering computations. • Make and record accurate field engineering observations. • Use engineering, drafting and surveying instruments and equipment. • Prepare clear and concise reports, correspondence, policies, procedures, and other written materials. • Apply technical research methodologies and write technical reports. • Organize and prioritize a variety of projects and multiple tasks in an effective and timely manner; organize own work, set priorities, and meet critical time deadlines. • Operate modern office equipment including computer equipment and specialized software applications programs. • Use English effectively to communicate in person, over the telephone, and in writing. • Use tact, initiative, prudence, and independent judgment within general policy, procedural, and legal guidelines. • Establish, maintain, and foster positive and harmonious working relationships with those contacted in the course of work. MINIMUM QUALIFICATIONS Any combination of education, training, and experience that would likely provide the knowledge, skills, and abilities to successfully perform in the position is qualifying. A typical combination includes: Education: Equivalent to completion of twelfth (12th) grade supplemented by college level coursework in civil engineering, drafting, surveying, mathematics, or related field. An Associate of Science degree in an engineering -related field as outlined above is preferred. Experience: Three (3) years of paraprofessional civil engineering. Page 4 of 5 Resolution No. 2009-57 TITLE: ENGINEERING TECHNICIAN Certifications/License: Due to performance of field duties that require operation of a motor vehicle, a valid California Class C Driver's License and an acceptable driving record are required by time of appointment. PHYSICAL TASKS AND ENVIRONMENTAL CONDITIONS —Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; to operate a motor vehicle; and to visit and inspect various City development sites; vision to read printed materials and a computer screen; and hearing and speech to communicate in person, before groups, and over the telephone. This is primarily a sedentary office classification, although the job involves field inspection work requiring frequent walking at inspection sites to monitor performance and to identify problems or hazards; standing in work areas and walking between work areas may be required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects weighing up to 40 pounds. Employees work in an office environment with moderate noise levels and controlled temperature conditions; but may occasionally be exposed to loud noise levels, cold and hot temperatures, inclement weather conditions, road hazards, vibration, mechanical and/or electrical hazards, and hazardous physical substances and fumes. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures. Reasonable accommodation(s) for an individual with a qualified disability will be considered on a case -by -case basis. Est. Dec. 2001 Rev. Sept. 2009 Page 5 of 5 Resolution No. 2009-57 PERSONNEL COMMISSION APPROVAL: 09/16/09 COUNCIL APPROVAL: 10/05/09 JOB CODE: 0586 EMPLOYMENT STATUS: REGULAR FULL-TIME UNIT REPRESENTATION: MEA FLSA STATUS: NON-EXEMPT JOB SUMMARY Under general supervision, performs a variety of complex and specialized paraprofessional engineering office and field duties in support of professional engineering staff, involving drafting, design and construction drawing of public works facilities, review and issuance of special permits, engineering plan review, and field surveying and inspection; reviews building permits in the City's computerized permit system; researches engineering topics and prepares basic engineering calculations; provides technical advice to the public; coordinates plan submittals; maintains plan files and engineering records; prepares reports; performs a variety of specialized engineering -related activities; and performs related work as required. Receives general supervision from assigned supervisory or management personnel. Exercises no direct supervision over staff. May exercise technical and functional direction over and provide training to lower -level staff; may oversee contractors and consultants. DISTINGUISHING CHARACTERISTICS This is the advanced journey -level class in the engineering technical support series with responsibilities spanning the entire spectrum of paraprofessional engineering functions, including coordination responsibilities for projects and support programs in addition to performing complex and specialized engineering -related activities. Incumbents apply advanced paraprofessional engineering knowledge and skills to complete assignments in engineering, mapping, surveying, inspections of construction projects, conducting surveys, and preparation of designs, drawings, specifications, plans, and estimates. The work requires public contact, the frequent use of tact and judgment, good knowledge of departmental operations, and the ability to coordinate independent projects and programs. This class is distinguished from the professional engineering series in that the latter requires a four-year college degree and/or engineering licenses/certifications and performs professional engineering work. EXAMPLES OF ESSENTIAL DUTIES When performing journey -level Engineering Technician assignments: • Prepares or assists in the preparation of and/or interprets specifications, plans, designs, drawings, estimates, and reports pertaining to the construction, maintenance, and operation of a variety of engineering, land development, utility, and other capital improvement projects, including conducting a variety of field surveys for creation of sidewalks, curbs, street striping, and utility lines, collecting all pertinent information to Page 1 of 6 Resolution No. 2009-57 create useful maps and evaluating building plans for compliance with public works standards. • Utilizes Computer -Aided Drafting software to create and modify engineering drawings, sketches, plot plans, site lay -outs, topographic maps, improvement plans, and illustrative graphics, such as charts, illustrations, graphs for reports, drawings for design manuals, and other projects. • Prepares preliminary and final designs from field notes and data files, drawings, profiles, and cross sections; calculates areas/volumes and performs other necessary mathematical computations, including project cost estimating. • Performs field, office, and computer -aided studies and prepares periodic and special reports based on findings from research, studies, and surveys; and makes recommendations on findings. • Receives, tags, logs, and reviews submitted engineering plans, maps, and related documents for plan check; checks calculations used in designs and estimates; distributes plans to other departments as appropriate; tracks status of plan checks and original documents; files plans; researches, reviews, and interprets plans for developers, engineers, contractors, and the public. • Reviews permit requests, bids, legal descriptions, plans and specifications submitted by private contracting firms for completeness and ensures conformance with established ordinance codes, standard plans, Public Works policies, criteria, standards and specifications, engineering principles, and conditions of approval; reviews and/or issues a variety of permits, including encroachment and Harbor and dock permits; performs plan check, reviews building applications for conditions that trigger Public Works requirements, conducts field review for permits, and modifies designs as necessary before issuing permits; writes permit fee letters and issues receipts. • Assists in the design, development, and maintenance of the City's computerized permit database system; assists with testing and modification of the system; may train or instruct other staff in the use of the database system. • Develops applications for grant funding by preparing cost estimates and other support documentation; may assist in accounting for grant funds, prepares billing statements for the appropriate agencies. Receives and responds to information requests from the public, consultants, engineering firms, developers, title companies, inspectors, and staff for base maps, parcel maps and improvement plan information, encroachment permits, benchmarks, copies of maps and other geographical data, soils reports, as-builts, and street improvements; retrieves plans, reports, permits, and files as necessary to comply with requests; responds to complaints from the public and resolves conflicts between owners, contractors, developers, utility companies, and others. • Maintains engineering files, including plans, permits, inspections, surveys, maps, studies, and other data related to engineering projects; prepares, updates, reproduces, and distributes maps, drawings, blueprints, and other information. Page 2 of 6 Resolution No. 2009-57 TITLE: SENIOR ENGINEERING TECHNICIAN ®1® • Enters and maintains a wide variety of engineering data in the appropriate computerized databases and tracking systems; may process or reformat data as needed, such as property addresses and storm/sanitary sewer lines; perform quality control of data entered; performs basic analysis as needed. Maintains and updates department records, tracking lists, permit records, and files of engineering plans, including grading, encroachments, improvements, storm drain, landscaping, and final maps. • Performs other duties as assigned. In addition to the above, the Senior Engineering Technician performs specialized duties, such as: • Recommends and assists in the implementation of goals, objectives, policies, procedures, and work standards for the assigned department and/or division, including recommending improvements. • May provide technical and functional direction to other employees; reviews and controls quality of work; performs the most complex duties assigned to the division. • May train other employees in work principles, practices, methods, policies, procedures, and applicable Federal, State, and local laws, rules, and regulations. • Coordinates and oversees special permit programs, such as the issuance of Harbor permits, truck overload permits, and issuing permits to utility companies, which includes plan checking, field review, collecting fees, and overall permit tracking. • Interprets, applies, explains, and ensures compliance with existing Federal, State, and local laws, codes, ordinances, rules, and regulations. • Acts as a liaison between private developers, engineers, architects, and City staff and ensures that all necessary steps are taken to complete projects and obtain final sign -off. • Maintains a wide variety of public works and engineering related databases; designs, codes, and implements new database software; codes modifications in existing databases to comply with and/or meet the department's or division's changing needs. • Assists the department with developing and implementing other computerized systems and tracking applications, such as the document imaging software; develops specifications, evaluates vendors, researches and recommends equipment and services; develops system testing and operating policies and procedures; coordinates and evaluates the work performed by vendors and consultants. • Coordinates grant reimbursements; assembles project payment and compliance information to prepare grant reimbursement invoices that comply with and meet legal auditing requirements and submittal deadlines to ensure that the department continues receiving grant funds. The preceding duties have been provided as examples of the essential types of work performed by positions within this job classification. The City, at its discretion, may add, modify, change or rescind work assignments as needed. Page 3 of 6 Resolution No. 2009-57 KNOWLEDGE, SKILLS AND ABILITIES: Knowledge of: • Basic principles of supervision and training. • Modern civil engineering principles, practices, and methods applicable to office and fieldwork involving the design, construction, and maintenance of public works projects. • Engineering plan types, review practices, and permit filing and approval procedures. • Principles and practices of technical civil engineering drafting and surveying support. • Drafting and surveying equipment, computers, principles, problems, techniques, and practices. • Basic cartography concepts and standards. • Applicable Federal, State, and local laws, codes, and regulations. • Technical engineering mathematics. • Technical report writing practices and procedures. • Record keeping principles and procedures. • Modern office practices, methods and computer equipment. • Computer applications related to the work, including specialized software such as computer -aided drafting application and permit tracking databases and systems. • English usage, grammar, spelling, vocabulary, and punctuation. • Techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors and City staff. Ability to: • Plan, schedule, assign, and oversee activities of staff; train staff in work procedures. • Prepare a variety of plans, specifications, maps, graphic materials, cost estimates, and technical engineering reports. • Prepare and modify engineering drawings, topographic maps, improvement plans, and illustrative graphics using Computer -Assisted Drafting (CAD) software. • Perform responsible technical engineering support work with accuracy and speed. • Read and interpret engineering plans, technical drawings, specifications, and subdivision maps. • Perform basic engineering design under professional engineering supervision. • Make mathematical calculations and accurate engineering computations. • Make and record accurate field engineering observations. • Use engineering, drafting and surveying instruments and equipment. Page 4 of 6 Resolution No. 2009-57 • Prepare clear and concise reports, correspondence, policies, procedures, and other written materials. • Apply technical research methodologies and write technical reports. • Organize and prioritize a variety of projects and multiple tasks in an effective and timely manner; organize own work, set priorities, and meet critical time deadlines. • Operate modern office equipment including computer equipment and specialized software applications programs. • Use English effectively to communicate in person, over the telephone, and in writing. • Use tact, initiative, prudence, and independent judgment within general policy, procedural, and legal guidelines. • Establish, maintain, and foster positive and harmonious working relationships with those contacted in the course of work. MINIMUM QUALIFICATIONS Any combination of education, training, and experience that would likely provide the knowledge, skills, and abilities to successfully perform in the position is qualifying. A typical combination includes: Education: Equivalent to completion of the twelfth (12th) grade supplemented by college -level coursework in civil engineering, drafting, surveying, mathematics, or related field. An Associate of Science degree in an engineering -related field as outlined above is preferred. Experience: Five (5) years of paraprofessional civil engineering experience. Certifications/License: Due to the performance of field duties that require operation of a motor vehicle, a valid California Class C Driver's License and an acceptable driving record are required by time of appointment. PHYSICAL TASKS AND ENVIRONMENTAL CONDITIONS Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; to operate a motor vehicle; and to visit and inspect various City development sites; vision to read printed materials and a computer screen; and hearing and speech to communicate in person, before groups, and over the telephone. This is primarily a sedentary office classification, although the job involves field inspection work requiring frequent walking at inspection sites to monitor performance and to identify problems or hazards; standing in work areas and walking between work areas may be required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects weighing up to 40 pounds. Employees work in an office environment with moderate noise levels and controlled temperature conditions; but may occasionally be exposed to loud noise levels, cold and hot temperatures, inclement weather conditions, road hazards, vibration, mechanical and/or electrical hazards, and hazardous physical substances and fumes. Employees may interact with upset staff and/or Page 5 of 6 Resolution No. 2009-57 public and private representatives in interpreting and enforcing departmental policies and procedures. Reasonable accommodations) for an individual with a qualified disability will be considered on a case -by -case basis. Est Sept. 2009 Page 6 of 6 Resolution No. 2009-57 PERSONNEL COMMISSION APPROVAL: COUNCIL APPROVAL: JOB CODE: EMPLOYMENT STATUS: UNIT REPRESENTATION: FLSA STATUS: JOB SUMMARY 09/16/09 10/05/09 0687 REGULAR FULL-TIME MEA NON-EXEMPT Under general supervision, oversees and coordinates basic to moderately complex public works and capital improvement construction projects for the Public Works Department; ensures that all contract document and correspondence is in place before construction begins; schedules and coordinates pre -construction meetings; inspects job sites for compliance with City, Public Works, and project plans, standards, and specifications; provides support to Contract Administrators in the preparation and coordination of various contract documents and activities; and performs related work as required. Receives general supervision from the Construction Manager. Exercises no direct supervision over staff. May provide some guidance, information and training to other staff or outside consultants on a project- or as -needed basis. DISTINGUISHING CHARACTERISTICS This is a journey level class that performs a variety of construction project coordination duties and activities related to City public works and capital improvement projects and developments to ensure safety and conformance with project plans and specifications. Responsibilities include working closely with City engineering and operations staff, developers and contractors to effect project modifications and address field contingencies. The work requires public contact, the frequent use of tact and judgment, thorough knowledge of departmental operations, and the ability to conduct independent projects and programs. This class is distinguished from the professional engineering classifications in that the latter perform design and plan review work requiring specific training in an engineering discipline. This class is further distinguished from Contract Administrator in that the latter performs project management duties and activities for larger and more complex capital improvement projects that require additional knowledge of and skill in various engineering disciplines. EXAMPLES OF ESSENTIAL DUTIES • Performs a wide variety of duties and activities in the preparation and coordination of construction project contracts, including issuing letters of award to Page 1 of 5 Resolution No. 2009-57 i TITLE: CONSTRUCTION PROJECT COORDINATOR various contractors, obtaining certificates of insurance, project bonds, and other pertinent documentation, and ensuring that contracts are properly executed by contractors and the City; prepares all necessary correspondence to contractors. • Coordinates public works and capital improvement construction projects and day- to-day construction activities to ensure compliance with plans and specifications; evaluates change orders and resolves problems. • Prepares material requisitions necessary for project funding and sets up accounting procedures for each project as appropriate. • Schedules and coordinates pre -construction meetings with contractors, engineers, architects, utility companies, consultants, City staff, and various other parties prior to beginning each project to discuss conceptual designs, schedules, budgets, and scopes of work. • Assists contractors in obtaining required City building permits, copies of State licenses, business licenses, and traffic control sketches as necessary; coordinates traffic control plans with contractors and traffic engineering staff. • Secures copies of work schedules, haul routes, after -hour emergency contact lists, storm water pollution prevention plans, underground alert identification numbers, CalTRANS permits, County permits, shop submittal approvals, and a variety of other pertinent documentation required for construction. • Reviews design plans and specifications for accuracy, completeness and conformance with applicable Federal, State, and City codes and regulations; participates in project design meetings and reviews plans, specifications and engineering drawings for conformance with applicable codes; prepares and makes recommendations for revisions and/or improvements to construction plans and specifications. Assists with field inspections during all phases of construction projects for conformance with approved plans, specifications, contract provisions, and safe work practices in accordance with all applicable laws, codes, and regulations; measures, documents, videos, and photographs various components of each project to document workmanship and status of completion; works with building and construction inspectors to ensure and control the quality and quantity of materials used; reviews various test results and soil reports from material labs for compliance; reviews alternate materials submittals from contractors. Prepares bid specifications and contract documents, project budgets and cost estimates, and reviews bids submitted; assists in bid opening as needed; assists in contract negotiations. Prepares daily project progress reports and project review meeting reports; coordinates workflow and prepares and maintains comprehensive technical Page 2 of 5 Resolution No. 2009-57 documentation; sets up necessary funding and accounting; reviews change orders, progress payments, or other disbursements; closes -out project upon completion and prepares and files notices of completion with the County. • Prepares and obtains cost estimates, reviews bids, provides advice to City staff for contractor selection, prepares contract documents, reviews and prepares change orders, and prepares progress payments related to tenant improvement projects. • Receives and responds to information requests from the public, consultants, engineering firms, developers, title companies, inspectors, and staff; retrieves plans, reports, permits, and files as necessary to comply with requests; responds to complaints from the public and resolves conflicts between owners, contractors, developers,. utility companies, and others. • Performs other related duties as assigned. The preceding duties have been provided as examples of the essential types of work performed by positions within this job classification. The City, at its discretion, may add, modify, change or rescind work assignments as needed. KNOWLEDGE, SKILLS AND ABILITIES: Knowledge of: • Principles, practices, methods, materials, equipment, and safety requirements of public works and capital improvement construction projects. • Materials, methods, principles and practices used in construction, including encroachment, grading, landscaping, traffic control, water quality, and public safety. • Basic technical principles and practices of engineering design, specification, and cost estimate preparation. • Engineering plan types, review practices, and permit filing and approval procedures. • Applicable Federal, State, and local laws, codes, and regulations. • Materials sampling, testing, and estimating procedures. • Mathematical principles including algebra, geometry, and trigonometry. • Occupational hazards and standard safety practices necessary in the area of construction inspection. • Modern office practices, methods, and computer equipment. • Principles and procedures of record keeping. Page 3 of 5 Resolution No. 2009-57 • Computer applications related to the work. • English usage, grammar, spelling, vocabulary, and punctuation. • Techniques for effectively representing the City in contacts with contractors, engineers, architects, governmental agencies, community groups and various professional, regulatory, and legislative organizations. • Techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors and City staff. Ability to: • Interpret, apply, and explain applicable Federal, State, and local laws, regulations, codes and policies governing public works infrastructure and capital improvement construction. • Perform field review and assist with construction inspections, detect and locate faulty materials and workmanship, and determine the stage of construction during which defects are most easily found and remedied. • Review and analyze construction plans, specifications, maps and blueprints for conformance with City and public works standards and policies. • Review and authorize change orders within specific procedural guidelines. • Coordinate and deal tactfully with contractors, engineers and property owners. • Respond to complaints or inquiries from the public, staff, and outside organizations. • Make mathematical calculations and accurate computations. • Make and record accurate field observations. • Prepare clear and concise reports, correspondence, policies, procedures, and other written materials. • Organize and prioritize a variety of projects and multiple tasks in an effective and timely manner; organize own work, set priorities, and meet critical time deadlines. • Operate modern office equipment including computer equipment and software applications. • Use English effectively to communicate in person, over the telephone, and in writing. • Use tact, initiative, prudence, and independent judgment within general policy, procedural, and legal guidelines. Page 4 of 5 Resolution No. 2009-57 • Establish, maintain, and foster positive and harmonious working relationships with those contacted in the course of work. MINIMUM QUALIFICATIONS Any combination of education, training, and experience that would likely provide the knowledge, skills, and abilities to successfully perform in the position is qualifying. A typical combination includes: Education: Equivalent to completion of the twelfth (12th) grade supplemented by college -level coursework in construction management, civil engineering, surveying, mathematics, or related field. An Associate of Science degree in construction management and/or an engineering -related field as outlined above is preferred. Experience: One (1) to three (3) years of construction project coordination experience. Certifications/License: Due to the performance of field duties that require operation of a motor vehicle, a valid California Class C Driver's License and an acceptable driving record are required by time of appointment. PHYSICAL TASKS AND ENVIRONMENTAL CONDITIONS Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; to operate a motor vehicle; and to visit and inspect various City development sites, including traversing uneven terrain, climbing ladders, stairs, and other temporary or construction access points; vision to read printed materials and a computer. screen; and hearing and speech to communicate in person, before groups, and over the telephone. The job involves field inspection work requiring frequent walking at inspection sites to monitor performance and to identify problems or hazards; standing in work areas and walking between work areas may be required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects weighing up to 40 pounds. Employees partly work in the office and partly in the field and are exposed to loud noise levels, cold and hot temperatures, inclement weather conditions, road hazards, mechanical and/or electrical hazards, and hazardous physical substances and fumes. Employees may interact with upset staff and/or public and private representatives and contractors in interpreting and enforcing departmental policies and procedures. Reasonable accommodation(s) for an individual with a qualified disability will be considered on a case -by -case basis. Est. Sept. 2009 Page 5 of 5 Res. No. 2009-57 STATE OF CALIFORNIA COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) I, JOAN L. FLYNN the duly elected, qualified City Clerk of the City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby certify that the whole number of members of the City Council of the City of Huntington Beach is seven; that the foregoing resolution was passed and adopted by the affirmative vote of at least a majority of all the members of said City Council at a regular meeting thereof held on October 5, 2009 by the following vote: AYES: Carchio, Dwyer, Green, Bohr, Coerper, Hansen NOES: None ABSENT: Hardy ABSTAIN: None Qo�n)- 45�1-j � Cit Jerk and ex-officio &6rk of the City Council of the City of Huntington Beach, California ATTACHMENT 2 CITY OF HUNTINGTON BEACH INTER -DEPARTMENTAL COMMUNICATION HUMAN RESOURCES TO: PERSONNEL COMMISSION FROM: MICHELE CARR, DIRECTOR OF HUMAN RESOURCES SUBJECT: MODIFICATION OF MUNICIPAL EMPLOYEES ASSOCIATION POSITION IN THE PUBLIC WORKS DEPARTMENT: ENGINEERING TECHNICAN DATE: SEPTEMBER 16, 2009 In July 2007, the .Personnel Commission took action to amend the City of Huntington Beach Classification plan as a result of a (limited) classification and compensation study conducted by CPS (Cooperative Personnel Services). Cooperative Personnel Services (CPS) was retained to perform a classification and compensation study. The goal of the study was to determine whether positions were appropriately classified, to update classification specifications and to conduct a base salary analysis of selected benchmark classifications. The City and the Municipal Employees Association (MEA) mutually agreed to carve -out the classification of Engineering Technician from the CPS study. The parties'agreed to review the Engineering Technician classification separately and to implement any agreed upon changes in a manner similar to that employed for positions adjusted as part of the CPS review. After an appropriate period of review and evaluation, including meet and confer, the parties have agreed to three items: • Modification of the Engineering Technician job classification ■ Establishment of the job classification of Senior Engineering Technician ■ Establishment of the job classification of Construction Project Coordinator The modifications to the Engineering Technician job description are material and have the effect of partially changing the fundamental scope of work to be performed. The proposed changes address the appropriate knowledge, skills, abilities, scope of duties, and responsibilities most appropriate and inherent to the requirements of the job going forward. The compensation is also being revised due to material changes to the classification. The City and MEA have met and conferred regarding the recommended changes to these classifications. The recommended classification changes are a result of the department's review and the meet and confer process. CLASSIFICATION RESULTS` Position Title Recommended Job Class Action Engineering Technician Engineering Technician Modify Based on market considerations, the recommended base salary range for the modified Engineering Technician Job Class is set at *R-499 ($4,553 - $5,640). *Per implementation agreement date of June 4, 2007. Affected Employees: None — all incumbents in this classification are recommended to be re-classified to other job classes At this time staff requests the Personnel Commission to approve staff's recommendations in accordance with Personnel Rule 12 regarding amendments to the City's Classification Plan. Recommendation: Approve the modified class specification. Attachments: Job Specifications — Engineering Technician Cc: Gregorio Daniel, Teamsters Representative Judy Demers, MEA President TO: PERSONNEL COMMISSION FROM: MICHELE CARR, DIRECTOR OF HUMAN RESOURCES SUBJECT: RECLASSIFICATION OF MUNICIPAL EMPLOYEES ASSOCIATION POSITIONS IN THE PUBLIC WORKS DEPARTMENT: SENIOR ENGINEERING TECHNICIAN DATE: SEPTEMBER 16, 2009 In July 2007, the Personnel Commission took action to amend the City of Huntington Beach Classification plan as a result of a (limited) classification and compensation study conducted by CPS (Cooperative Personnel Services). Cooperative Personnel Services (CPS) was retained to perform a classification and compensation study. The goal of the study was to determine whether positions were appropriately classified, to update classification specifications and to conduct a base salary analysis of selected benchmark classifications. The City and the Municipal Employees Association (MEA) mutually agreed to carve -out the classification of Engineering Technician from the CPS study. The parties agreed to review the Engineering Technician classification separately and to implement any agreed upon changes in a manner similar to that employed for positions adjusted as part of the CPS review. After an .appropriate period of review and evaluation, including meet and confer, the parties have agreed to three items: • Modification of the Engineering Technician job classification • Establishment of the job classification of Senior Engineering Technician • Establishment of the job classification of Construction Project Coordinator The establishment of the position of Senior Engineering Technician was required to highlight the material aspects of the job duties that are significantly different than that of Engineering Technician and have the effect of changing the fundamental scope of work to be performed. The proposed new classification addresses the appropriate knowledge, skills, abilities, scope of duties and responsibilities most appropriate and inherent to the requirements of the job going forward. The City and MEA have met and conferred regarding the recommended changes to these classifications. The recommended classification changes are a result of the department's review and the meet and confer process. CLASSIFICATION RESULTS Position Title Recommended Job Class Action Senior Engineering Technician Senior Engineering Technician Establish Job Class Based on internal alignment considerations, the recommended base salary range for the Senior Engineering Technician Job Class is set at *R-529 ($5,288 - $6,552). This is 15% above the range of Engineering Technician which is the benchmark class. *Per implementation agreement date of June 4, 2007. Affected Employees: Three (3) • Eric Powell • John Von Holle ■ Paul Whitely Reclassification Reclassification Reclassification At this time staff requests the Personnel Commission to approve staff's recommendations in accordance with Personnel Rule 12 regarding amendments to the City's Classification Plan. Recommendation: Approve the new class specification. Attachments: Job Specifications — Senior Engineering Technician Cc: Gregorio Daniel, Teamsters Representative Judy Demers, MEA.President CITY OF HUNTINGTON BEACH INTER -DEPARTMENTAL COMMUNICATION .` HUMAN RESOURCES TO: PERSONNEL COMMISSION FROM: MICHELE CARR, DIRECTOR OF HUMAN RESOURCES SUBJECT: RECLASSIFICATION OF MUNICIPAL EMPLOYEES ASSOCIATION POSITIONS IN THE PUBLIC WORKS DEPARTMENT: CONSTRUCTION PROJECT COORDINATOR DATE: SEPTEMBER 16, 2009 In July 2007, the Personnel Commission took action to amend the City of Huntington Beach Classification plan as a result of a (limited) classification and compensation study conducted by CPS (Cooperative Personnel Services). Cooperative Personnel Services (CPS) was retained to perform a classification and compensation study. The goal of the study was to determine whether positions were appropriately classified, to update classification specifications and to conduct a base salary analysis of selected benchmark classifications. The City and the Municipal Employees Association (MEA) mutually agreed to carve -out the classification of Engineering Technician from the CPS study. The parties agreed to review the Engineering Technician classification separately and to implement any agreed upon changes in a manner similar to that employed for positions adjusted as part of the CPS review. After an appropriate period of review and evaluation, including meet and confer, the parties have agreed to three items: © Modification of the Engineering Technician job classification ® Establishment of the job classification of Senior Engineering Technician Establishment of the job classification of Construction Project Coordinator The establishment of the position of Construction Project Coordinator was required to highlight the material aspects of the job duties that are significantly different than that of Engineering Technician and have the effect of changing the fundamental scope of work to be performed. The proposed new classification addresses the appropriate knowledge, skills, abilities, scope of duties and responsibilities most appropriate and inherent to the requirements of the job going forward. The City and MEA have met and conferred regarding the recommended changes to these classifications. The recommended classification changes are a result of the department's review and the meet and confer process. CLASSIFICATION RESULTS Position Title Recommended Job Class Action Construction Project Coordinator Construction Project Coordinator Establish Job Class Based on internal alignment considerations, the recommended base salary range for the Construction Project Coordinator Job Class is set at *R-539 ($5,560 - $6,887). This is 15% below the range of Contract Administrator which is the comparable senior classification. *Per implementation agreement date of June 4, 2007. Affected Employees: Three (3) ® Robert Martinez Reclassification At this time staff requests the Personnel Commission to approve staff's recommendations in accordance with Personnel Rule 12 regarding amendments to the City's Classification Plan. Recommendation: Approve the new class specification. Attachments: Job Specifications — Construction Project Coordinator Cc: Gregorio Daniel, Teamsters Representative Judy Demers, MEA President III AIR a ul =_ INITIATING DEPARTMENT: HUMAN RESOURCES SUBJECT: ADOPT A RESOLUTION AMENDING THE MUNICIPAL EMPLOYEES' ASSOCIATION (MEA) MOU BY ADOPTING A SIDELETTER OF AGREEMENT 4 COUNCIL MEETING DATE: 10/5/09 RCk'ATTAC. IVS STATUS Ordinance (w/exhibits & legislative draft if applicable) Attached ❑ Not Applicable ❑ Resolution (w/exhibits & legislative draft if applicable) Attached Not Applicable ❑ Tract Map, Location Map and/or other Exhibits Attached ❑ Not Applicable ❑ Contract/Agreement (w/exhibits if applicable) Attached (Signed in full by the City Attorney) Not Applicable ❑ Subleases, Third Party Agreements, etc. Attached ❑ (Approved as to form by City Attorney) Not Applicable ❑ Certificates of Insurance (Approved by the City Attorney) Attached ❑ Not Applicable ❑ Fiscal Impact Statement (Unbudgeted, over $5,000) Attached ❑ Not Applicable ❑ Bonds (If applicable) Attached t Applicable ❑ Staff Report (If applicable) Attached t Applicable El Commission, Board or Committee Report (If applicable) Attached ❑ Not Applicable ❑ Findings/Conditions for Approval and/or Denial Attached ❑ Not Applicable ❑ RCA Author: MICHELE CARR Resolution No. 2009-57 TITLE: ENGINEERING TECHNICIAN PERSONNEL COMMISSION APPROVAL COUNCIL APPROVAL: JOB CODE: EMPLOYMENT STATUS: UNIT REPRESENTATION: FLSA STATUS: JOB SUMMARY 09-16-09 PENDING 0180 REGULAR FULL-TIME MEA E£ NON-EXE Under general supervision, performs a variety of p duties in support of professional engineering _s' construction drawing of public works facilities, engineering plan review, and field surveying and City's computerized permit system; researches engineering calculations; provides technical advice maintains plan files and engineering records; prep; required. Receives general supervision from assigned no direct supervision over .staff"". May provii staff on a project- or as=neededibasis. This is the journey -level spanning the entire spec responsibilities'''for , proj engineering knowledg`i field inspections of con iraprofessional engineering office and field 3ff, involving drafting, basic .design and eview and _:issuance of special permits, nspection reviews building permits in the engirieerrng topics and prepares basic to the public; coordinates plan submittals; res reports, ';and performs related work as isory6p, anagement personnel. Exercises e direction, guidance, and training to other lass rn 7the engineering technical support series with responsibilities rum of paraprofessional engineering functions, including independent cts ah-d,,z, support programs. Incumbents apply paraprofessional id skills to`complete assignments in engineering, mapping, surveying, estimates; "The work requirE knowledge of"" ,departmental programs. This,is a broad permit review and,.issuance, This class is distinguished fri technical and functional direr paraprofessional engineering experience. n projects;; and preparation of drawings, specifications, plans, and public ,contact, the frequent use of tact and judgment, thorough operations, and ability to conduct independent projects and ;lass ification and incumbents may specialize in drafting/design, ield inspection and surveying, and/or may serve as a generalist. m the Senior Engineering Technician in that the latter exercises on over lower -level staff and/or performs complex and specialized functions that require additional knowledge, skills, abilities, and EXAMPLES OF ESSENTIAL DUTIES • Prepares or assists in the preparation of and/or interprets specifications, plans, designs, drawings, estimates, and reports pertaining to the construction, maintenance, and operation of a variety of engineering, land development, utility, and other capital Page 1 of 5 Resolution No. 2009-57 TITLE: ENGINEERING TECHNICIAN Sil lttJ �y improvement projects, including conducting a variety of field surveys for creation of sidewalks, curbs, street striping, and utility lines, collecting all pertinent information to create useful maps and evaluating building plans for compliance with public works standards. • Utilizes Computer -Aided Drafting software to create and modify engineering drawings, sketches, plot plans, site lay -outs, topographic maps, improvement plans, and illustrative graphics, such as charts, illustrations, graphs for reports, drawings for design manuals, and other projects. • Prepares preliminary and final designs from field notes and data files, drawings, profiles, and cross sections; calculates areas/volumes and performs other necessary mathematical computations, including project cost estimating. • Performs field, office, and computer -aided studies and prepares periodic and special reports based on findings from research, studies, and surveys and makes recommendations on findings. ;,,; • Receives, tags, logs, and reviews documents for plan check; check distributes plans to other departments as appropriate original documents; files plans; researches, reviews, a engineers, contractors, and the public. its;Vrdes perm submitted erig n s calculations' , ring plans, maps, and related d in designs and estimates; acks status of plan checks and interprets plans for developers, iptons, plansand specifications submitted by and ensures conformance with established is Works policies, criteria, standards and conditions of approval; reviews and/or issues ent;-and Harbor and dock permits; performs s- for conditions that trigger Public Works permits, and modifies designs as necessary ters and issues receipts. • Assists in the design development, and maintenance of the City's computerized permit database system assists with testing and modification of the system; may train or instruct other staff in the use of'the database system. • Develops:applications for grant funding by preparing cost estimates and other support documentation; may assist in accounting for grant funds, prepares billing statements for the appropriate, agencies. • Receives and responds to information requests from the public, consultants, engineering firms, developers, title companies, inspectors, and staff for base maps, parcel maps and improvement plan information, encroachment permits, benchmarks, copies of maps and other geographical data, soils reports, as-builts, and street improvements; retrieves plans, reports, permits, and files as necessary to comply with requests; responds to complaints from the public and resolves conflicts between owners, contractors, developers, utility companies, and others. Page 2 of 5 Resolution No. 2009-57 TITLE: ENGINEERING TECHNICIAN • Maintains engineering files, including plans, permits, inspections, surveys, maps, studies, and other data related to engineering projects; prepares, updates, reproduces, and distributes maps, drawings, blueprints, and other information. • Enters and maintains a wide variety of engineering data in the appropriate computerized databases and tracking systems; may process or reformat data as needed, such as property addresses and storm/sanitary sewer lines; perform, quality control of data entered; performs basic analysis as needed. • Maintains and updates department records, tracking lists, permit records, and files of engineering plans, including grading, encroachments improvements, storm drain, landscaping, and final maps. • Performs other duties as assigned. The preceding duties have been provided as examples of the essential types of work performed by positions within this job classification. The City -at its discretion, may add, modify, "change or rescind work assignments as needed. KNOWLEDGE, SKILLS AND ABILITIES Knowledge of: • Modern civil engineering principles, =practices, and methods` applicable to office and fieldwork involving the design, construction, and maintenance of public works projects. • Engineering plan types, review practices, and permit;filing and approval procedures. • Principles and practices oftechnical civil engineering drafting and surveying support. • Drafting and'sbrveying equipment, computers, principles, problems, techniques, and practices. • Basic cartography concepts and standards. • Applicable Federal; State 'and local laws, codes, and regulations. • Technical engineering mathermatics. • Technical report writ irig'' practices and procedures. • Record keeping principles and procedures. • Modern office practices, methods and computer equipment. • Computer applications related to the work, including specialized software such as computer -aided drafting application and permit tracking databases and systems. • English usage, grammar, spelling, vocabulary, and punctuation. • Techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors and City staff. Page 3 of 5 Resolution No. 2009-57 TITLE: ENGINEERING TECHNICIAN Ability to: • Prepare a variety of plans, specifications, maps, graphic materials, cost estimates, and technical engineering reports. • Prepare and modify engineering drawings, topographic maps, improvement plans, and illustrative graphics using Computer -Assisted Drafting (CAD) software. • Perform responsible technical engineering support work with acc�yuracy and speed. • Read and interpret engineering plans, technical drawings;: specifications, and subdivision 3Z maps. • Perform basic engineering design under professional engineering supervision. • Make mathematical calculations and accurate engineering computations.. • Make and record accurate field engineering observations. • Use engineering, drafting and surveying instruments and 'equipment. • Prepare clear and concise reports, correspondence,¢ policies, procedures, and other written materials.s • Apply technical research methodologies and write technical reports. • Organize and prioritize a variety of projects and multiple tasks in an effective and timely manner; organize own work, set priorities, and meet critical time deadlines. • Operate modern office equipment including computer equipment and specialized software applications programs. • Use English effectively to communicate in person, over the telephone, and in writing. .. • Use tact initiative; prudence and;;,jndependent judgment within general policy, procedural, acid legal guidelines. • Establish, maintainand foster positive and harmonious working relationships with those contacted in the course of work ll Any combination ;of education, #raining, and experience that would likely provide the knowledge, skills, and abilities t®; successfully perform in the position is qualifying. A typical combination includes. Education: Equivalent=to completion of twelfth (12th) grade supplemented by college level coursework in civil engineering, drafting, surveying, mathematics, or related field. An Associate of Science degree in an engineering -related field as outlined above is preferred. Experience: Three (3) years of paraprofessional civil engineering. Page 4 of 5 Resolution No. 2009-57 TITLE: ENGINEERING TECHNICIAN Certifications/License: Due to performance of field duties that require operation of a motor vehicle, a valid California Class C Driver's License and an acceptable driving record are required by time of appointment. PHYSICAL TASKS AND ENVIRONMENTAL CONDITIONS —Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; to operate a motor vehicle; and to visit and inspect various City development sites vision to read printed materials and a computer screen; and hearing and speech to communicate in person, before groups, and over the telephone. This is primarily a sedentaryoffice ;classification, although the job involves field inspection work requiring frequent walking at inspection sites to monitor performance and to identify problems or hazards; standing inr`work areas and walking between work areas may be required. Finger dexterity is neededto access, enter,,, and retrieve data using a computer keyboard or calculator and to operate standard office equfprrent. Positions in this classification occasionally bend, stoop, kneel, ;reach, push, and pull drawers :open and closed to retrieve and file information. Employees must possess the ability to hft; carry, push, and pull materials and objects weighing up to 40 pounds�,Al Employees work in an office environment with moderate noise conditions; but may occasionally be exposed to loud noise 1e inclement weather conditions, road hazards, vibration, mech and hazardous physical substances and fumes -Employees m public and private representatives in interpreting and enfo procedures. Reasonable accomm a case -by -case basis Est. Dec. 2001 Rev. Sept. 2009 individual.), with a q BIs and controlled temperature s, cold and hot temperatures, cal and/or electrical hazards, 4� - interact with upset staff and/or ig departmental policies and disability will be considered on Page 5 of 5 Resolution No. 2009-57 PERSONNEL COMMISSION APPROVAL: 9116/09 I COUNCIL APPROVAL: PENDING I) JOB CODE: EMPLOYMENT STATUS: UNIT REPRESENTATION: FLSA STATUS: JOB SUMMARY 0586 REGULAR FULL-TIME MEA NON-EXEM Under general supervision, performs a variety of cc engineering office and field duties in support of profess design and construction drawing of public works fa permits, engineering plan review, and field surveying -.a the City's computerized permit system; researches engineering calculations; provides technical advice tc maintains plan files and engineering records; prepares engineering -related activities; and performs: relates supervision from assigned supervisory; or manage supervision over staff. May exercise technical and fun to lower -level staff; may oyprsee;contractors a'nd const DISTINGUISHING This is the advanc responsibilities spa' including coordinati performing complex paraprofessional ""en TERISTICS mplex and specialized paraprofessional Tonal engineering staff; 'evolving drafting, cilities, review and issuance of special nd inspection; reviews building permits in engineering topics and prepares basic the'. public; coordinates plan submittals; reports; performs a variety of specialized work _ as required. Receives general ment personnel. Exercises no direct atonal direction over and provide training journey -level °;'class in the engineering technical support series with is the entire spectrum of paraprofessional engineering functions, and mapping, surveying, 'rasp of designs, drawings, spi the frequent use of tact ability to coordinate inde professional ,engineering engineering liceses/certi EXAMPLES OF ESSENI When performing jo isibilrties °for ,.projects and support programs in addition to alized engineering=related activities. Incumbents apply advanced knowledge and skills to complete assignments in engineering, is of construction projects, conducting surveys, and preparation ations;� ;plans, and estimates. The work requires public contact, udgment good knowledge of departmental operations, and the ant projects and programs. This class is distinguished from the s in that the latter requires a four-year college degree and/or ins and performs professional engineering work. DUTIES Engineering Technician assignments: Prepares or assists in the preparation of and/or interprets specifications, plans, designs, drawings, estimates, and reports pertaining to the construction, maintenance, and operation of a variety of engineering, land development, utility, and other capital improvement projects, including conducting a variety of field surveys for creation of sidewalks, curbs, street striping, and utility lines, collecting all pertinent information to Page 1 of 6 Resolution No. 2009-57 create useful maps and evaluating building plans for compliance with public works standards. • Utilizes Computer -Aided Drafting software to create and modifyengineering drawings, sketches, plot plans, site lay -outs, topographic maps, improvement plans, and illustrative graphics, such as charts, illustrations, graphs for reports, drawings for design manuals, and other projects. • Prepares preliminary and final designs from field notes and data files, drawings, profiles, te. and cross sections; calculates areas/volumes and, aperforms other necessary mathematical computations, including project cost estimating; • Performs field, office, and computer -aided studies,:::4and prepares periodic and special reports based on findings from research, studies, and,,surveys; and makes recommendations on findings. • Receives, tags, logs, and reviews subm' documents for plan check; checks calc distributes plans to other departments as original documents; files plans; researches, engineers, contractors, and the public. • Reviews permit requests, bids, Legal des private contracting firms for completeie ordinance codes, standard plant',,,,, Pu specifications, engieenng principles, an a variety of permits; including encroachmE plan check, reviews building applications requirements, =conducts field h review for pe before issuing permits; writes permit fee lettE "dengineering plans, Imaps, and related ations used in designs and estimates; Dropriate, tracks status of plaii checks and wiews,;and interprets plans for developers, ptions, plans and specifications submitted by nd ensures conformance with established Works policies, criteria, standards and ndition Hof approval; reviews and/or issues t and `Harbor and dock permits; performs for conditions that trigger Public Works mits, and modifies designs as necessary s and issues receipts. • Assists in the design, development, and maintenance of the City's computerized permit database system assists with testing' sand modification of the system; may train or instruct other staff in the use of the database system. :.: •� Develops applications for",grant funding by preparing cost estimates and other support documentation may;assist m accounting for grant funds, prepares billing statements for the appropriate agencies. • Receives and responds to information requests from the public, consultants, engineering firms, developers title companies, inspectors, and staff for base maps, parcel maps and improvement, plan information, encroachment permits, benchmarks, copies of maps and other geogra'phical4 data, soils reports, as-builts, and street improvements; retrieves plans, reports, permits, and files as necessary to comply with requests; responds to complaints from the public and resolves conflicts between owners, contractors, developers, utility companies, and others. • Maintains engineering files, including plans, permits, inspections, surveys, maps, studies, and other data related to engineering projects; prepares, updates, reproduces, and distributes maps, drawings, blueprints, and other information. Page 2 of 6 Resolution No. 2009-57 TITLE: SENIOR ENGINEERING TECHNICIAN • Enters and maintains a wide variety of engineering data in the appropriate computerized databases and tracking systems; may process or reformat data as needed, such as property addresses and storm/sanitary sewer lines; perform quality control of data entered, performs basic analysis as needed. • Maintains and updates department records, tracking lists, permit records, and files of engineering plans, including grading, encroachments, improvements, storm drain, landscaping, and final maps. • Performs other duties as assigned. In addition to the above, the Senior Engineering Techni such as: • Recommends and assists in the implei procedures, and work standards for the ass recommending improvements. • May provide technical and functional direcl quality of work; performs the most complex specialized duties, • May train other employees in work principles, practices, methods, policies, procedures, and applicable Federal, State, and local laws, rules, and regulations. • Coordinates and oversees special:, perry permits, truck overload permits, and';issu plan checking, field _review, collecting fee: • Interprets, applies, explains, :and ensure local laws, codes; ordinances; rules, and,; rams, inch as the issuance of Harbor nits to utality-companies, which includes iverall permit tracking. ompliance with existing Federal, State, and ulations. • Acts as a liaison, between: private developers, engineers, architects, and City staff and ensures that all necessary steps"-ar,,O-taken to"complete projects and obtain final sign -off. • Maintains,` a wide variety' of public works' and engineering related databases; designs, codes and implements_ new database software; codes modifications in existing databases to comply with and/or meet the department's or division's changing needs. • .Assists the department with 'developing and implementing other computerized systems and ,.tracking applications, such as the document imaging software; develops specifications, evaluates vendors, researches and recommends equipment and services; develops system testing and operating policies and procedures; coordinates and evaluates the work performed by vendors and consultants. • Coordinates grant reimbursements; assembles project payment and compliance information to prepare grant reimbursement invoices that comply with and meet legal auditing requirements and submittal deadlines to ensure that the department continues receiving grant funds. The preceding duties have been provided as examples of the essential types of work performed by positions within this job classification. The City, at its discretion, may add, modify, change or rescind work assignments as needed. Page 3 of 6 Resolution No. 2009-57 Page 4 of 6 Resolution No. 2009-57 ® Prepare clear and concise reports, correspondence, policies, procedures, and other written materials. • Apply technical research methodologies and write technical reports. • Organize and prioritize a variety of projects and multiple tasks in an effective and timely manner; organize own work, set priorities, and meet critical time deadlines. • Operate modern office equipment including computer software applications programs. • Use English effectively to communicate in person, ove • Use tact, initiative, prudence, and in procedural, and legal guidelines. • Establish, maintain, and foster positive and contacted in the course of work. $. . MINIMUM QUALIFICATIONS Any combination of education, training, and exper skills, and abilities to successfully perform in the includes:, Education: Equivalent to completion of coursework in civil engineering, drafting, of Science degree in an engineering-rela Experience: Five (5) Certifications/License:" Due to vehicle, a valid California Cla: required by time of appointment.. PHYSICAL -TASKS -AND `ENVIF nious working and specialized one, and in writing. in general policy, ips with those ;ould likely provide the knowledge, qualifying. A typical combination relfth,112t'') grade supplemented by college -level ymg rnathematics or related field. An Associate d as oiathned'above is preferred. ional civil"engineering experience. rmance�of field duties that require operation of a motor ,er's License and an acceptable driving record are Must possess mobility to. work in a standard office setting and use standard office equipment, including a computer #o,�operate a motor vehicle; and to visit and inspect various City development sites; vision to read "printed materials and a computer screen; and hearing and speech to_communicate in person, before groups, and over the telephone. This is primarily a sedentaryoffice classification,�although the job involves field inspection work requiring frequent walking at inspection sites to monitor performance and to identify problems or hazards; standing in work areas and walking between work areas may be required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects weighing up to 40 pounds. Employees work in an office environment with moderate noise levels and controlled temperature conditions; but may occasionally be exposed to loud noise levels, cold and hot temperatures, inclement weather conditions, road hazards, vibration, mechanical and/or electrical hazards, and hazardous physical substances and fumes. Employees may interact with upset staff and/or Page 5 of 6 Resolution No. 2009-57 TITLE: SENIOR ENGINEERING TECHNICIAN :'Surf pity public and private representatives in interpreting and enforcing departmental policies and procedures. Reasonable accommodation(s) for an individual with a qualified disability will be considered on a case -by -case basis. Est. Sept. 2009 Page 6 of 6 Resolution No. 2009-57 II PERSONNEL COUNCIL APPROVAL:F APPROVAL:PENDING II JOB CODE: EMPLOYMENT STATUS: UNIT REPRESENTATION: FLSA STATUS: JOB SUMMARY Under general supervision, oversees and public works and capital improvement co Department; ensures that all contract docurr construction begins; schedules and coordina sites for compliance with City, Public W specifications; provides support to ;Contra coordination of various contract documents.z required. 0587 REGULAR FULL-TIME MEA NON-EXEMPT. Receives general supervision from the- Constriction Manager. Exercises no direct supervision over staff I\%lay provide some guidance; mfomation and training to other staff or outside consultants on a project- or as=needed basis. DISTINGUISHING 1=1ARACTERISTICS This is a journey level ,class #fiat performs, a variety of construction project coordination duties and activities related to ­City public works and capital improvement projects and developments to erasure safety and conformance with project plans and specifications. Responsibilities mc1ude working closely with City engineering and operations staff, developers and contractors to ,, effect project modifications and address field contingencies. The work,requires public contact, the frequent use of tact and judgment, thorough' knowledge of departmental operations, and the ability to conduct independent projects and programs. This class is distinguished from the professional engineering classifications rn :that the latter perform design and plan review work requiring specific training in an engineering discipline. This class is further distinguished from Contract Administrator in that :the latter. performs project management duties and activities for larger and more complex capital improvement projects that require additional knowledge of and skill in various engineering disciplines. EXAMPLES OF ESSENTIAL DUTIES • Performs a wide variety of duties and activities in the preparation and coordination of construction project contracts, including issuing letters of award to Page 1 of 5 Resolution No. 2009-57 various contractors, obtaining certificates of insurance, project bonds, and other pertinent documentation, and ensuring that contracts_ are properly executed by contractors and the City; prepares all necessary correspondence to contractors. • Coordinates public works and capital improvement construction projects and day- to-day construction activities to ensure compliance with plans and specifications; evaluates change orders and resolves problems. • Prepares material requisitions necessary for project funding and sets up accounting procedures for each project as appropriate • Schedules and coordinates pre -constructions meetings with contractors, engineers, architects, utility companies, consultants, City -staff, and various other parties prior to beginning each project to discuss conceptualdesigns, schedules, budgets, and scopes of work. a, • Assists contractors in obtaining required City building permits, copies of State. licenses, business licenses, and traffic control` sketches asp necessary; coordinates traffic control plans with contractors;and traffic engineering staff. ana_specitications:. • Assists with 'field inspections during all phases of construction projects for conformance with approved,, plans, specifications, contract provisions, and safe work practices in :accordance with all applicable laws, codes, and regulations; measures, documents, videos, and photographs various components of each project =Io document workmanship and status of completion; works with building and construction inspectors to ensure and control the quality and quantity of materials used,reviews various test results and soil reports from material labs for compliance, reviews alternate materials submittals from contractors. • Prepares bid specifications and contract documents, project budgets and cost estimates, and reviews bids submitted; assists in bid opening as needed; assists in contract negotiations. ® Prepares daily project progress reports and project review meeting reports; coordinates workflow and prepares and maintains comprehensive technical Page 2 of 5 Resolution No. 2009-57 documentation; sets up necessary funding and accounting; reviews change orders, progress payments, or other disbursements; closes -out project upon completion and prepares and files notices of completion with the County. • Prepares and obtains cost estimates, reviews bids, provides advice to City staff for contractor selection, prepares contract documents, reviews and prepares change orders, and prepares progress payments related to tenant improvement projects. • Receives and responds to . information requests from the public, consultants, engineering firms, developers, title companies,mspectors, and staff; retrieves plans, reports, permits, and files as necessary to comply with requests; responds to complaints from the public and resolves conflicts between`owners, contractors, developers, utility companies, and others �y. • Performs other related duties as assianed' The preceding duties have been provided ass 4 performed by positions within this job classifical modify, change or rescind work assignments as Knowledge of: • Principles, pra public works a • Materials, me encroachment safety. • estim ods, of` "the essential types of work `City, at its discretion, may add, uipment, and safety requirements of action projects. ces used in construction, including is control, water quality, and public s of engineering design, specification, and • ., Engineering plan types, review practices, and permit filing and approval procedures. • Applicab,le Federal; State, and local laws, codes; and regulations. • Materials sampling; testing, and estimating procedures. • Mathematical.principles including algebra, geometry, and trigonometry. • Occupational hazards and standard safety practices necessary in the area of construction inspection. • Modern office practices, methods, and computer equipment. • Principles and procedures of record keeping. Page 3 of 5 Resolution No. 2009-57 • Makeand.record'accurate field observations. *P11111111 Prepare cleA*d concise reports, correspondence, policies, procedures, and er written materials. • Organize and prioritize a variety of projects and multiple tasks in an effective and timely manner; organize own work, set priorities, and meet critical time deadlines. • Operate modern office equipment including computer equipment and software applications. • Use English effectively to communicate in person, over the telephone, and in writing. • Use tact, initiative, prudence, and independent judgment within general policy, procedural, and legal guidelines. Page 4 of 5 Resolution No. 2009-57 TITLE: CONSTRUCTION PROJECT COORDINATOR • Establish, maintain, and foster positive and harmonious working relationships with those contacted in the course of work. MINIMUM QUALIFICATIONS Any combination of education, training, and experience that would likely provide the knowledge, skills, and abilities to successfully perform in the position is qualifying. A typical combination includes: Education: Equivalent to completion of the twelfth ° (12th) grade supplemented by college -level coursework in construction management,,,�5 i il, engineering, surveying, mathematics, or related field. An Associate of Science degree in construction management and/or an engineering -related field as outlined above;is preferred. Experience: One (1) to three (3) years of construction project coordination experience. Certifications/License: Due to the performance of field duties that require operation of a motor vehicle, a valid California Class C Wiver's LiceKseh and an acceptable driving record are required by time of appointment.' ?` PHYSICAL TASKS AND ENVIRONMENTAL CONDITIONS Must possess mobility to work in a ;;standard office setting and use standard office equipment, including a computer, to operate a :motor vehicle; and to visit and inspect various City development sites, including traversing uneven -terrain, climbing ladders, stairs, and other temp ary or construction access;: points; vision to read printed materials and a computer screen; and hearing and speech to communicate in person, before groups, and over the telephone The fob involves field inspection work requiring frequent walking at inspection sites to monitor _performance and to identify problems or hazards; standing in work ares and walking' between work areas may be required. Finger dexterity is needed to access, ,.enter and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bendy stoop, kneel, reach, push, and pull drawers open and closed Ito retrieve and file; information. Employees must possess the ability to lift, carry, push, and,,pull materials and objectsweighing up to 40 pounds. Employees partly work in the office and partly in the field and are exposed to loud noise levels, cold a;nd hot temperatures, inclement weather conditions, road hazards, mechanical and/or, electrical hazards, and hazardous physical substances and fumes. Employees may interact with upset staff and/or public and private representatives and contractors in interpreting and enforcing departmental policies and procedures. Reasonable accommodation(s) for an individual with a qualified disability will be considered on a case -by -case basis. Est. Sept. 2009 Page 5 of 5 tea"). 70 � 053 Council/Agency Meeting Held: Deferred/Continued to: ,XAppr ed ❑ Conditionally Approved ❑ Denied City ��s ig ature Council Meeting Date: 3/16/2009 Department ID Number: HR SUBMITTED TO: SUBMITTED BY: PREPARED BY: CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION Honorable Mayor and City Fred A. Wilson, qty Adm Michele Carr, Dan Villella, Finan a irector ncil Members 6-1 SUBJECT: Adopt Resolutions adopting Side Letter Agreements on the MOUs and Resolution with City's Bargaining Units Statement of Issue, Funding Source, Recommended Action, Alternative Action(s), Analysis, Environmental Status, Attachment(s) Statement of Issue: The City of Huntington Beach and all employee bargaining units have met and conferred and agreed to modification of their respective MOUs and Resolution regarding supplemental retirement benefit options. Funding Source: There is no funding required for the recommended action. Recommended Action: Motion to: Adopt the following Resolutions: Resolution No.2009-12 A Resolution Of The City Council Of The City Of Huntington Beach Amending The Memorandum Of Understanding Between The City And The Huntington Beach Police Officers' Association (HBPOA), By Adopting The Side Letter Of Agreement. Resolution No.2009-13 A Resolution Of The City Council Of The City Of Huntington Beach Amending The Memorandum Of Understanding Between The City And The Huntington Beach Police Management Association, By Adopting A Side Letter Of Agreement Regarding Supplemental Retirement Benefit Options. Resolution No. 2nn9-1 4 A Resolution Of The City Council Of The City Of Huntington Beach Amending The Memorandum Of Understanding Between The City And The Marine Safety Officers Association, By Adopting A Side Letter Of Agreement Regarding Supplemental Retirement Benefit Options. Resolution No. 200A-15 A Resolution Of The City Council Of The City Of Huntington Beach Amending The Memorandum Of Understanding Between The City And The Huntington Beach Firefighters' Association, By Adopting H Side Letter Of Agreement Regarding Supplemental Retirement Benefit Options. Resolution No. 2009-16A Resolution Of The City Council Of The City Of Huntington Beach Amending The Memorandum Of Understanding Between The City And The Huntington Beach Fire Management Association, By Adopting A Side Letter Of Agreement Regarding Supplemental Retirement Benefit Options. Resolution No. 2009-17A Resolution Of The City Council Of The City Of Huntington Beach Amending The Memorandum Of Understanding Between The City And The Huntington Beach Management Employees Organization, By Adopting A Side Letter Of Agreement Regarding Supplemental Retirement Benefit Options. Resolution No. 2009-18A Resolution Of The City Council Of The City Of Huntington Beach Amending The Memorandum Of Understanding Between The City And The Huntington Beach Municipal Employees' Association, By Adopting A Side Letter Of Agreement Regarding Supplemental Retirement Benefit Options. Resolution No. 2009-19 A Resolution of the City Council of the City of Huntington Beach Amending the Resolution Between the City and the Non -Associated Employees Regarding Supplemental Retirement Benefit Options. Alternative Action(s): Do not adopt the Resolutions. Analysis: CalPERS permits a retired annuitant to select either an unmodified pension benefit or to select a modified pension benefit option. CaIPERS provides a total of five modified pension benefit options (2, 2W, 3, 3W & 4). Presently, the City's existing MOU and resolution language does not reflect all available options as part of the negotiated Supplemental Retirement benefit. Pursuant to the benefits provided by CalPERS, at retirement an employee may choose to receive the highest allowance (the Unmodified Allowance) provided by CalPERS while the employee is alive or the employee may choose to leave a portion of their pension benefit to a beneficiary upon their death (Attachment 1). If the employee chooses to leave a portion of their pension to a beneficiary, they are required to choose one of four survivor benefit options (ostensibly the option that provides the maximum pension benefit to the beneficiary). Selecting an option, other than the Unmodified Allowance, reduces the employees monthly retirement allowance. The amount of this reduction depends on which option is selected. The City agreed to pay retirees hired before 1997 or 1998, depending on bargaining unit, a Supplemental Retirement benefit which is the difference between the retiree's unmodified CalPERS allowance and the option that is chosen by the employee. Depending on the bargaining unit, the City agreed to pay the difference only if the employee chose Options 2 or 3 (or in some cases only Option 2) as defined in each MOU or resolution. In most cases, if an employee chooses Option 2 (or 3) the City is required to pay more in Supplemental Benefits than if the employee would have selected any other option. To provide a uniform method of applying the MOU or resolution provision, and to provide City retirees a benefit that will save the City money, City management met with all affected bargaining units and agreed that the City should provide the Supplemental Benefit for optional retirement settlements 2, 2W, 3, 3W & 4. Currently there are 540 retirees receiving this benefit. In addition, there are approximately 450 employees eligible for the benefit that were employed by the City prior to the elimination of the benefit.. This benefit is no longer available to new hires or employees hired after December 27, 1997. Annually the City retains a professional consulting firm to perform an actuarial valuation of the Retirement Supplement Plan. As of September 30, 2008 the Actuarial Accrued Liability of the Plan totaled just over $51 million. City assets assigned to the plan as of September 30, 2008 totaled just over $20 million, leaving an unfunded liability of approximately $30 million. As part of the actuarial analysis the consultant identifies an annual required contribution to the plan for purposes of amortizing the payment of the unfunded liability at a level amount over a 30 year period. The annual required contribution for fiscal year 2008/09 is anticipated to be $3.07 million The action recommended does not increase the unfunded liability of the Retirement Supplement Plan as the actuarial analysis assumes that future participants in the plan will enroll in the most expensive option available. This is done to insure that adequate resources are dedicated to the plan on an annual basis. A separate action item on the March 16, 2009 City Council agenda recommends the establishment of a Supplemental Retirement Trust and the selection of a professional investment firm to provide investment and trust related services under the oversight of a Retirement Board. Strategic Plan Goal: Fully understand the financial implications of financial decisions before they are made, and recognize and disclose fiscal impacts of the pension crisis. Environmental Status: Not Applicable Attachment(s): I1. I LIST OF RETIREMENT BENEFIT OPTIONS 2. 1A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE HUNTINGTON BEACH POLICE OFFICERS' ASSOCIATION (HBPOA), BY ADOPTING THE SIDE LETTER OF AGREEMENT 3. 1A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE HUNTINGTON BEACH POLICE MANAGEMENT ASSOCIATION, BY ADOPTING THE SIDE LETTER OF AGREEMENT 4. 1A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE MARINE SAFETY OFFICERS ASSOCIATION, BY ADOPTING THE SIDE LETTER OF AGREEMENT 5. 1 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE HUNTINGTON BEACH FIREFIGHTERS' ASSOCIATION, BY ADOPTING THE SIDE LETTER OF AGREEMENT 6. A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE HUNTINGTON BEACH FIRE MANAGEMENT ASSOCIATION, BY ADOPTING THE SIDE LETTER OF AGREEMENT 7. A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON - BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES ORGANIZATION, BY ADOPTING THE SIDE LETTER OF AGREEMENT 8. A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE HUNTINGTON BEACH MUNICIPAL EMPLOYEES' ASSOCIATION, BY ADOPTING THE SIDE LETTER OF AGREEMENT 9. A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE RESOLUTION BETWEEN THE CITY AND THE NON - ASSOCIATED EMPLOYEES REGARDING SUPPLEMENTAL RETIREMENT BENEFIT OPTIONS. ATTACHMENT NO. 1 DECISIONS TO MAKE``r5EFORE YOU RETIRE Your Options at Retirement At retirement, you can choose to receive the highest benefit payable, which is referred to as the "Unmodified Allowance." The Unmodified Allowance provides a monthly benefit to you that ends upon your death. You also have the choice of requesting a reduction in the Unmodified Allowance to provide a lump -sum or monthly benefit for a beneficiary upon your death. This section gives you an overview of various options available to you at retirement. Option 1 This retirement option provides a lump -sum payment of your remaining member contributions to your beneficiary after your death. The reduction to your monthly benefit to provide. this payment is based on your life expectancy at retirement and the amount of your contributions. You may name one or more beneficiary(ies),-and can name a new beneficiary at any time. If you name someone other than your spouse or registered domestic partner as your Option I beneficiary(ies), upon your death your spouse or domestic partner may still be entitled to a community property share of any remaining contributions. The following options 2, 2W, 3, 3W, and 4 provide lifetime monthly benefits to your designated beneficiary. The reduction to your monthly benefit to provide a monthly allowance to your beneficiary is based on both your life expectancy at retirement and your beneficiary's — the younger your beneficiary; the greater the reduction. If you have someone eligible for Survivor Continuance, the reduction is applied only to the option portion ofyour allowance. (Seepage 9 for more about Survivor Continuance.) In most cases, you may name only one beneficiary, and your designation may not be changed after retirement except under limited circumstances. You may name someone other than your spouse or registered domestic partner for a lifetime death benefit allowance under options 2, 2W, 3, 3W or 4. However, your spouse or registered domestic partner may be entitled to a community property share of the beneficiary's monthly death benefit. Option 2 The same retirement allowance you receive will be paid to your beneficiary for life. If Survivor Continuance applies (See Page 9), and your beneficiary is not your eligible survivor, the beneficiary's allowance will not include the Survivor Continuance portion. Your retirement allowance will increase to the Unmodified Allowance if. Your beneficiary dies; or Your non -spouse or non -domestic partner beneficiary waives entitlement to the Option 2 benefit. 888 CaIPERS (or 888-225-7377) 1 www.calpers.ca.gov Your beneficiary is your spouse or domestic partner legally recognized in California and upon a divorce, legal separation, termination of partnership, or annulment you provide Ca1PERS with a judgment that awards you the entire interest in your Ca1PERS benefits; and You notify Ca1PERS of the change. Option 2W As an alternative to the Option 2, you may elect the slightly higher allowance under Option 2W. However, your allowance will not increase to/the Unmodified Allowance under the situations described in Option 2. Option 3 In this option, one-half of your monthly retirement allowance will be paid to your beneficiary for life. If Survivor Continuance applies (See Page 9), and your beneficiary is not your eligible survivor, the beneficiary's allowance will not include the Survivor Continuance portion. Your retirement allowance will increase to the Unmodified Allowance if: • Your beneficiary dies; or • Your non -spouse or non -domestic partner beneficiary waives entitlement to the Option 3 benefit; • Your beneficiary is your spouse or domestic partner legally recognized in California and upon a divorce, legal separation, termination of partnership, or annulment you provide CAPERS with a judgment that awards you the entire interest in your CAPERS benefits; and • You notify CaIPERS of the change.. Option 3W As an alternative to the Option 3, you may elect the slightly higher allowance under Option 3W. However, your allowance will not increase to the Unmodified Allowance under the situations described in Option 3. Option 4 Option 4 is a somewhat flexible option. There are several unique variations of Option 4, each specifically designed to mesh with various situations that might apply to you. If you are interested in choosing a lifetime option, you should familiarize yourself with these options by obtaining the CaIPERS publication A Guide to CaIPERS Retirement Option 4. The amount payable to your beneficiary under Option 4 cannot exceed the amount payable under Option 2W. In addition, with any variation of Option 4, your allowance will not increase to the Unmodified Allowance under the situations described in Option 2 or 3. CalPERS Member Publication I Local Miscellaneous Survivor Continuance In making a decision about whether to reduce your Unmodified Allowance to provide for a beneficiary, you will want to consider if your employer offers Survivor Continuance. This is a contracted employer -paid benefit that public agency employers can offer you. This benefit consists of a monthly allowance that automatically continues to an eligible survivor following your death after retirement regardless of the retirement option you select: Who is Eligible? • Your spouse, if you were married for at least one year before your retirement and remained married until the date of your death, will receive the Survivor Continuance benefit for life. (For disability retirement, you need only to have been married at retirement and remained married until the date of your death.) Your domestic partner, if you were legally registered at least one .year prior to your retirement and continuously until your death, will receive the Survivor Continuance benefit for life. (For disability retirement, you need only to have -been registered as domestic partners at retirement and remained registered until the date of your death.) If you do not have an eligible spouse or registered domestic partner, your natural or adopted children under age 18, who have never been married, will receive this monthly benefit until marriage or age 18. A child who was disabled prior to age 18, never married, and whose disability has continued without interruption will receive this benefit until the disability ends or until marriage. Qualifying financially -dependent parents; if none of the above. 888 CaIPERS for 888-225-7377) 1 www.calpers.ca.gov ATTACHMENT NO. 8 RESOLUTION NO. 2009-18 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE HUNTINGTON BEACH MUNICIPAL EMPLOYEES' ASSOCIATION, BY ADOPTING A SIDE LETTER OF AGREEMENT REGARDING SUPPLEMENTAL RETIREMENT BENEFIT OPTIONS WHEREAS, the City Council of Huntington Beach adopted Resolution No. 2007-85 for the purpose of . adopting the Memorandum of Understanding (MOU) between the City and the Huntington Beach Municipal Employees' Association (MEA); and Subsequent to the adoption of the MOU, the City of Huntington Beach and the MEA agreed to changes to the MOU that are reflected in a Side Letter of Agreement between the City of Huntington Beach and the MEA ("Side Letter of Agreement") attached hereto as Exhibit A and incorporated herein by this reference. The Side Letter of Agreement pertains to supplemental retirement benefits options, NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Huntington Beach as follows: 1. The Side Letter of Agreement attached hereto as Exhibit A is approved and adopted. 2. The Side Letter of Agreement amends the MOU between the City of Huntington Beach and the MEA. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 16th day of March 72009 APPROVED: City 94�& /S ri� /� r '2 C ty Attorney �?S. c107 26365 Exhibit "A", Resol,ition No. 2009-18 SIDE LETTER AGREEMENT-- MEA Representatives of the Huntington Beach Municipal Employees Association ("MEA") and the City of Huntington Beach ("City") have met and conferred on July 28, 2008 and hereby agree to the following terms related to the Supplemental Retirement Plan pursuant to Article XI A.1.a. of the MOU between MEA and City effective July 1, 2007. EMPLOYEE SUPPLEMENTAL RETIREMENT PLAN: Effective June 16, 2008 Article XI A.1.a. of the MOU between MEA and City is hereby deleted and replaced as follows: 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 #1, #2, #2W, #3, #3W or #4 of the Public Employees' Retirement law, the City shall pay the difference between the employee's elected option and the unmodified allowance which the retiree would have received for his/her life alone as provided in California Government Code sections 21455, 21456, 21457, and 21548 as said referenced Government Code sections exist as of the date of this agreement. This payment shall be made only to the retiree and shall be payable by the City during the life of the member, and upon that retiree's death, the City's obligation shall cease. The method of funding this benefit shall be at the sole discretion of the City. This benefit is vested for employees covered by this Agreement. b. Employees hired on or after December 27, 1997 shall not be eligible for this benefit referenced in A.1.a. herein above. For A r sident Dated: -j - S — 09 For thef�}fyjf jigntington Beach ministrator Dated: �✓ �`%� Appr ed as to form: ennifer McGrath, City Att ney Dated: 3 25971 Res. No. 2009-18 STATE OF CALIFORNIA COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) I, JOAN L. FLYNN the duly elected, qualified City Clerk of the City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby certify that the whole number of members of the City Council of the City of Huntington Beach is seven; that the foregoing resolution was passed and adopted by the affirmative vote of at least a majority of all the members of said City Council at an regular meeting thereof held on March 16, 2009 by the following vote: AYES: Carchio, Dwyer, Green, Bohr, Coerper, Hardy, Hansen NOES: None ABSENT: None ABSTAIN: None Id .-I _e ) 021�- , '4 WNEWME Cit Clerk and ex-officio 01erk of the City Council of the City of Huntington Beach, California .lac -►Cst sr /,70 ---- Council/Agency Meeting Held: OD - Deferred/Continued to: Appr ve ondi Tonally A ro ed Deni d y CI rk' igna re Council Meeting Date: 11/19/2007 Department ID Number: 07-16 CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: HONORABLE MAYOR AND CITY COUNCIL SUBMITTED BY: PENELOPE CULBRETH- RAFT PREPARED BY: MICHELE CARR, DIREC F SUBJECT: ADOPT RESOLUTION 2007- UNDERSTANDING BET T AND THE HUNTINGTOKBEACF ASSOCIATION (MEA) '(PROVING A MEMORANDUM OF iE CITY OF HUNTINGTON BEACH MUNICIPAL EMPLOYEES' Est-,t---ent-f ssue, Funding Source, Recommended Action, Alternative Action(s), Analysis, Environmental Status, Attachment(s) Statement of Issue: , The City and the Huntington Beach Municipal Employees' Association (MEA) have tentatively agreed to enter into a new Memorandum of Understanding (MOU) for the period July 1, 2007 — June 30, 2012. Funding Source: Funding is contained in the current Fiscal Year 2007/2008 budget and funding will be included in the budgets for Fiscal Years 2008/2009, 2009/2010, 2010/2011 and 2011/2012. The cost to implement the MEA MOU: • Fiscal Year2007/2008: $1,225,256 • Fiscal Year2008/2009: $1,228,340 • Fiscal Year2009/2010: $1,430,013 • Fiscal Year2010/2011: $1,229,184 • Fiscal Year2011/2012: $1,047,172 • Totals: $6,159,965 Recommended Action: Motion to: Adopt Resolution No.2007-85, 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 (MEA) _for the term of July 1, 2007 through June 30, 2012. REQUEST FOR CITY COUNCIL ACTION MEETING DATE: 11/19/2007 DEPARTMENT ID NUMBER: 07-16 Alternative Action(s): Do not approve the Resolution for the MEA employees and direct staff to either attempt to continue to meet and confer with the Association or utilize the impasse procedures under the City's Employer -Employee Relations Resolution. Analysis: Representatives of the City and the MEA have completed the meet and confer process with agreement on a new Memorandum of Understanding (MOU) for the period of July 1, 2007 through June 30, 2012. The negotiations process focused primarily on wages, health benefit costs and enhanced retirement (CaIPERS 2.5% at 55 benefit formula). Highlights from the listing of proposed pay and benefit changes include the following: Wage Increases ® 3.0% wage increase retroactive to the beginning of the pay period that includes September 1, 2007. • 2.0% wage increase effective the beginning of the pay period that includes July 1, 2008. • 2.0% wage increase effective the beginning of the pay period that includes July 1, 2009. • 2.0% wage increase effective the beginning of the pay period that includes July 1, 2010. • 2.5% wage increase effective the beginning of the pay period that includes July 1, 2011. Health Benefits The City and the Association have agreed to re -allocate the existing benefits expense effective with the January 2008 health insurance rates. This adjustment results in a majority of MEA employees with no out of pocket medical plan premium costs (for those electing HMO medical plans). The City consolidated its PPO medical plans resulting in savings for some and greater expenditure for others, based upon individual employee coverage choices. The Association agreed to allocate up to one half of one percent (.50%) towards medical costs (or wages) in year two of the agreement and up to one percent (1.0%) towards medical costs (or wages) in years three through five of the agreement. The amount allocated for the Medical Cash Out provision increased from $200 per month to the equivalent of the lowest cost, employee -only medical premium. For the 2008 benefits plan year this is equivalent to $316.16 per month. Retirement The City and the Association agreed to implement the CalPERS 2.5% @ 55 Retirement Plan Formula, subject to acceptance by all affected units. The Association and the City agreed that the Association members would absorb all of the additional costs of the plan implementation from the implementation date through June 30, 2009. For all contract years and thereafter, the Association members agreed to absorb 2.25% of the employee share of the additional costs for the enhanced retirement plan benefit formula. -2- 11/8/20071:51 PM REQUEST FOR CITY COUNCIL ACTION MEETING DATE: 11/19/2007 DEPARTMENT ID NUMBER: 07-16 A summary of these and all other negotiated provisions are included as Attachment #1. Strategic Plan Goal: Not applicable Environmental Status: Not applicable Attachment(s): '.•- Numbee N"CG'Description 1. Proposed Changes in Terms and Conditions of Employment between the City of Huntington Beach and the Municipal Employees' Association (MEA) 2. PowerPoint Presentation — Summary of Negotiated Provisions 3. Legislative Draft — Memorandum of Understanding between the City of Huntington Beach and the Municipal Employees' Association (MEA) for the period July 1, 2007 through June 30, 2012. 4. Resolution No: 2007- 85 Resolution to adopt a Memorandum of Understanding between the City of Huntington Beach and the Municipal Employees' Association (MEA) for the period July 1, 2007 through June 30, 2012, including Exhibit A: Final Memorandum of Understanding between the City of Huntington Beach and the Municipal Employees' Association (MEA) for the period July 1, 2007 throu h June 30, 2012. -3- 11/8120071:51 PM ATTACHMENT PROPOSED CHANGES IN TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN CITY OF HUNTINGTON BEACH AND THE HUNTINGTON BEACH MUNICIPAL EMPLOYEES ASSOCIATION (HBMEA) FY 2007/2008 Proposed Changes in Terms and a) Base Wages* Conditions b) Wage Driven Costs** c) Total Estimated 3% Wage increase effective 9/1/07 and 2% wage increase effective 7/1/08.t 2% Wage increase effective 7/1/08 and 2% wage increase effective 7/1 /09..t 2% Wage increase effective 7/1/09 and 2% wage increase effective 7/1 /10..t 2% Wage increase effective 7/1/10 and 2.5% wage increase effective 7/1 /11..t 2.5% Wage increase effective the of pay period that includes 7/1/11. MEA has the option to spend either .5% in year 2 to offset health insurancf increases or to take the .5% in a wage increase. For years 3, 4, and 5, MEA has the option spend .5% (one half percent) or 1.0% (one percent) to offset health insurance increases, or to take the .50/ of 1.0% in a wage increase. If all other affected units agree, the City shall implement PERS 2.5%@55, effective year 1 of this agreement. $ 918,957 $1,131 $41, 688 In years 1 & 2 , the employees shall 0 pay all of the additional costs to implement PERS 2.5% @ 55. In years 3, 4 and 5 thereafter, the employees shall pay 2.25% of the employee share of PERS. tThe waae adiustment within the contract falls within 2 fiscal vears FY 2008/2009 a) Base Wages* b) Wage Driven Costs** c) Total Estimated Costs*** a) 717,743 b 1) 63,574 c) 881,317 $238,551 $91,296 FY 2009/2010 a) Base Wages* b) Wage Driven Costs** c) Total Estimated Costs*** a) 619,826 b 1) 41,259 c) 761,085 $388,154 $273,886 FY 2010/2011 a) Base Wages* b) Wage Driven Costs** c) Total Estimated Costs*** ) 672,324 153,223 ) 825,547 $396,404 0 Base wages is the cost of increasing wages ** Wage driven costs are the additional costs associated with increasing wages, which include employer taxes, worker's compensation and retirement costs *** Total estimated costs are based upon cost information available in 2007 FY 2011/2012 a) Base Wages* b) Wage Driven Costs** c) Total Estimated a) 601,556 b 1) 37,094 c) 738,650 $302,849 no Estimated Cost for a) Base Wages* b) Wage Driven Costs** c) Total Estimated Costs*** a) $ 918,957 b) $ 212,738 c) $1,131,695 a) 717,743 b) 163,574 c) 881,317 a) 619,826 b) 141,259 c) 761,085 a) 672,324 b) 153,223 c) 825,547 a) 601,556 b) 137.094 Council Meeting of November 19, 2007 Page 1 of 3 PROPOSED CHANGES IN TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN CITY OF HUNTINGTON BEACH AND THE HUNTINGTON BEACH MUNICIPAL EMPLOYEES ASSOCIATION (HBMEA) FY 2007/2008 1 FY 2008/2009 1 FY 2009/2010 Proposed Changes in Terms and a) Base Wages* a) Base Wages* a) Base Wages* Conditions b) Wage Driven Costs** b) Wage Driven Costs** b) Wage Driven Costs** c) Total Estimated c) Total Estimated c) Total Estimated Costs*** Costs*** Costs*** City will contribute an amount equal to that paid for the lowest single employee HMO member rate. Employees assigned HazMat Duty by their department head or his or her designee shall receive five percent (5%) of their base salary for the specific hours performing the HazMat Cost in dollars at Base Cost in dollars at Rollup An employee who earns General Leave hours in excess of six hundred forty (640) hours shall be paid the cash value of those additional hours in their Maximum annual benefit per fiscal year for each employee is $5,250 (five thousand two hundred -fifty dollars), until the - maximum allocation for the entire bargaining unit of seventy five thousand dollars ($75,000) in each fiscal year period has been allocated. $48,783 $2,509 $3,090 N/C N/C $17,176 N/C N/C $6,888 N/C N/C FY 2010/2011 FY 2011/2012 Estimated Cost for Term of the Agreement a) Base Wages* a) Base Wages* a) Base Wages* b) Wage Driven Costs** b) Wage Driven Costs** b) Wage Driven Costs** c) Total Estimated c) Total Estimated c) Total Estimated Costs*** Costs*** Costs*** $7,233 N/C N/C * Base wages is the cost of increasing wages ** Wage driven costs are the additional costs associated with increasing wages, which include employer taxes, worker's compensation and retirement costs *** Total estimated costs are based upon cost information available in 2007 N/C represents no increased measurable cost $5,673 N/C N/C $85, 753 Council Meeting of November 19, 2007 Page 2 of 3 PROPOSED CHANGES IN TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN CITY OF HUNTINGTON BEACH AND THE HUNTINGTON BEACH MUNICIPAL EMPLOYEES ASSOCIATION (HBMEA) FY 2007/2008 1 FY 2008/2009 1 FY 2009/2010 Proposed Changes in Terms and a) Base Wages* a) Base Wages* a) Base Wages* Conditions b) Wage Driven Costs** b) Wage Driven Costs** b) Wage Driven Costs** c) Total Estimated c) Total Estimated c) Total Estimated Costs*** Costs*** Costs*** The City Administrator reserves the right to designate up to seven (7) Association employees as confidential on an annual basis, or as needed. The confidential employee designations shall be determined by the City Administrator for those employees having access to or preparing confidential materials and/or information and/or recommendations on behalf of the City in its dealings with employee associations. The City shall provide the Association with the names of the employees who are designated as confidential. FY 2010/2011 FY 2011/2012 Estimated Cost for Term of the Agreement a) Base Wages* a) Base Wages* a) Base Wages* b) Wage Driven Costs** b) Wage Driven Costs** b) Wage Driven Costs** c) Total Estimated c) Total Estimated c) Total Estimated Costs*** Costs*** Costs*** N/C I N/C I N/C I N/C I N/C The City and Association agree to meet and confer no later than one hundred twenty (120) days after the City Council ratification of this N/C N/C N/C N/C N/C agreement on the impact of state regulations on classifications that recuire water certification. Total Cost of Proposed Changes a) $ 918,957 a) $ 717,743 a) $ 619,826 a) $ 672,324 b) $ 306,299 b) $ 510,597 1b) $ 810,187 b) $ 556,860 c $ 1,225,256 1c) $1 228 340 c $ 1,430,013 jc) $1,229 184 'ackage Total $6,159,965 package Total in % 17.09% Nverage Per Year $1,231,993 Nverage % Rollup Salary Per Year 3.41 % * Base wages is the cost of increasing wages ** Wage driven costs are the additional costs associated with increasing wages, which include employer taxes, worker's compensation and retirement costs *** Total estimated costs are based upon cost information available in 2007 N/C represents no increased measurable cost a) $ 601,556 b) $ 445,616 c) $ 1,047,17: Council Meeting of November 19, 2007 Page 3of3 ATTACHMENT THE CITY OF HUNTINGTON BEACH J U LY 19 2007 ® J U K E 30, 2012 Municipal Employees Association: 537 I. WAGE INCREASES 3% Salary increase effective 9/1/07 and 2% salary increase effective 7/1/08*. Total Estimated Costs*** $1,131,695 * the wage adjustment within the contract falls within 2 fiscal years ** Ease wages: Cost of increasing wages *** wage Driven Costs: Additional costs associated with increasing wages, including employer taxes, worker's compensation and retirement costs ****Total Estimated Costs are based upon cost information available in 2007 2 I. WAGE INCREASES 2% Salary increase effective 7/1/08 and 2% salary increase effective 7/1/09.* FY 2008/2009 Estimated Cost: 2% Wage'Base Wages* 717Y743 1 n crease :Wage Driven Costs** 163 Total J Estimated881 * The wage adjustment within the contract falls within 2 fiscal years ** Base wages: Cost of increasing wages *** wage ®riven Costs: Additional costs associated with increasing wages, including employer taxes, worker's compensation and retirement costs ****Total Estimated Costs are based upon cost information available in 2007 3 I. WAGE INCREASES 2% Salary increase effective 7/1/09 and 2% salary increase effective 7/1 /10*. L IFY 2009/2010 Estimated Cost: ,% WageBase Increase Wage Driven Costs** 141,25u Total Estimated Costs*** $ 761,085 * the wage adjustment within the contract falls within 2 fiscal years ** Base Wages: Cost of increasing wages *** wage ®riven Costs: Additional costs associated with increasing wages, including employer taxes, worker's compensation and retirement costs ****Total Estimated Costs are based upon cost information available in 2007 4 I. WAGE INCREASES 2% Salary increase effective 7/1 /10 and 2.5% salary increase effective 7/1 /11 *. FY 2010/2011 Estimated Cost: 2% Wage Base Wages* $ 6725324 I ncrease Wage Driven Costs** 153 Total Estimated Costs***825)547 The wage adjustment within the contract falls within 2 fiscal years ** Ease wages: Cost of increasing wages *** wage ®riven Costs: Additional costs associated with increasing wages, including employer taxes, worker's compensation and retirement costs ****Total Estimated Costs are based upon cost information available in 2007 5 I. WAGE INCREASES 2.5% Salary increase effective 7/1/11. 1 __ -----FY-201112-012- Estimated -Cost-: 2.5% Base Wages* $ 601,556 Wage $ 909A n crease Wage Driven Costs" 137 Total Estimated Costs*** $738,65# * Base Wages: Cost of increasing wages ** wage ®riven costs: Additional costs associated with increasing wages, including employer taxes, worker's compensation and retirement costs ***Total Estimated Costs are based upon cost information available in 2007 M EA Options for Year 2 (July 1, 2003 ® June 30, 2009) 1 1 Spend .5% (one half percent) to offset health insurance increases 2 1 Take the .5% in a wage increase M EA Options for Year 3, 4 & 5(J u ly 1, 2009 - June 30,2012) 1 Spend .5% (One half percent) Or 1% (One percent) t0 Offset health insurance increases 2 Take the .5% Or 1 % in a wage increase COST BY FISCAL YEAR 2007/2008 $411688 2008/2009 $238,551 2009/2010 $388,154 2010/2011 $396,404 2011/2012 $302,849 7 If all ether affected units agree, the City shall. implement: September. 1 t ffective July 1, 20U thru _ / 2012 MEA employees shall pay all additional • toimplementPERS MEA u ;• ., e of the employee share of PERS to implement PER$ 2.5% at 55 Estimated Cost: $365, 1 32 91 \_•.. ...u.• :'... ., . , :E ., vx, ::, :. ;':,a.:,.?v '-.x: ., !:a , _....... ..::En. i .:EE•E EE:•;... , .::: IV. MEDICAL CASHOUT Fiscal PROPOSAL COST IN Year DOLLARS* City to contribute an amount equal to that paid for the 07/08 lowest single employee HMO member rate. $489783 City to contribute an amount equal to that paid for the 06/09 lowest single employee HMO member rate (Assumed $173176 at a 5% increase per year). City to contribute an amount equal to that paid for the 09/10 lowest single employee HMO member rate. (Assumed $69638 at a 5% increase per year) City to contribute an amount equal to that paid for the 10/11 lowest single employee HMO member rate (Assumed $79233 at a 5% increase per year) City to contribute an amount equal to that paid for the 11/12 lowest single employee HMO member rate. (Assumed $59673 at a 5% increase per year) * At rollup salary 9 Employees assigned HazMat duty by their department head or his/her designee shall receive five percent (5%) of their base salary for the specific hours performing the HazMat Duty assignment. Cost in Dollars at Base Salary Cost in Dollars at Rollup Salary 9 10 11 A. TUITION REIMBURSEMENT — Maximum annual benefit per fiscal year for each employee is $5,250 (five thousand two hundred -fifty dollars), until the maximum allocation for the entire bargaining unit of seventy five thousand dollars ($75,000) in each fiscal year period has been allocated. B. LEAVE BENEFITS — An employee who earns General Leave hours in excess of six hundred forty (640) hours shall be paid the cash value of those additional hours in their paycheck. C. WATER CERTIFICATION —The City and Association agree to meet and confer no later than one hundred twenty (120) days after the City Council ratification of this agreement on the impact of state regulations on classifications that require water certification. 12 - Vol ,' FIT - ,° ti •. a ,•• D. REPRESENTATIONAL UNIT/CLASS — The City Administrator reserves the right to designate up to seven (7) Association employees as confidential on an annual basis, or as needed. The confidential employee designations shall be determined by the City Administrator for those employees having access to or preparing confidential materials and/or information and/or recommendations on behalf of the City in its dealings with employee associations. The City shall provide the Association with the names of the employees who are designated as confidential. 13 V"11. TOTAL COST OF PROPOSED CHANGES FY 07/08 F`( 08/09 Fl( 09/10 Flf 10/11 Fl( 11/12 Base Wages* $918,957 $717,743 $619,826 $672,324 $601,556 Wage Driven $3067299 $510,597 $8101178 $556,860 $445,616 Costs** Total Estimated $1,2251256 $1,228,340 $1,430,013 $1,229,184 $1,047,172 Costs*** *Base ages: Cost of increasing wages ** Wage ®riven Costs: Additional costs associated with increasing wages including employer taxes, worker's compensation and retirement costs ***Total Estimated Costs are based upon cost information available in 2007 14 $172317993 Average % Rollup Salary Per Year 15 ATTACHMENT #3 Memorandum of Understanding between Huntington Beach Municipal Employees' Association Fesi City of Huntington Beach { Deleted: 2006 July 1, — June 30, _ j Deleted: 2007 :................_................__...._................ ................ ..._. { Deleted: 1 TABLE OF CONTENTS — To be updated { Deleted: 3 Deleted: 1 Deleted: 3 Page'; .{ Deleted: 1 PREAMBLE....................................................................................................................1 ; ...... _- .... —......—...--:.::::: { Deleted: 3 ARTICLE I — TERM OF MOU..........................................................................................1 l .', .: {, Deleted: 2—....—_.-- - Deleted: 3 ARTICLE II — REPRESENTATIONAL UNIT/CLASS...................................................... Deleted:4 ARTICLE III — MANAGEMENT RIGHTS..........................................................................Z f Deleted: 3 Deleted: a -- ARTICLE IV — EXISTING CONDITIONS.........................................................................3 Deleted: 3 ARTICLE V — SEVERABILITY........................................................................................3 ( Deleted: 4 ARTICLE VI — SALARY SCHEDULE.............................................................................3 Deleted: 3 A. CLASSIFICATION AND SALARY RATES........................................................................3 {Deleted 4._—_.----- - -- ---- - .: { Deleted: 3 ARTICLE VII — SPECIAL PAY........................................................................................ : Deleted:4 A. EDUCATION.............................................................................................................. ::" : .. .{ Deleted: 3 1. Tuition Reimbursement............................................................................................................... Deleted: a L_ B. ASSIGNMENT PAY.................................................................................................... Deleted: 3 1. Leadworker Differential............................................................................................................... _ ,' ed a 2. Shift Differential........................................................................................................................... •.`Delet: --.:— Deleted:3 a. Afternoon Shift........................................................................................................................ b. Night Shift............................................................................................................................... ...' _. ( Deleted: a c. Shifts Defined......................................................................................................................... 4{Deleted: 3 ........... _................. _... _.... _. C. SPECIAL CERTIFICATION/SKILL PAY......................................................................._ Deleted 5 1. Bilingual Skill............................................................................................................................... Deleted: 3 2. Shorthand Skill............................................................................................................................ � "; --- — --- — Deleted: 5 3. Building Plan Checker................................................................................................................. a. Plans Examiner International Conference Building Officials ICBO Certification 4 `.`. 5 ', ` - -- Deleted: 3 of b. Engineering In Training (EIT)/Associate of Arts (AA) Degree in Engineering ........................ ............. , 6 rr Deleted: 5 4. Water Certification ............... - -Deleted: 3 5. Process Owner Assignment Pa Deleted: 5 ARTICLE VIII — UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT ..........................7 _............._..._._..._._.____..._._.....__._......_. j Deleted: 3 A. UNIFORMS AND SAFETY SHOES................................................................................6 Deleted: 5 1. Safety Shoes -Cost ................................................................................................................... 7 ' { Deleted: 3 2. Safety Glasses............................................................................................................................ 7 •. ..._ _....._.... — —. Deleted: 6 B. TOOL ALLOWANCE...................................................................................................7 ., Deleted: 3 ....................................................................... C. VEHICLE USE.......................................................................................................... 8 Deleted:6 ARTICLE IX — HOURS OF WORK/OVERTIME.............................................................. 8 Deleted: 3 -------- { Deleted: 7 A. WORK SCHEDULE....................................................................................................ts, ': j Deleted: 3 ---_ 1. Pay Definitions.......................................................................................................................... 8 _ ---- -.. 2. Work Periods under Fair Labor Standards Act(FLSA)...................................................... 4 Deleted 7 3. Flex Schedule and Alternative Work Schedule - Civic Center Employees ............................... Q f Deleted 3 a. 5 40 Work Schedule............................................................................................................... 9 Deleted: 7 _ — — b. 9/80 Work Schedule............................................................................................................... 9 ,• __— __.__.._ _ -- � Deleted 3 c. 4/10 Work Schedule.............................................................................................................. 9 '• ,...,,,,::,._,_:::_.::::: d. Existing Alternative Work Schedules..................................................................................... 9 Deleted: 7 Deleted: 3 MEA MOLIJul 1. 2007 — June 30. 2012 II j Deleted: 8 • ( Deleted: 3 ..... ....... Deleted: 8 Deleted: FINAL 2006-2007 Formatted I Formatted TABLE OF CONTENTS - To be updated Page B. OVERTIME/COMPENSATORY TIME...........................................................................10 1. FLSA Workweek and Employee Pay Period............................................................................. 10 2. Overtime.................................................................................................................................... 10 3. Work Shift that Exceeds Thirteen (13) Hours........................................................................... 10 C. D. E. F. G Deleted: 3 EMPLOYEE FATIGUE..............................................................................................11 CALLBACK............................................................................................................1 1 Deleted. 12 Deleted 3 Deleted: 12 MANDATORYSTANDBY..........................................................................................11 t Deleted. 3.. ACTING ASSIGNMENT.............................................................................................11 Deleted: 14 COURT STANDBY TIME AND COURT APPEARANCE TIME............................................12 f Deleted 3 - — -- Deleted: 15 Deleted: 3 ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS .................................. - t.Deleted. 15 A. HEALTH................................................................................................................ Deleted 3 ........ B. ELIGIBILITY CRITERIA AND COST.............................................................................12 Deleted 15 1. City and Employee Paid Medical Insurance - Employees and Dependents ............................ 12 ( Deleted: 3 2. City Contributions..................................................................................................................... 13 l Deeted 15 3. Part Time Employee Contributions.......................................................................................... 14 { Deleted 3 C. COBRA............................................................................................................... 7 s Deleted.15 D. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE .............................. 77 { Deleted 3 E. LONG TERM DISABILITY INSURANCE (LTD).............................................................. 8& ' " Deleted 17 — •: Deleted 3 F. MEDICAL CASH-OUT..............................................................................................1 - Deleted: 17 G. SECTION 125 PLAN...............................................................................................18 '; Deleted: 3 -- H. MISCELLANEOUS...................................................................................................18 Deleted 17 5. Health Plan Over-Payments...................................................................................................... 16 Deleted 3 .:.. I. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR THE CITY RETIREE i Deleted 18 MEDICAL SUBSIDY PLAN........................................................................................16 ( Deleted: 3 - - - -- --- J. POST-65 SUPPLEMENTAL MEDICARE COVERAGE.....................................................17 Deleted 18 = Deleted 3 K. HEALTH SAVINGS ACCOUNT FOR POST RETIREMENT MEDICAL INSURANCE................17 Deleted. 19 ARTICLE XI RETIREMENT _::: { Deleted 3 A. BENEFITS ........................ 20 Deleted 19 — 1. Self -Funded Supplemental Retirement Benefit......................................................................... Deleted 3 ..... 2. Deferred Compensation............................................................................................................ 21 :. Deleted: 19 3. Medical Insurance for Retirees................................................................................................. 21, Deleted: 3 - Deleted: 19 B. CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM (CAL PERS)........................ 2,.•,::: Deleted FINAL 2006 2007 - ................... 1. Employee's Contribution........................................................................................................... 22 I Formatted: Position: Horizontal: 2. Two Percent at Age 55 Formula............................................................................................... ' 6.43", Relative to: Page, vertical: 3. Pre -Retirement Optional Settlement 2 Death Benefit .................................. ............................. L 2; ' _ 0.... Relative to: Paragraph ::::::::::_:_-:::_:::::::::::::_.::::::::::_:::::::::::- Formatted: Left MEA MOU July 1. 2007 - June 30 2012 .{ Deleted: 3 TABLE OF CONTENTS — To be updated i Deleted 19 { Deleted: 3 Deleted 20 Page Deleted 3 4. Fourth Level of 1959 Survivor Benefits..................................................................................... ARTICLE XII LEAVE BENEFITS ...............................................................................� 23 . Deleted 20 Deleted: 3 A. LEAVE WITH PAY...................................................................................................2 :"" ." Deleted. 20 1. General Leave........................................................................................................................... 2 A.- { Deleted:3 a. Accrual.................................................................................................................................20 -- — -- ._ b. Eligibility and Approval......................................................................................................... 20 I Deleted: 21 rt c. Conversion to Cash.............................................................................................................. 20 { Deleted: 3 d. OneWeek Minimum Vacation Requirement..................................................................21 Deleted: 22 2. City Paid Holidays..................................................................................................................... ?A — - - Deleted 3 b. City Observed Holiday......................................................................................................... 21 c. Holiday Paid Time Off for Part -Time Employees................................................................. 21 ( Deleted: 23 d. HolidayPa for Work on a City Observed Holiday Y Y Y.............................................................. 22 �"......................` � Deleted 3 e. Holiday Pay for Work on an Actual Holiday (Not the City Observed Date) .......................... 22 =_— 3 ,Deleted: 23 g. CalPERS Reporting of Holiday Pay..................................................................................... 22 3. Sick Leave................................................................................................................................. 2 { Deleted: 3 a. Accrual................................................................................................................................. 22 i Deleted: 23 b. Credit.................................................................................................................................... 23 { Deleted 3 c. Usage...................................................................................................................................23 d. Payoff at Termination........................................................................................................... 23 ( Deleted: 24 e. Extended Absences............................................................................................................. 23 r . Deleted: 3 4. Bereavement Leave.................................................................................................................. 26 Deleted: 24 5. Association Business............................................................................................................... 6. Jury Duty...................................................................................................................................26 � . ? - ........ •:Deleted.3............_.............._.........._...... 7. Leave Benefits Entitlement ..... ... ........................................._.......................................... 24 Deleted: 24 Deleted:3 ARTICLE XIII — CITY RULES.......................................................................................27 Deleted: ed: 24 . - ARTICLE XIV MISCELLANEOUS 27 _. Deleted 3 - Deleted: 25 A. GRIEVANCE ARBITRATION......................................................................................27 —*- Deleted: 3 Deleted: 26 B. PROMOTIONAL PROCEDURES.................................................................................2 _............................__- .._.......................... Deleted: 3 1. Tie Scores................................................................................................................................. 24 Deleted: 26 2. Salary Upon Promotion.............................................................................................................24 --__ ---= rDeleted 3 C. LABOR-MANAGEMENT RELATIONS COMMITTEE........................................................28 Deleted: ed. 26 D. COPIES OF MOU...................................................................................................28. ' ........................................................................................ Deleted: 3 E. POSITION CLASSIFICATION ISSUES..........................................................................28. Deleted:.26 1. Class Specifications.................................................................................................................. 26 {Deleted: 3 2. Reclassification Impact............................................................................................................. 26 ; ,Deleted: 26 F. CLASS A AND B DRIVER LICENSE FEES...................................................................29 Deleted 3 G. JOB SHARING........................................................................................................29 Deleted 26 _ __.. ........ Deleted: 3 H. DEFERRED COMPENSATION LOAN PROGRAM...........................................................2 Deleted: 26 I. PERFORMANCE EVALUATIONS/WRITTEN REPRIMAND APPEALS.................................29.' - _.. { Deleted: FINAL 2006-2007 J. MEA LETTER OF INTRODUCTION.............................................................................2 :...%Formatted ::::::::::::::::::......:::::»:»»»......:::: Formatted MEA MOU.July 1. 2007 - June 30 2012 iv TABLE OF CONTENTS - To be updated Page K. VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM GUIDELINES ......................27 L. DEPARTMENT OF TRANSPORTATION (DOT) RANDOM ALCOHOL AND CONTROLLED SUBSTANCE TESTING............................................................................................27 M. UPDATE EMPLOYEE -EMPLOYER RELATIONS RESOLUTION........................................27 N. REQUIRED FINGERPRINTING OF EMPLOYEES...........................................................27 O. BEACH PARKING...................................................................................................27 P. REASONABLE SUSPICION ALCOHOL AND CONTROLLED SUBSTANCE TESTING .............27 Q. MODIFIED RETURN TO WORK POLICY......................................................................27 Deleted: s ARTICLE XV - CITY COUNCIL APPROVAL ...................................... Deleted:28 LISTOF MOU EXHIBITS.............................................................................................. {Deleted: 3 :::::::::::::::::::::::::::::::.....:::::::.:.:::.....::.............:........... EXHIBIT A - CLASS/SALARY SCHEDULE................................................................30 ::::::::::::: Deleted: 29 ........ .. _._.... ............ EXHIBIT B - UNIFORM POLICY..................................................................................42 EXHIBIT C - VEHICLE USE POLICY...........................................................................49 EXHIBIT D - PROVISIONS OF THE RETIREE MEDICAL SUBSIDY PLAN ...............52 EXHIBIT E - 9/80 WORK SCHEDULE.........................................................................56 EXHIBIT F - 4/10 WORK SCHEDULE.........................................................................59 EXHIBIT G - AGENCY SHOP AGREEMENT..............................................................61 MEA MOU July 1. 2€ 07 -June 30, 2012 v Deleted FINAL 2006-2007 Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph Formatted: Left ;v., Memorandum of Understanding between The City of Huntington Beach (hereinafter called City) and The Huntington Beach Municipal Employees' Association (hereinafter called Association or MEA) PREAMBLE WHEREAS, pursuant to California law, the City, acting by and through its designated representatives, duly appointed by the governing body of said City, and the representatives of the Association, a duly recognized employee Association, have met and conferred in good faith and have fully communicated and exchanged information concerning wages, hours and other terms and conditions of employment for the period July 1„ 2 iQLthrough June 30 ,2Q1.2 and Deleted: zoos - - (Deleted: 2007 WHEREAS, the representatives of the City and the Association desire to reduce their agreements to writing, NOW THEREFORE, this Memorandum of Understanding (MOU) is made to become effective July 1,20fl7 and it is agreed as follows: { Deleted:2006 ARTICLE I — TERM OF MOU A. This Memorandum of Understanding shall be in effect for a term commencing on July 1„ 9D7 through June 30,2012. { Deleted:2006 { Deleted: 2007 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. C. Re -opener - The City and the Association specifically agree to open negotiations on a successor MOU no later than January 15, a201.2.. { Deleted: 2007 ARTICLE II — REPRESENTATIONAL UNIT/CLASS It is recognized that the Association is the employee organization which has the right . _ { Deleted: A to meet and confer in good faith with the City on behalf of permanent employees of the City within those class titles set out in Exhibit A attached hereto and incorporated herein. The term "permanent employee" herein shall be referred to as "employee" and is used only to determine entitlement to certain benefits provided by this MOU and is defined as follows; an employee that has completed or is in the process of [ Deleted: FINAL 2006-2007 _........._......................_.._...................__._....._._.._, completing a probationary period in a permanent position in the competitive service Formatted. Position Horizontal: in which the employee regularly works twenty (20) hours or more per week. 6.68", Relative to: Page, Vertical: Additionally, the representation unit shall include all non -safety, non -management ^0.03", Relative to: Paragraph Formatted Left MEA MOU july 1, 2007 — June; 30. 2012 classifications which are created after execution of this Agreement and are not included in another representation unit or determined in accordance with the Employer -Employee Relations Resolution to be more appropriately designated as Non -Associated (NA) classifications. B. .' The....City Administrator reserves the. rightto._designate_._un to seven _ 7i Ass©ciatior� employees as confidential c rt aia arnLai bads. or as needed. The confidential employee designations shall be determined by the City Administrator for those em tos_hvin.q access to or_ ..re grin confidential materials and/or information and/or recommendations on behalf of the City in its dealings vrith em ioyee associations. The Ci# sail rovide the Association with the fumes of the em to ees who are designated. as confidential. ARTICLE III — MANAGEMENT RIGHTS The parties agree the City has the right to make unilateral management decisions that are outside the scope of bargaining, as defined by state and federal law and Public Employment Relations Board (PERB) decisions. Except as expressly abridged or modified herein, the City retains all rights, powers and authority with respect to the management and direction of the performance of City services and the work forces performing such services, provided that nothing herein shall change the City's obligation to meet and confer as to the effects of any such management decision upon wages, hours and terms and conditions of employment or be construed as granting the City the right to make unilateral changes in wages, hours and terms and conditions of employment. Such rights include, but are not limited to, consideration of the merits, necessity, level or organization of City services, including establishing of work stations, nature of work to be performed, contracting for any work or operation, reasonable employee performance standards, including reasonable work and safety rules and regulations in order to maintain the efficiency and economy desirable for the performance of City services. ARTICLE IV — EXISTING CONDITIONS Deleted: Notwithstanding any other provisions of this Agreement, the City and Association agree to meet and confer by February 16, 2007 regarding review ofthe MEA positions listed below for proposed changes to unit representation, as well as any other position mutually agreed upon by the parties: ¶ Accounting Technician Supervisor¶ Fire Med Coordinator¶ Legal Secretary (Confidential Employee designation)¶ Paralegal (Confidential Employee designation)¶ Information Systems Analyst I through IV¶ Senior Accountant¶ 4 All non-exempt classifications currently designated as Non - Associated employees and other positions as may be necessary to comply with Fair Labor Standards Act (FLSA)changes:¶ Executive Assistant¶ Administrative Assistant ¶ Personnel Assistant¶ Senior Payroll Technician¶ Payroll Technician¶ Administrative Secretary NA Formatted: Body Text, Indent: Left: 0", Hanging: 0.25" Deleted:) Municipal Employees' Deleted: to be 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..---... ....._.........__.........__.......... _ { Deleted: FINAL 2006-2007 ...._............................................................................................ Formatted: Position: Horizontal If any Article, Sub -Article, sentence, clause, phrase or portion of this Agreement, or the 6.43°, Relative to: Page, Vertical application thereof to any person, is for any reason held to be invalid or unenforceable ! 0 0i Relative to Paragraph I Formatted: Left MEA MOU -July 1, 2007 — June 30, 2012 _ . ... _... _ .....2 _ _. q by the decision of any court of competent jurisdiction, such decision shall not affect the validity of the remaining portions of this Agreement or its application to other persons. The City and the Association hereby agree that in the event any state or federal legislative, executive or administrative provision purports to nullify or otherwise adversely affect the wages, hours and other terms and conditions of employment contained in this Agreement or similarly purports to restrict the ability of the parties to negotiate a successor agreement, the City and the Association shall, without prejudice to either party's judicial remedies, endeavor to agree to alternative contractual provisions which are not adversely affected by said legislative, executive or administrative provision. ARTICLE VI - SALARY SCHEDULE A. Classification and Salary Rates 1. All employees _ shall receive . a three._oercent (3.t0%) wageincrease effective the beginning of the pay period that includes September 1, 2007 as set forth in Exhibit A attached hereto and incorporated herein by this reference. All employees shall receive a two percent (2.0%) wage increase effective the be inninc of the oav Deriod that includes Jul 1, 200i3z " 3,^ Exhibit-4,attae ed-hereto J ieeer er e by-t ts-feforenee 3. All employees shall receive a two percent 2.0%wage increase effective the beginning of the a eriod that includes Jul 1. 2009: as set fc rth.its Exhi it. R attz ched-- hereto raj c fated. -herein -by i� r cam_ 4. All employees shall receive a two percent '2.0% wage increase effective the beginning of the pay period that includes July 1 201Q-as set forth n Exhibit -A attached -hereto -and ingefporated4ieFein+:by4h+s re#e -e. 5. All employees shall receive a two pere and one-half percent (2.5%) wage increase effective the beginning of the pay period that includes July 1a..20.1.1 os�s t fart in E* fb1t A attacbed.-hretnn ted herein: by this reference. 6. All employees hired after March 29, 2002 shall be required to utilize direct deposit of payroll checks. MEA MOU,July 1, 2007 -June 30, 2012 Deleted: All employees shall receive a two and one-half percent (2.5%) wage increase effective the first full pay period that includes July 1, 2006, as set forth in Exhibit A attached hereto and incorporated herein by this reference. 1 Deleted: ¶ (2 .----------- -==---------------- .- Formatted: Indent: Left: 0.75", Hanging: 0.25", No bullets or numbering, Tabs: 0.75", Left + 1.81, Left Deleted: All employees shall receive a two and one-half percent (2.5 % ) wage increase effective the first full j pay period that includes January 1, 2007, as set forth in Exhibit A j attached hereto and incorporated herein by this reference. j Formatted: Strikethrough .._....... _ ....... jForma ....... ..................................... . Formatted: Strikethrough Formatted Strikethrough Formatted: Strikethrough { Deleted: FINAL 2006-2007 ARTICLE VII - SPECIAL PAY A. Education 1. Tuition Reimbursement Upon approval of the Department Head and the Human Resources Director, employees may be compensated for courses from accredited vocational and educational institutions. Tuition reimbursement shall be limited to job related courses or job related educational degree objectives and requires prior approval by the Department Head and Human Resources,irect_or. {Deleted: Manager Education costs shall be reimbursed to employees on a first come, first served basis for a full refund for tuition, books, parking (if a required fee) and any other required fees upon presentation of receipts. On a first corne, f_irst.. served_basis, ..._the ..maximum .__annual .__benefit . Der ..._fiscal.." ve,a_r.._f,or.._each. employee is $5,250 (five thousand two hundred -fifty dollars), until the ,- (Deleted: The maximum allocation for the entire bargaining unit gf seventy five thousand i Deleted: shall be - __......._ _ _........ ..__.... . dollars ($75,000) in each fiscal year period has been allocated. Reimbursements shall be made when the employee presents proof to the Human Resources Pirector that he/she has successfully completed the (Deleted: Manager course with a grade of "C" or better; or a "Pass" if taken for credit. B. Assignment Pay 1. Leadworker Differential Any employee classified as "Leadworker" shall receive sixteen (16) ranges on the "Universal Salary Schedule" above the highest classification, which is assigned to the Leadworker to lead. 2. Shift Differential a. Afternoon Shift Employees required to work on a regular assigned shift that occurs between the hours of 4:00 PM and midnight, shall be paid a special pay equal to five percent (5%) of the employee's base hourly rate of pay (as defined in Article IX) for all work performed during said shift. b. Night Shift Employees required to work on a regularly assigned shift that occurs between midnight and 8:00 AM shall be paid a special pay equal to ten ------- - ....... - (Deleted: FINAL zoos -zoos percent (10%) of the employee's base hourly rate (as defined in Article ......... ..., IX). Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: j 0.01", Relative to: Paragraph c. Shifts Defined -- _.. . Formatted: Left MEA MOU, July 1, 2007 — June 30, 2012 4 Employees will be considered as assigned to the afternoon shift (4:00 PM to midnight) or the night shift (midnight to 8:00 AM) when five (5) or more hours of their regularly assigned shifts occur in the afternoon or night shift as defined herein. C. Special Certification/Skill Pay Bilingual Skill Employees who are required by their Department Head to use Spanish, Vietnamese, or American Sign Language skills as part of their job assignment, shall be paid an additional five -percent (5%) of their base hourly rate (as defined in Article IX) in addition to their regular bi-weekly pay. The special pay shall be effective the first full pay period following certification as verified to the Department Head in writing by the Human Resources Manager or designee. Employees may accept assignments utilizing bilingual skills in other languages on a short-term assignment with approval by the City Administrator. Such employees shall receive the additional five percent (5%) of their base hourly rate of pay (as defined in Article IX) for every bi-weekly pay period that the assignment is in effect. In order to be eligible for said compensation, employee's language proficiency will be tested and certified by the Human Resources JDirecto-r or designee. Shorthand Skill Employees who have successfully passed a shorthand skill test and who are required to use shorthand regularly in their jobs shall receive additional compensation in the amount of forty-six dollars and fifteen cents ($46.15) bi- weekly. Effective 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 of eligibility in the former position. 3. Building Plan Checker Plans Examiner International Conference of Building Officials (ICBO) Certification Incumbents who have completed their probationary period in the class of Building Plan Checker I and II, who have attained certification as Plans Examiner by ICBO shall receive additional compensation in the amount of forty-six dollars and fifteen cents ($46.15) bi-weekly, provided that active certification is maintained. Effective the be pmjyi of the firsipa�. grit fc� lr wing City Council- ratification_.._._gf...._..th.is_...__a re mentx_._the_--Building.---Plan..._ Checker __.I classification shall be increased $1,200,00 (twelve hundred dollars). MEA MOU July 1 2007 — June 30 2012 -( Deleted: Manager Formatted: Indent: Left: 1.5", First line: 0", Tabs: 1.5", Left + 1.56", Left + Not at 1.25" Deleted: FINAL 2006-2007 Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0,01", Relative to: Paragraph Formatted: Left Effective the beg innnn w of the Firs, <..y pgiod fcllt...joLtr g Cit Council ratification of this agreernent, the ICBO certification pay shall end. A[ ._e r tplcyecs__._rec ivin.g...._[ ®....cgrtificatic r _...P_�Y.... rl_p_I°..._to...._thisdate shall continue to receive this pay while trey remain in their present classification,--..._A�l.y_.._change.__i.n._classification will .... result .._in.._the _...ICBO pa ey nding for that employee Engineering In Training (EIT) /Associate of Arts (AA) Degree in Engineering Incumbents in the classification of Building Plan Checker I and II, who have successfully completed the State of California examination for EIT or who have obtained an AA degree in engineering or equivalent major, shall receive additional compensation in the amount of sixty-nine dollars and twenty-three cents ($69.23) bi-weekly. Effective the I;eg innir: of tEe first a erio f{llcrinc; City Caunoil ratification of this _agreement_.._ the ....._QT/ .....PaY....._sliall......end,.... All em to ees receivin EIT/AA pav prior to this date shall continue to receive this nav while thev remain in their present classification. Any_change__in...classification_ will _._result i_n_the _EIT/AA_pdiijLq tof that emaloyee. 4. Water Certification The City and Association agree to meet and confer no later than one hundred ..._twenty (120.)—des._-._after_.... the __City.__._ Council..._ ratification .__of. --this agreement.on the impact of state regulations on classifications That require water certification. Process Owner Assignment Pay Employees performing assignments designated by the Department Head and approved by the City Administrator or designee as "Process Owner" shall be paid ten percent (10%) of the employee's base hourly rate in addition to other compensation. Effective with the first full pay period following City Council ratification of the Memorandum of Understanding, this pay shall end. All employees receiving Process Owner assignment pay prior to this date shall continue to receive this pay while they remain assigned "Process Owner." Deleted: by January 31, 2007 Deleted: directly impacted by the changes in state law regarding Process Owner assignments are designated by the employee's Department Head and approved by the City Administrator or his/her designee. Designated employees are responsible for JD Edwards applications setup, design, troubleshooting and training. Process Owners have system ( Deleted: FINAL 2006-2007 coordination responsibilities as distinguished from users of the system. Formatted: Position: Horizontal: 6 43" R I t t P V rC I 6. Hazardous Materials Duty Assignment Pay MEA MOU,July 1, 2007 — June 30, 2012 6 e a we o. age, a ca . 0.0111, Relative to: Paragraph - _.._- Formatted: Left Effective ti t c.,i,l i 3r.i tlt; fi i ,gay r�eri d f ill°.vi,it City Council ratification of this agreement, employees assigned HazMat Duty by their department head or._h.is.__or.._tier ._d.esi,c�ne,e._shall__recei_ve_fivt __percc;_��t.._( %�..._c�f their__ basq.._��_l_ary_f�r the specific hours nerforming the HazMat Dutyassignment. ARTICLE VIII — UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT A. Uniforms and Safety Shoes The City's Uniform and Safety Shoe Policy shall be set forth in Exhibit B, a copy of which is attached hereto and incorporated herein by this reference, provided however, that employees represented by MEA working in the Police Department shall be issued property in accordance with the equipment issue form for the particular position to which they are assigned. 1. Safety Shoes — Cost The City shall furnish safety shoes in accordance with the procedures and guidelines as set forth in Exhibit B, provided however, that the maximum amount to be reimbursed for a pair of safety shoes will not exceed two hundred and twenty-five dollars ($225.00) per pair every six (6) months or sooner, if necessary. 2. Safety Glasses Prescription safety glasses shall be provided upon the approval of the Supervisor. The cost of prescription safety glasses shall not exceed two hundred ninety-nine dollars ($299.00) in each two (2) year period, or sooner if medically prescribed. B. Tool Allowance Those employees, who are required to furnish their own personal tools for use on the job, shall be provided with a tool allowance to offset a portion of the cost for said tools that are lost, stolen or broken when in use on the job. Such allowance shall be eight hundred dollars ($800.00) per year, payable in January of each year, separate from payroll checks to those employees on active duty. In the event an employee is hired or separates, his/her tool allowance for that calendar year shall be prorated on the basis of the total number of months in which he/she was employed on the first working day of the year. It is understood that the employee has the responsibility to exercise care and diligence in preventing the loss, theft and breakage of his/her personal tools. The followingclassifications are eligible to receive tool allowance: g {Deleted: Helicopter Mechanic Technician¶ Equipment/Auto Maintenance Crewleader ; Deleted: FINAL 2006-2007 .....................__................................................................................ Equipment/Auto Maintenance Leadworker Formatted: Position: Horizontal: Helicopter Maintenance Technician 6.43°, Relative to: Page, Vertical: echanic I o 01 ", Relative to Paragraph ,M _._ .... _........ ... .._ ...... ,_ ........ ........ i Formatted: Left MEA MOU Jule 1 2007 — June 30, 2012 7 14 Mechanic II Mechanic III Senior Helicopter Maintenance Technician Senior Vehicle Body Technician Tire Service Worker (T) Vehicle Body Repair Crewleader Vehicle Body Technician C. Vehicle Use The City Vehicle Use Policy is attached in Exhibit C. Approval is required by the City Administrator or designee for any City vehicle to be taken home by an employee. ARTICLE IX — HOURS OF WORK/OVERTIME A. Work Schedule It is the intent of the City to provide an opportunity for employees to select a flexible (flex) schedule and/or alternative work schedule that is consistent with the City's objective that such schedules shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. 1. Pay Definitions For the purpose of this Agreement, the following definitions shall apply: a. Base Hourly Rate of Pay is defined as the hourly rate of pay that is identified in Exhibit A, Salary Schedules. b. Regular Rate of Pay is defined as the base hourly rate plus (including) special pays as identified in Article VII. c. Overtime Rate of Pay is defined as the base hourly rate of pay times one and one half (1 '/2) plus (including) special pays as identified in Article VII. d. Hours of Work includes; General Leave, Holidays, Sick Leave and Compensatory Time for the purpose of calculating overtime. Defined Workweek under Fair Labor Standards Act (FLSA) It is understood that the City has established a workweek for each covered employee which meets the requirements of the (FLSA) and which will not result in overtime compensation as part of a normal work schedule. Each non-exempt employee shall be assigned a designated FLSA workweek for the correct calculation of overtime. This designated workweek shall not change unless extraordinary circumstances require a change in the MEA MOU Juiy 1 2007 - June 00, 2012 s Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph ........... ..........................._............._................................._........_._. { Deleted: FINAL 2006-2007 Formatted: Left employee's regular work schedule due to operational need. A change in the designated FLSA workweek shall be recommended by the Department Head and approved by the Human Resources,pirectgr. {Deletes: Manager 3. Flex Schedule and Alternative Work Schedule - Civic Center Employees With Supervisor and Department Head approval employees may flex regular scheduled start times between the hours of 7:00 A.M. to 9:00 A.M. in half-hour increments (i.e. 7:00 A.M., 7:30 A.M., 8:00 A.M., 8:30 A.M., and 9:00 A.M.). Flex schedules shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. Once a flex schedule is established, an employee shall not change that schedule until the end of the pay period, with the approval of the Department Head. Employees will have the option of working a 5/40 or 9/80 work schedule with Supervisor and Department Head approval. Employees assigned to the Police Department shall retain the option of working the 4/10 work schedule with Supervisor and Department Head approval. In order to maintain service to the public, departmental effectiveness, productivity and/or efficiency, a Department Head may assign an employee a different work schedule that is in compliance with the requirements of FLSA with City 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 (1) hour unpaid lunch during each work shift, totaling a forty (40) hour workweek. The assigned 5/40 work schedule must be in compliance with the requirements of FLSA. b. 9/80 Work Schedule Civic Center Employees The 9/80 work schedule, as outlined in Exhibit E, shall be defined for all employees assigned to the Civic Center as working nine (9) days for eighty (80) hours in a two (2) week pay period by working eight (8) days at nine (9) hours per day and working one (1) day (Friday) for eight (8) hours, plus a one (1) hour unpaid lunch during each work shift, totaling forty (40) hours in each FLSA workweek. The 9/80 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. Non Civic Center Employees MEA MOU JuE 1 2007 — June 30. 2012 ' Deleted: FINAL 2006-2007 f Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph I Formatted: Left The 9/80 work schedule, as outlined in Exhibit E, shall be defined for all employees not assigned to the Civic Center as working nine (9) days for eighty (80) hours in a two (2) week pay period by working eight (8) days at nine (9) hours per day and working one (1) day (Friday) for eight (8) hours, plus a one (1) hour unpaid scheduled lunch during each work shift, totaling forty (40) hours in each FLSA workweek. The 9/80 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. c. 4/10 Work Schedule The 4/10 work schedule, as outlined in Exhibit F, shall be defined as working four (4) ten (10) hour days each week plus a one (1) hour unpaid lunch during each work shift, totaling forty (40) hours in each FLSA workweek. The assigned 4/10 work schedule must be in compliance with the requirements of FLSA. The 4/10 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. d. Existing Alternative Work Schedules Non Civic Center employees who had an alternative work schedule (9/80 or 4/10) prior to February 1, 2003 may retain that alternative work schedule. Employees assigned to Beach Operations may be required to work a 4/10 work schedule. Civic Center employees who had an alternative work schedule (9/80) prior to February 1, 2003 may revert to that alternative work schedule (9/80) in the event his/her Supervisor and/or Department Head determine that the 9/80 schedule set forth in this Article is inappropriate for the employee's classification. B. Overtime/Compensatory Time 1. FLSA Workweek and Employee Pay Period Each employee is assigned a designated workweek as a seven (7) day workweek that begins and ends based upon a defined work schedule. Each employee's pay period is a fourteen (14) day cycle that consists of two (2) consecutive workweeks. It is the policy of the City that overtime is to be used only as needed or under emergency conditions, as approved by the City Administrator or designee. 2. Overtime MEA MOUYJuty 1 2007 — June 30, 2012 10 4:, _ ....... Formatted Position Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph ( Deleted: FINAL 2006-2007 Formatted: Left FLSA "non-exempt" employees shall be compensated at the Overtime Rate (in the form of pay or compensatory time) for hours worked over forty (40) hours in a workweek. 3. Work Shift that Exceeds Thirteen (13) Hours An employee who performs authorized work immediately preceding or upon completion of a regular work shift (extension of a workday) that exceeds thirteen (13) hours in a shift shall be compensated as follows: a. One and one-half (1 %2) times the employee's regular rate of pay for all hours worked in excess of their regular workday, up to and including thirteen (13) hours in any workday, and b. Two (2) times the employee's regular rate for all hours worked in excess of thirteen (13) hours in a workday. 4. The employee's Supervisor shall determine if employee receives overtime pay or compensatory time. Consideration shall be given to effectuating the request of the employee; however, the maximum accrual for compensatory time shall be one hundred forty (140) hours. Two (2) times per fiscal year an employee may cash out hours of banked compensatory time, for maximum annual cash out amount of one hundred ten (110) hours. The employee shall give payroll two (2) weeks advance notice of their decision to exercise such option. C. Employee Fatigue An employee who is called back to work following the end of their regularly scheduled work shift and proceeds to work more than five (5) consecutive overtime hours shall then be entitled to an eight (8) hour rest period without compensation, upon completion of the assignment. Regularly scheduled lunch periods are not considered part of this rest period. If the eight (8) hour rest period extends into the employee's next regularly scheduled work shift, the employee shall suffer no loss of pay or accrued leave as a result thereof. As far as is practicable, employees who have earned a rest period shall be relieved at the start of their regular work shift in order to take such rest period. D. Callback Employees called back to work shall be compensated a minimum of two (2) hours of overtime pay at the regular rate of pay. A Supervisor shall notify an employee, in advance, of the need to work overtime. Where overtime is worked as an extension of the workday, it shall not be considered call back. While overtime may be required to be worked, it is the City's policy to discourage the working of overtime, and to provide reasonable notification to an employee MEA MOUJuly 1 2007 — June 30. 2012 Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: `0.01", Relative to: Paragraph ........................_..... _...._._....................,.................................: Deleted: FINAL 2006-2007 ,{ Formatted: Left should overtime be required. An employee called back to work less than two (2) hours before their shift begins shall not be paid Call Back pay but will be paid in accordance with Article IX.C. Overtime/Compensatory Time. E. Mandatory Standby An employee who is placed on standby status by their Supervisor shall be compensated at an hourly rate equal to 0.180 of their base hourly rate of pay for the entire period of such assignment. F. Acting Assignment If an employee is formally assigned to work in a higher classification on a temporary basis for greater than three (3) consecutive weeks, the employee shall be compensated for all hours worked in the higher classification at a rate which is at least five and one-half percent (5 1/2%) above their pay step, but such pay increase shall not exceed eleven percent (11%) not to exceed the top step of the pay range for all hours worked in the higher classification. In the event a non- exempt employee is assigned to act in a classification that is exempt from overtime, the employee shall retain all special pays of their non-exempt classification and shall receive compensation for hours worked over forty (40) hours in the designated FLSA workweek on a hour for hour basis, at the regular rate of pay. Such pay shall be paid or credited to the employee's compensatory time off balance at the discretion of the Department Head or designee. Acting assignments are not intended to exceed six (6) months unless extraordinary circumstances warrant an extension as recommended and approved by the Human Resources, pi rector. Under no circumstances shall an .-... LDeleted:Manager acting assignment exceed one year nor shall it be considered a reclassification or a promotion Employees on acting assignment obtain no property rights in the acting assignment and may be returned to their regular position at any time. Upon promotion to an FLSA exempt classification, all compensatory time off shall be cashed out prior to promotion at the employee's current regular rate of pay in the non-exempt classification. G. Court Standby Time and Court Appearance Time An employee who is required to perform court standby duty in the performance of their official capacity with the City, shall be eligible for Court Standby Time or Court Appearance Time. An employee who is required to be on standby for a court appearance during other than their regularly scheduled work hours shall receive a minimum of three (3) hours time at their regular rate of pay for each morning and afternoon court - 9--­ ... Deleted FINAL 2006 2007 ...:::::::::::::::::::::::':::::::::::::::::::::::::::::::::::::::::::-::::::............................. Formatted. Position: Horizontal: 6.43", Relative to: Page, Vertical: In the event an employee is required to appear in court during other than their 0.oi°, Relative to Paragraph regularly scheduled work hours, the employee shall receive a minimum of three { Formatted. sett MEA MOU.July 1, 2007 — June 30. 2012 12 ' (3) hours at the overtime rate; provided however, that if such time overlaps with the employee's regularly scheduled work hours, this provision shall be limited to those hours occurring prior to or after the employee's regularly scheduled work time. A legally served subpoena or the direction of the Department Head shall be required to support the payment of Court Standby or Appearance Time. ARTICLE X — HEALTH AND OTHER INSURANCE BENEFITS A. Health The City shall make available group medical, dental and vision benefits to all ( Deleted:2006 employees. A copy of the medical, dental and vision plan brochures may be - obtained from the Human Resources Office. Formatted Strikethrough ::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::::.:: Deleted: Effeetive januaFy 4, B. Eligibility, Criteria and Cost peFee _ed oca and a f.... ♦ /QO/ \ :'ease f.._ 1. City and Employee Paid Medical Insurance — Employees and aefifa' eA. Intheeventtha Dependents I - a"PIPv 4 Deleted: . The City and employee shall each pay for health insurance premiums for :1 abeve the qualified employees and dependent(s) effective the first of the month following the employee's date of hire. The employee deduction for — --- I Deleted: if the Cit s; ,er2o Q premium contributions shall be aligned with the effective date of coverage and the ending date of coverage upon the employee's separation. The z between the Gity's 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. E�h4 i¶ 2. City n P: ioyee Contributions ' The Coif 31� ems�ic<ye contributions as detailed in Chart A below shall percent 1 (MG),.h a remain in effect until December 31,C 7—_.,� ' 1 - .. .......... ti... ..1c_value or-,t....f F� (�50 j ilia YenW red tewapd any to Fned'eal .}� )twelve percent (1 2%YT w . Deleted: ll fie Chart A - Effective January 1, 2007 through December 31, 2007: s Agreement nor is th NTHI�1( SAS iC B5'LOW IU1ISl Ita PMI q — _ _. _ ....... EE ONLY 1 $352.29 $644.97 EE + 1 1 $767.75 $1.383.42 MEA MOUjuly 1, 2007 — June 30. 2012 ;¢Formatted: Position: Horizontal: i463.20 $316.34 $24.87 $58.31 $22.38 43", Relative to: Page, Vertical: Ol", Relative to: Paragraph 979.29 $692.78 $42.29 $108.85 $22.38 =� Formatted: Left 13' 3....._._Qi y......_aC1Cl.._....Emr)lCypj ____ onjributic)n s..__."___The._ Gly._..._a€"i.�;�......._efn"pl ve-es........ti_edical- Formatted: Indent: Left: 0.5" contributions shall remain in effect from January 1 2008 through December 31, 2008, o` s f, ,lo vs: 20 8 Health Prerniurns and Contributions ICE MEA MOUFJuly 1 2007 — June 30. 2012. 14 f Deleted: FINAL 2006-2007 ............................................._....._........_............. .........................._.........._ Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph Formatted: Left �� Formatted: Position Horizontal: 6.43", Relative to. Page, Vertical: 0.01", Relative to: Paragraph ........... ..........................-............_............._................._..................i Deleted: FINAL 2006-2007 I Formatted: Left MEA MOUwJuly 1, 2007 — June 30, 2012 15 f Deleted: ¶ - A. For = e calendar r 20nH. t is City t all o E,�ra riaa to aw a!jn, filar i v_alent- tea the medical � d al_ tare miu Y) Jf _tf1 th €naxirnuni (`�onfrit ' i o ' n state(! above. For 1 Formatted Indent Left 0 5' the calendar years 2009, 2010,20111, and un €I J';-r e 30, 012, this amount may Deleted: 2008 Health Premiums and Contributions¶ c ar; ,_ rsuant to egt€ons D_ E.,._F...a G _belo � he eri plo e shall Opt be ¶<see f ' ehe.€� P>¶ Max. ity coot i `Lao€r duldri'' the term 9 of this a reement ax. y ___,- _,. Employee Employee¶ B. if the Huntincaon Beach Fire Association (H FAQ withdraws from the City health-,''- ir; ir, 0i f City evil: afar<y anc�i all. r_clea ej sre€ J rns as a result of tt�ei.r withdrawal rr n) the health, flan, The City will only rai t�.€� "€ e ea E [.1 rare ri€I�lil� .. .. .. _w....- in c alenLdr= re ar J0 0 8. 9. et the , beginning of. the first ay pe od which in# ors oche s the wage in l a(y 1 of each contract the will inform the Association ir) writing of the cast va ue e.'.t'g'ual-_to one, percc �t. (. °�� ...of...payro !l, whicih inclttdes bas€ s�FaE.�.z. . ` ° . ....... PERS contribution, Workers` Compensation, Citv Retir e Medical Subsidv Plan a`d_Se_ l'Bu ldedu a en!_tertPan _ -1 U. By Auqust 15, 2008, or thirty (30) days frarn the gate that the Citv provides the - Association with the health insurance. rates _for thewi ..._ fOIIOng__salnciar ewear, whichever is later, the Association shall inform the Citv in wri lnc if it swishes to exercise the option to allocate one-half of one percent (50%) of the current base salary, to. increase the City's_contribution. to health_ insu_ra_nce._prernit�rrt_S (medical, dental and or vision combined) beginning of the first pay period following January 1..,...__2QQ9 ....-o_radvage increase_ effective......thatperioc:..:.._......_'f...._a_r....._em ........l_ee's ._health ... _ — insurance premiums (medical, dental and or vision) exceethe City's contribution, the employee shall be responsible for paying the difference between the caast_of the prerrtiurns and the City's contribution,_ I, Qv Auclust 15 2009 or thirty 30 days from the date that the City provides the- `. Association with the health insurance rates for the following calendar Ygar, whichever is later. the writing if It wishes to exercise option to allocate in one_half_ �t__are...perce€�t��Mincrements up w.. _r - to one percent (1.0%) of the current base salary, to increase the Gity's contribution € to health insurance premiums medical. dental and or vision combine d) be�inni_rtg_ofi the final rSa.Y..P_erie(l..._fpjjpwina January 1 ...20_1.0.._orr_a waif increase effective that period. if an employee's health insurance premiums .Lrpoical.dental and or vi_sion.) exceed-the_City s.._contributisn,._the .e .p...lp.Yee..._sl�a!l. be responsible for paving the difference between the coast of the premiums and the Citv's contribution MEA MOU,July 1, 2007 - June 30, 2012 16' Monthly Contribution . Contri bution Contribution¶ Plan Tier. Premium Monthly Monthlv . Bi-Weeklvil <sp>:� <so>4 <sp>Kaiser Single . $316.16 $316.16 . $0.00 .$0.00 ¶ Two -Party $692.38 $692.38 $0.00 $0.00 Family $910.54 $910.54 $0.00 $0.00 ¶ <sp>¶ Blue Shield Single $388.83 $388.83 . $0.00 . $0.00 - ¶ HMO Two -Party $847-37 $847.37 $0.00 $0.00. ¶ . Family . - $1,096.88 . $1,096.88 $0.00 $0.00 ¶ <sP>4 Blue Shield PPO . Single. $507.93. $388.83 $119.10 $54.97¶ Consolidated Two - Party. $1,073.84 . $857.37 $216.47 $99.911 Family. $1,330.81 . $1,106.88 $223.93 $103.351 <sp>% Delta Dental Single $58.31 $53.44. $4.88. $2,251 PPO Two -Party $108 Formatted Formatted: Indent: Left: 0.5', No bullets or numbering Deleted: FINAL 2006-2007 Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph { Formatted: Left F. Qv Auaust 15, 2010, or thirty (30) days from the date that the City provides the - Association with the health insurance rates for the following calendar Year, whichever ._is...later,...the Association..._shall_..inform_._the.._City.._i_}.3.....=vri.ti.f a if it wishes to exercise the option to allocate in one-half f. one. ercent 5,)°,oincrements Lip to ---- pne_.....percent....._(t...:0"N.1..._of._.-the....._current.....-base__.._sa_Ia_rv,.....-to.--increase......_the Q ty__s Contribution to health insurance premiums (meical, dental and or vision combined) beginning of the first pay period followingJanuary 1 2011. or a wggge increase ._effective ---that period. If an errs levee's _health insurance _prerniun2s (medical, dental and or vision) exceed the City's Contribution. the emplo ey e shall be responsible for paying the difference between the Cost of the premiums and thc.._Cifiy's._enntribution._ G. 8y._Auciust 15,_ 2011_,.._or thirty... days.-froni._.t e...date that..._t_he City._provid_es the- Y.- with the health insurance rates for the following calendar ear whichever is later, the Association shall inform the City in writing if it wishes to exercise the option to. allocate.._ in one_half_of one percent (,50%),.increments. u to one percent (1.0%) of the current base salary, to increase the City's contribution to health insurance __pEgrni rns (medical, dental and or..__vision combined) beclinninq.of the first.pav Period followinq January 1 2012. or a wa e increase effective that period. If an employee's health insurance premiums (—medical. dental and or vision) exceed the .City's contribution, the employee_shalll be responsible for paying the difference between the cost of the premiums and the City's contribution. 3. Part Time Employee Contributions Part-time employees hired after July 1, 2006, shall receive a pro -rated amount of the City's contribution rate as established for full-time employees based on the employee's work schedule, either fifty percent (50%) for half-time (1/2) or seventy-five percent (75%) for three-quarter time (3/4). 4. Employee payroll deductions shall be made on a pre-tax basis. 5. The dental insurance maximum coverage is two thousand dollars ($2,000.00) per year. Formatted: Bullets and Numbering Deleted: 0 F Formatted: Indent: Left: 0.5" Formatted: Bullets and Numbering i Deleted 0� ( Formatted- Indent: Left: 0.5" P. COBRA I Deleted: C _ ..----- Employees who terminate their employment with the City and their dependent(s) shall hae any and all the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) benefits as well as Cal -COBRA (AB1401) to which the law entitles them. Deleted D . Life and Accidental Death and Dismemberment Insurance ( Deleted: FINAL 2006-2007 .: Each employee shall be provided with fifty -thousand dollars ($50,000.00) of life Formatted: Position: Horizontal insurance and fifty -thousand dollars ($50,000.00) of accidental death and 6 43 Relative to: Page, Vertical. dismemberment insurance coverage paid for by the City. Each employee shall o of Relative to Paragraph l Formatted: Left MEA MOU,July 1, 2007 — June 30. 2012 17 � " " 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. _F. Long Term Disability Insurance (LTD) - ( Deleted: E ....... ............... The City shall provide for each 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. Such plan shall be modified effective November 21, 1988. The parties agree to exclude the first year of job related illness or injury from coverage on condition that the plan provides for a coordination with Sick Leave, General Leave and holidays which is satisfactory to the Association. A copy of the LTD insurance plan may be obtained from the Human Resources Office. The intent of iong.term disability insurance -_is_to_assist _ern plyees who are off work for an extended period of time. While long term disability benefits can be coordinated with accrued leave benefits to achieve one hundred ercent C1_ Q%) of.._regular .._rate .._of....paY,._ no�RRplc�yet .._a receive more than their regular rate of paY while receivin disability benefits and pair: leave. G.. Medical Cash -Out - --- --- ----- ---- - ---- ----- ----------- -- { leted De: F li ;...... - s Deleted: An employee who is Effective Liec,rtnirr :'EE? flr5t pa�perlod ft)lt3w[nc) C€ty CCtunC€I ratiiiCation of this covered by a medical program a reerrleat. if.an_em to ee Is covered b a medical ra ram outside of a G€t - _..g__...._..., o�y._.._..__.._---..._._.___.._.__.....__........-_._......P_---...9........._.........._...._._..__....-_....-.._......_____....__ y.... outside of a City provided program evidence of which must besu lied ( PP provided program (evidence of which must be supplied to the Human Resources to Human Resources), may elect to learimert the ma elect to discontinue Cit medical covera e and receive discontinue City medical coverage and receive ninety-two dollars and the arnount eeu-al_._to... ........ _...__._......_.........._.........__._..—.....__._........._.....---...__.._.._.._.._..._.........__._ _ .._.�.. - medical premium offered to this unit. deposit into their deferred compensation account or any other pre-tax program offered or approved {. Section 125 Plan by the City. If the pre-tax contribution is not permitted by any applicable This plan allows employees to use pre-tax salary deductions to pay for regular •, Internal Revenue Service (IRS) codeor childcare, adult dependent care and/or unreimbursed medical expenses. regulation, an equivalent payment will be made payable as compensation on a bi-weekly basis Miscellaneous and shall be taxable.1 -- - - j Deleted: G 1. Nothing in this Article shall be deemed to restrict the City's right to change Del`" insurance carriers or self -fund should circumstance warrant. City shall, however, notify the Association of any proposed change and allow the Association an opportunity to review any proposed change and make recommendations to the City. 2. Nothing in this Article shall be deemed to obligate the City to improve the benefits outlined in this Article. 3. When the City grants an employee leave without pay for reason of medical disability, the City shall continue to contribute its share of the employee's % Deleted: FINAL 2006-2007, Insurance premiums, pursuant to Article X.B.2. for the time the employee ......................................- ........... Formatted: Position: Horizontal: is in a non -pay status for the length of said leave not to exceed twenty-four 6.43", Relative to: Page, Vertical: (24) months. The City shall provide timely written notification of employee 1 0 01', Relative to Paragraph = Formatted Left MEA MOU ,,�{74}7 —June 3t1. 212 18 rights under this Article and the LTD Plan and will assist the employee in processing LTD claims so that undue delay in receiving LTD payments is avoided. 4. The City and the Association participate in a City-wide joint labor and management Insurance and Benefits Advisory Committee to discuss and study issues relating to insurance benefits available for employees. Health Plan Over -Payments Employees shall be responsible for accurately reporting changes in the status of dependent(s), which affect their eligibility for health plan coverage ninety (90) days after the date of such status change. The City shall use its best efforts to advise all employees of their obligation to report changes in the status of dependent(s), which affect their eligibility. If an employee fails to report a status change that affects eligibility within ninety (90) days, the City shall have the right to recover any premiums paid by the City, on behalf of ineligible dependents. Recovery of such overpayments shall be made as follows: a. The employee's bi-weekly salary warrant shall be reduced by one- half (1/2) of the amount of the bi-weekly overpayment. Such reduction shall continue until the entire amount of the overpayment is recovered. b. The City shall be entitled to recover a maximum of twelve (12) months premium overpayments. Neither the employee nor the dependent shall be liable to the City other than as provided herein. . Retiree Medical Coverage for Retirees Not Eligible for the City Retiree Medical Subsidy Plan Employees who retire from ' the City after January 1, 2004 and are granted a retirement allowance by the California Public Employees Retirement System (CaIPERS) and are not eligible for the City's Retiree Medical Subsidy Plan, may choose to participate in City sponsored medical insurance plans until the first of the month in which they turn age sixty-five (65). The retiree shall pay the full premium for City sponsored medical insurance for themselves and/or qualified dependents without any City subsidy. Employees who retire from the City and receive a retirement allowance from the CaIPERS and are not eligible for the City's Retiree Medical Subsidy Plan and choose not to participate in City sponsored medical insurance, upon retirement permanently lose eligibility for this insurance. MEA MOU July 1 20`i7 —June 30. 2012 19 Deleted: L Deleted: FINAL 2006-2007 ........................................................................ l Formatted, Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph { Formatted: Left However, if a retiree who is not eligible for the City's Retiree Medical Subsidy Plan chooses not to participate in a City sponsored medical insurance plan because the retiree has access to other group medical insurance, and subsequently loses eligibility for that group medical insurance, the retiree and their qualified dependents will have access to City sponsored medical insurance plans reinstated. Eligibility for retiree medical coverage terminates the first of the month in which the retiree or qualified dependent turns age sixty-five (65). C. Post-65 Supplemental Medicare Coverage { Deletes: Retirees who are participating in the Retiree Medical Subsidy Plan as of January 1, 2004 and all future retirees who meet the criteria to participate in City sponsored medical insurance, with or without the Retiree Medical Subsidy Plan, may participate in a City sponsored medical insurance plan that is supplemental to Medicare. A retiree or qualified dependent must choose to participate in a City sponsored medical insurance plan that is supplemental to Medicare beginning the first of the month in which the retiree or qualified dependent turns age sixty-five (65). The retiree shall pay the full premium to participate in a City sponsored medical insurance plan that is supplemental to Medicare for themselves or qualified dependents without any City subsidy. Retirees or qualified dependents upon turning age sixty-five (65), who choose not to participate in a City sponsored medical insurance plan that is supplemental to Medicare, permanently lose eligibility for this insurance. . Health Savings Account for Post Retirement Medical Insurance `Deleted: K If che_._ ol i it arts exist _ r ere y he City_ rid ?�sso iat on desire tc implement a Deleted T health savings account plan, thearEsaeeeeeaucoeduring the .....,grt._ .n...._;Deleted: snarl term of the Agreement, for the purpose of eatlrr �a voluntarily funded post I Deleted allowing the opportunity for medical retirement health pjgrj. i employees to .__... _. ......_._ ...... Deleted: qualified M, If the Conditions and the Assor.ia ion desire to discuss the , Deleted expenses impact ct of _reti.ree med.ica.l on. the _ ty's GASB G&-, .-�l_ Accotlnt()"3y`.'�` .. >tr3#,G rids Board'_ Formatted. Indent. Left: 0" ���3"t, �h� �rti�;s ti�ill r�cet aid cr�nf�r �_ -- ARTICLE XI — RETIREMENT { Deleted: zoos-2oo� A. Benefits _....._ _ ...., Formatted: Position Horizontal: 6.43", Relative to: Page, Vertical: 1. Self -Funded Supplemental Retirement Benefit 0.01Relative to Paragraph , v— � Paragraph Formatted: Left MEA MOU July 1, 2007 —June 30.2012 20 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 the employee's elected option and the unmodified allowance which the retiree would have received for his/her life alone. This payment shall be made only to the retiree and shall be payable by the City during the life of the member, and upon that retiree's death, the City's obligation shall cease. The method of funding this benefit shall be at the sole discretion of the City. This benefit is vested for employees covered by this Agreement (Note: The Options provide that the allowance is payable to the retiree until his/her death, and then either the entire allowance ([Option #2] or one- half (1/2) of the allowance [Option #3] is paid to the beneficiary for life). b. Employees hired on or after December 27, 1997 shall not be eligible for this benefit referenced in A.1.a. herein above. 2. Deferred Compensation Any employee who contributes one dollar ($1.00) or more per pay period to his/her deferred compensation account shall receive an employer contribution in the amount of five dollars and fifty cents ($5.50) per pay period to the employee's deferred compensation account, medical insurance premiums or other City provided or approved pre-tax program. If an employee elects that the five dollars and fifty cents ($5.50) be contributed to medical insurance premiums, such election shall only be made during an announced open enrollment period. 3. Medical Insurance for Retirees a. Upon retirement, whether service or disability, each employee shall have the following options in regards to medical insurance under City sponsored plans: 1) With no change in benefits, retirees can stay in any of the plans offered by the City, at the retiree's own expense, for the maximum time period allowed by federal law (COBRA), state law (Cal -COBRA) or ..... __-. . Formatted. Position: Horizontal: E 6.43", Relative to: Page, Vertical: 10.01", Relative to: Paragraph Deleted: FINAL 2006-2007 Formatted: Left MEA MOU,July 1, 2007 — June 30. 2012 _. _... _.... _ _... 21 2) Retirees may participate in the Retiree Medical Subsidy Plan, attached hereto as Exhibit D, as amended, or the Health Maintenance Organization (HMO) plan currently being offered to retirees, based upon the eligibility requirements described in Exhibit D. 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. California Public Employees' Retirement System (CaIPERS) Employee's Contribution Each 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 CaIPERS. The above CaIPERS 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 Employees shall be covered by the two percent at age 55 formula (2% @ 55) as identified in Government Code 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 Government Code Section 21548. 4. Fourth Level of 1959 Survivor Benefits Employees shall be covered by the Fourth Level of the 1959 Survivor Benefit as identified in Government Code Section 21574. L PERS 2.5%e, 55 f all other affected units a ree,.__and.. subiect.,_to,.._a-ornnal ratif cation tote condq-,jed_ .}f.._�' :__the Ci�._s ali irnp(�rn_ent_PER 2.50��._@55,effective 4:� sc�;�n as °}��ssit�i�;, 1==fect;ve ��ifh irn�;I�=rAntatior� ar�d ihrcuc<h }9ur�e ;3t?, 2009,._the._employees_shal.l... pay._aIl._of,_the .._addition_al__costs_to im.ple�nent.._2.:5% 55. .Effective _ .1.s`.__..._2 ...and .._thereafter, _kh employees shal!_pay _..two _and one - quarter percent (2,25%) of the employ share of PERS., In the even' 2,5 a c�; �� �s got �r?�p;c:rncn;c �, t€ c: G t� and Assoc�at�on l^aril Beet and confer can moc: fications to the existing contract MEA MOU ,July 1, 2007 — June 30, 2012 1. 22 C, ARTICLE XII — LEAVE BENEFITS A. Leave With Pay 1. General Leave a. Accrual Employees accrue leave at the accrual rates outlined below. General Leave may be used for any purpose, including vacation, Sick Leave, and personal leave. Years of Full -Time Three -Quarter One -Half Time Service Time First through 176 Hours 132 Hours 88 Hours Fourth Year Fifth through 200 Hours 150 Hours 100 Hours Ninth Year Tenth through 224 Hours 168 Hours 112 Hours Fourteenth Year Fifteenth Year 256 Hours 192 Hours 128 Hours and Thereafter b. Eligibility and Approval General Leave must be pre -approved except for illness, injury or family sickness, which may require a physician's statement for approval. General Leave accrued time is to be computed from hire date anniversary. Employees shall not be permitted to take general leave in excess of actual time earned. Employees shall not accrue General Leave in excess of six hundred forty (640) hours. An employee who earn.s._General.._Leave_hours_in.._ xcess..._of._six__huridred.._forty_J64Q).._ho,urs shall be paid the cash value of those additional hours in their pa gheck. Employees may not use their General Leave to advance their separation date on retirement or other separation from employment. c. Conversion to Cash Two (2) times during each fiscal year, each employee shall have the option to convert into a cash payment or deferred compensation up to a total of one hundred -twenty (120) hours of accrued General Leave per fiscal year. The value of each hour of conversion is at the employee's current base hourly rate of pay, as reflected in Exhibit A. MEAMOU Jug ly1 2007— June 30.2012. _..._..._..._... 23 Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 10.01", Relative to: Paragraph ................ .... . . Deleted: FINAL 2006-2007 ,.i Formatted: Left The employee shall give payroll two (2) weeks advance notice of their decision to exercise such option. d. One (1) Week Minimum Vacation Requirement Employees in the following positions, or their reclassified equivalent, in the Office of the City Treasurer or the Finance Department, shall take a minimum of one (1) week (i.e., five (5) consecutive workdays) paid vacation each calendar year: Office of the City Treasurer - Accounting Technician I; Accounting Technician II; Senior Accounting Technician; Accounting Technician Supervisor; Field Service Representative Finance Department - Senior Accountant (responsible for bank reconciliation) 2. City Paid Holidays a. Full-time employees shall be compensated for the employee's regularly scheduled work shift for the following holidays: 1. New Year's Day 2. Martin Luther King Day (third Monday in January) 3. President's Day (third Monday in February) 4. Memorial Day (last Monday in May) 5. Independence Day (July 4) 6. Labor Day (first Monday in September) 7. Veteran's Day (November 11) 8. Thanksgiving Day (fourth Thursday in November) 9. The Friday after Thanksgiving 10. Christmas Day (December 25) Any day declared by the President of the United States to be a national holiday or by the Governor of the State of California to be a state holiday and adopted as an employee holiday by the City Council of Huntington Beach. b. City Observed Holidav - Holidays which fall on Sunday shall be observed the following Monday, and those falling on Saturday shall be observed the preceding Friday. c. Holiday Paid Time Off for Part -Time Employees Half-time (1/2) or three quarter -time (3/4) employees shall have the holiday paid as time off with a pro -rated amount of hours, respectively for the holidays listed above in Article XI1.2.A. . MEA MOU:JuIy 1, 2007 — June 30. 2012 24 .. Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph Deleted: FINAL 2006-2007 { Formatted: Left d. Holiday Pay For Work on a City Observed Holiday In the event an employee is assigned to work on the City observed holiday, in addition to being paid for the holiday at the employee's regular rate of pay, whether it is or is not the employee's regularly scheduled workday, the employee shall be paid for working the holiday at the regular rate of pay unless FLSA overtime provisions apply, meaning the employee will be paid over time. e. Holiday Pay for Work on an Actual Holiday (Not the City Observed Date) An employee who works on the actual holiday as listed in Article XI1.2.A. 1-10, in addition to being paid for the holiday at the employee's regular rate of pay, the employee shall be compensated at the overtime rate. f. An employee who is assigned or required to work on both the City observed holiday date and on the actual date that the holiday falls, shall only be paid for one City holiday (as applicable per section E. or F. above). g. CalPERS Reporting of Holiday Pay Employees who are required to work on a holiday observed by the City, either on the date observed by the City or on the date that the actual holiday falls as a part of their regular work schedule, shall have their holiday pay reported to CalPERS. Classifications eligible for this CalPERS reporting are: Beach Equipment Operator, Beach Maintenance Crewleader, Beach Maintenance Worker, Crime Scene Investigator, Parking/Camping Crewleader, Parking/Camping Leadworker, Parking Meter Repair Technician, Parking Meter Repair Worker, Parking Control Officer, Police Records Supervisor, Police Records Technician, Custodian assigned to the Police Department, Police Records Specialists assigned to the Records Bureau, Police Service Specialists assigned to the Records Bureau and Police Systems Coordinator. h. If an employee is scheduled to work a holiday and will lose that holiday time due to their General Leave bank having reached the maximum cap of six hundred forty (640) hours, at the employee's request, the employee may cash out the part of their holiday time they will lose. 3. Sick Leave Accrual No employee shall accrue Sick Leave. Credit Employees hired prior to March 30, 2002 shall be credited with their Sick Leave accrued as of March 29, 2002. MEA MOU July 1 2007 —June 30, 2012 25 Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph ............. ................................................................................................. Deleted: FINAL 2006-2007 ,J Formatted: Left C. Usage Employees may use accrued Sick Leave for the same purposes for which it was used prior to March 30, 2002. d. Payoff at Termination Upon termination, all employees shall be paid, at their current salary rate, for twenty-five percent (25%) of unused, earned Sick Leave from four hundred and eighty (480) hours through seven hundred and twenty (720) hours, and for fifty percent (50%) of all unused, earned Sick Leave in excess of seven hundred and twenty (720) hours. e. Extended Absences Sick Leave shall not be used to extend absences due to work related (industrial) injuries or illnesses. 4. Bereavement Leave Employees shall be entitled to bereavement leave not to exceed three (3) work shifts in each instance of death in the immediate family. Immediate family is defined as father, mother, sister, brother, spouse, registered domestic partner, children, grandfather, grandmother, stepfather, stepmother, stepgrandfather, step -grandmother, grandchildren, stepsisters, stepbrothers, mother-in-law, father-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, stepchildren, or wards of which the employee is the legal guardian. 5. Association Business An allowance of eight hundred (800) hours per year shall be established for the purpose of allowing duly authorized representatives of the Association to conduct lawful Association activities. The parties agree to meet and confer during the term of the Agreement to establish guidelines for use of Association Business time. 6. Jury Duty Employees who are regularly scheduled to work on swing or graveyard shifts as defined in Article VI1.B.2. shall be placed on a day shift if they are required to appear for jury duty or selection for a period of more than one day. 7. Leave Benefits Entitlement The City shall comply with all state and federal leave benefit entitlement laws. An eligible employee on an approved leave shall be allowed to use earned Sick Leave, General Leave, and/or Compensatory Time for serious and non -serious family or personal health issues. For more information on employee leave options, contact the Human Resources Division. MEA MOU July 1 2007 — June 30. 2012 26 ARTICLE XIII — CITY RULES Personnel Rules All MOU provisions that supersede the City's Personnel Rules shall automatically update the City's Personnel Rules and be incorporated into such rules. ARTICLE XIV —MISCELLANEOUS A. Grievance Arbitration Any grievance as defined and described in Rules 19 and 20 of the City Personnel Rules (Resolution No. 3960), shall be settled in accordance with the procedures set forth in said Rules except that the parties to the grievance may, by mutual agreement, submit the grievance to a neutral arbitrator whose decision shall be final and binding on the parties. The arbitrator shall be selected by the parties from listings of and pursuant to the rules of the American Arbitration Association. This procedure, if adopted by the parties, shall be in lieu of Step 5 of Rule 19, or Step 4 of Rule 20, and the fees charged by the arbitrator or hearing officer and court reporter shall be paid equally, fifty-fifty (50-50) by the City and the Association. B. Promotional Procedures 1. Tie Scores When promotions are to be made, and two or more employees are found to be equal as a result of promotional examinations conducted by the City, the employee with the greatest length of service with the City shall receive the promotion. Salary Upon Promotion Upon promotion, an employee shall be compensated at the same step in the salary range for his/her new classification, subject to the following provisions: Except for the provisions of sub -paragraphs b and c below, no employee shall receive greater than eleven percent (11%) increase upon promotion. If "A" Step of the classification upon promotion is greater than eleven percent (11%) increase, the employee shall be compensated at "A" step upon promotion. C. If the employee would be eligible for a step increase within eleven (11) months of the date of promotion in his/her classification before promotion, then the Human Resources pirector may_ authorize an increase greater than eleven percent (11 %) upon promotion. MEA MOU. July 1, ?i7 —tune 2L12 27 { Deleted: Manager Deleted: FINAL 2006-2007 11 .................................................................................................... Formatted Position Horizontal 6.43", Relative to Page, Vertical 0.01", Relative to: Paragraph Formatted: Left C. Labor -Management Relations Committee The City and MEA participate in a Labor -Management Relations Committee as follows: The Association and the City recognize that the participation of employees in the formulation and implementation of personnel policy and practices affects their well-being and the efficient administration of the Government. The parties further recognize that the entrance into a formal agreement with each other is but one act of joint participation, and that the success of a labor-management relationship is further assured if a forum is available and used to communicate with each other. The parties therefore agree to the structure of Labor -Management Relations Committees (LMRC) for the purpose of exchanging information and the discussion of matters of concern or interest to each of them, in the broad area of working conditions, wages and hours. 2. The City of Huntington Beach shall have an LMRC. The formation of this LMRC shall not serve as the basis for reopening the meet and confer process to modify this MOU. 3. The LMRC shall meet monthly. The City shall be represented by the City ___ Administrator (or designee), the Human Resources pirector (or designee), -- - Deleted: Manager and Department Heads. Four (4) representatives at these meetings shall represent the Association. 4. The City agrees that any meeting conducted under this Article shall be conducted in facilities furnished by the City, and Association representatives shall be released from their duties at work to attend the LMRC. 5. The parties shall exchange agenda items five (5) workdays before each scheduled LMRC meeting described in this section. Matters not on the agenda may be discussed by mutual consent. If either party timely forwards an agenda, the meeting will be held. D. Copies of MOU The City agrees to print this Memorandum of Understanding for each employee requesting a copy. E. Position Classification Issues 1. Class Specifications The City shall send the Association a copy of each new job description approved for classifications within the representation unit. MEA MOU July 1, 2007 — June 30. 2012 ..28 Deleted: FINAL 2006-2007 ......... .............................................................................. .......................... ; Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph Formatted: Left 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 utilize this program, under which employees may borrow up to fifty percent (50%) of their deferred compensation funds for critical needs such as medical costs, college tuition, or purchase of a home. I. Performance Evaluations/Written Reprimand Appeals Employees may appeal the results of a performance evaluation or written reprimand. Such appeals shall be initiated through the appropriate chain of command (which may include the LMRC) and any decision made by the Department Head shall be considered final. J. MEA Letter of Introduction A one -page letter of introduction from MEA, and of MEA's choosing, regarding the benefits and purpose of joining the MEA, will be included in all MEA eligible new employee orientation packets. K. Voluntary 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., __. _. Department of Transportation (DOT) Random Alcohol and Controlled Substance Testinq During the term of the Agreement, the City and the Association agree to meet and confer to update the policy in accordance with law. tyl.g 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. MEA MOU,July 1, 2€ 07 — June 30, 2012 29 Deleted Formatted: Strikethrough Formatted: Strikethrough Formatted. Indent. Left: 0.25 1 Formatted. Bullets and Numbering Deleted M Deleted. FINAL 2006-2007 i Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph Formatted: Left Deleted: N Required Fingerprinting of Employees The City requires that all employees who are hired, transferred, or promoted to positions that require fingerprinting by federal, state or local law(s) be fingerprinted according to said law(s). The City may also require employees be fingerprinted if they are hired, transferred or promoted into positions with oversight responsibilities for senior citizens or oversight responsibilities for confidential, and or sensitive documents or equipment. 0__ Beach Parking Formatted: Indent Left: 019" Employees may purchase a City beach parking pass at the Senior discount rate. Formatted: Bullets and Numbering 1 P Reasonable Suspicion Alcohol and Controlled Substance Testing Formatted. Indent. Left: 019 The City maintains the right to conduct a test during working hours of any Formatted: Bullets and Numbering employee that it reasonably suspects is under the influence of alcohol or a controlled substance in the workplace. The policy to implement such testing shall be established by the City and the Association during the term of the Agreement. C. Modified Return to Work Policy I Formatted: Indent: Left: 0.19" The City and the Association agree to meet and confer during the term of the Formatted: Bullets and Numbering __.._............................._............_. _..._........._._ Agreement to establish a modified return to work policy for employees who experience industrial or non -industrial illness and/or injury. 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 19th day of NoveniberJtne. 2006_7,. Huntington Beach City of Huntington Beach Municipal Employees' Association By: By: Penny Culbreth-Graft, DPA Judy Demers City Administrator MEA President By: By: Bob Hall Deputy City Administrator William Davis Chief Negotiator MEA MOU, July1, 2007 — June 30, 2012 30 Formatted: Strikethrough Formatted: Strikethrough .... _ . j Deleted: Elisabeth Bodine i Deleted: FINAL 2006-2007 Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph ( Formatted: Left By: Renee Mayne Chief Negotiator By: John H. Von Holle MEA Acting Vice -President By: By: �tiche e Carr Gail Ballone Deleted: Irma Youssefieh Human Resources rest___-er MEA Bargaining Committee__ {Deleted: Manager By: By: By: i Jennifer Lampman Negotiations Team Member `vim €cftael Vi !g gotta Negotiations Team Member APPROVED AS TO FORM: Jennifer M. McGrath City Attorney Terry Tintle MEA Bargaining Committee By: ';I Mein Deleted: Jason Churchill MEA Bargaining Committee I Deleted William Applebee MEA MOU Juice, 007 -tune 30, 2012 31 MEA LIST OF MOU EXHIBITS EXHIBITS SUBJECT"' A Class/Salary Schedule B Uniform Policy B-1 Uniform Listing by Category/Class C Vehicle Use Policy D Provisions of the Retiree Medical Subsidy Plan E 9/80 Work Schedule F 4/10 Work Schedule G Agency Shop Agreement Formatted: Position: Horizontal: 6.68", Relative to: Page, Vertical: 0.03", Relative to: Paragraph ....___.. _... ......... ... Deleted: FINAL 2006-2007 Formatted: Left a ---------------- ------------- -- --- --- ---- ----- - ----- Per the side letter.dated-Juiv 2. 2007; add the fG11owing classes to the salaEy-table: AdmAnistrative-Assistant M fa VQ. Executive Assist -ant Payroll Technician Persortnel Assistant aLA_iG_r__R_ayrG44 -Technician EXHIBIJI-A --f-LASSISALARY-SCtIEDULE JEFFECTIVE jU.LY 1,20106 ............ ........... .... JD8!T Pe e 0444 AewuntaM 494 $25.24 $26.63 $28.09 $29.63 $31.26 0286 AmeuRting-Teehnie4an 1 448 $17.66 $18.61 $19.63 $20.60 $21-.-73 0287 Aeoeunting-Tedinieia" 437 $19.28 $20.34 $21.46 $22,64 0294 Meeuntinq Technidan Supewise 4" $22m28 $23.51 $24.80 $2" $27-.60 0445 M $29.47 $31$9 $32.80 $34.60 $36.60 0428 Adn*nistFatOye Aode 4" $24.74 $26m40 $27-.54 $29.05 $30,65 0289 AdMiA'StFative Seeretafy 434 $19.00 $20.04 $21.14 $22.30 $23.53 0264 A!aFFR SerAces GGeKknatGF 464 $22.06 $23.27 $24.55 $25.90 $27-32 0297 Armt PF-ROMMS (-"-'FatE)F 4" $22.06 $23.27 $24.56 $25.90 $27-.32 0296 Arts Edueat'on GeGmlinater 437 $19.28 $20.34 $21m46 $22-64 $2a-.89 0108 Assistant P!aRReF 496 $25.89 $27.31 $28.81 $30.39 $32.06 GM Assestant Ser-eal Wedw 423 $17.99 $18.98 $20m02 $21 A2 $2238 0368 Beaeh Equip QP-FatOF 449 $20.46 $21.69 $22.78 $24.03 $2&735 0149 04 $26.63 $27.9 $29.63 $31.15 $32,86 0462 BeaGh Ma;nt SeFVIGs-IAl IF 432 $18.81 $1384 $20m94 $22.08 $23.2 _OM Bualdena lnisoerAOF i 475 $23.30 $24.58 $239 $27.36 $28,86 0211F 493 $25.75 $27.1 $28m66 $30m24 0208 Building WspeGtOF !11 645 $28.45 $30.01 $31.66 $3340 -$35.724 04-76 Building Dl--- 'GheokeF I W $28.17 $29.72 $31.35 $3387 0620 Buoldena RapGheekeF 11 647 $33.36 $35m29 $37m14 $39.18 $41.34 G442 BUyel' 488 $24.86 $26.23 $27.67 $29A $3380 0340 Gafpentef: 467 $22.39 $23.62 $24.92 $26m2 $27.74 0406 622 $29.47 $31.09 $32.80 $34.60 $36.50 0462 Cheek investkjatGr 442 $19.76 $20.85 $22.00 $23.21 $24,49 0186 Code Ellft)FeementOffi,.e, i 443 $19.87 $20.96 $22.11 $23.33 $24.4151 0182 Code EnfeFeementGffiee" 485 $24.60 $25.86 $27.27 $28.77 $30,35 G&U Code EnfWementTeeh 406 $16.62 $17.43 $18.39 $19.40 $20.47 0335 Gommmicatmons TeGhnmoaan 475 $23.30 $24.68 $25.93 $27.36 $28-.% 0263 Community RelatieRs Speeb4st 463 $20.88 $22.03 $23.24 $24.62 $26.87 0262 nommunebg Sves 1 9 $24.45 $26.80 $27.22 $28.72 0258 GommunRV_%vc-_Reo Supervisor 497 1 $26.,04 W-.44 U&% $30-.54 $32-.22 33 M EA M 0 U Jgjy J qr1g, 0 _j_? -- -- ------ -- -- ----------- -------------------- I - - ------ ----- -- ---------- Deleted: EXHIBIT A - CLASS/SALARY SCHEDULE -To be updated to reflect wage increases 2007 - 2012 Formatted Table I Formatted: Left Formatted: Font: Arial Bold, Strikethrough . .............. ..................... .............. ..... ...... ­ ................... . .............. ..... ...... ................ Formatted: StrikethrEugh== Formatted: Strikethrough i .. . . .......... . . _J tt Formaed: Striketh . ........ . . rough....._..,_-__ ) Deleted: FINAL 2006-2007 Formatted: Position: Horizontal: 6.68", Relative to: Page, Vertical: 0.03", Relative to: Paragraph .......... . Formatted: Left % g # § § ©m§ g g g § IZ. 2; !i E! E r'!]E m. . k E E E : : @)E E a' :! 2 2j�]Li2 l ��£ 2 2 2[2 : . . . :. ®) ®(0\ 1 IR.2zz] <i)#)]t \ LL 2 of a2]2 ■ Formatted: Strikethrough Formatted: Strikethrough Formatted: Strikethrough Formatted: Strikethrough Formatted: Strikethrough Formatted: Strikethrough Formatted: Strikethrough — Formatted: Strikethrough .....-._:...::::::....--::.-..-: Formatted: Strikethrough Formatted: Strikethrough :...._ _.—..�.1 _.—:.��___�w_.__..... Formatted: Strikethrough Formatted: Strikethrough Formatted: Strikethrough Formatted: Strikethrough Formatted: Strikethrough �.._.. — -...---....—..... ---- ...... _ .....1 Formatted: Strikethrough Formatted: Strikethrough Formatted: Strikethrough Formatted: Strikethrough Formatted: Strikethrough Formatted: Strikethrough Formatted: Strikethrough Formatted: Strikethrough ................ ................ .......................................:............................. _ Formatted: Strikethrough Formatted: Strikethrough j Formatted: Strikethrough Formatted: Strikethrough :.-..._ ::::-:-.— :.--:...—:-_:.—_ ::::: Formatted: Strikethrough . •_.......... _ _......... _...................... ..... . —: Formatted: Strikethrough :......................--- ..................,....:::_.............. . — _. ..........i Formatted: Strikethrough Formatted: Strikethrough Formatted: Strikethrough Formatted: Strikethrough Formatted: Strikethrough Formatted: Strikethrough ......._.................. _.._.......... _............ ......................................_.._...._ Formatted: Strikethrough Formatted: Strikethrough Formatted: Strikethrough Deleted: FINAL 2006-2007 Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph Formatted. Left MEA MOU Jq_l, 1 2007 —June 30 2012 B�fiE#E£ 5 EE& f5 5f C�iEE BEEE kb gE k foulf u 11111a1mg liltif .111 ul T. luau�ljl u im 1 .1 -1 .111, 11 a..a��;aaaaa;a;aaaa�aa;aaaaaaaaaaaa�aa�!�aaaa'laaaraaa`a'aaaaal�a 3 d 3 a 3 d 3 a ;33 d w 3 d 3 a 3 d 3'3 Al w i3 :m 3I3 aj a 3 d 3 d 3 !a 3 iw 3 ai 3 m 3 a 3 m 3 3 ial 3 �3 'w 3 3 3;33 3 3 3 3I3 3�3 "a 3 3 3!! 3 I w d a d d a d a i0J d a d a o n' ate:: It 11 11 11 If Ni EXHIBIT a r•1 eccicel eov SCI IEDU o Formatted: Strikethrough J Formatted: Strikethrough Formatted: Strikethrough 444 486 604 484 0 0 47-5 ME MOU,V.1u!y_1 2, Q7 4ne 31y 201? Form............................ Formatted: Strikethrough ................ ............................... .................................................. ............ J Formatted: Strikethrough Formatted: Strikethrough Formatted: Strikethrough Formatted: Strikethrough Formatted: Strikethrough ............... ............................::................ :: Formatted: Strikethrough ............................................_.._...................... ........_-.i Formatted: Strikethrough Formatted: Strikethrough j Formatted: Strikethrough Formatted: Strikethrough Formatted: Strikethrough .............I S Formatted: Strikethrough Formatted: Strikethrough Formatted: Strikethrough I Formatted: Strikethrough Formatted: Strikethrough Formatted: Strikethrough Deleted: FINAL 2006-2007 Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph Formatted: Left 38 JEXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JANUARY 1, 2007 :lob�T}�pe Description Fay Gi,ade:: 496 A $25.89 B� $27.31 C $28.81 $30.39 $32.06 0111 Accountant 0286 Accounting Technician 1 423 $17.99 $18.98 $20.02 $21.12 $22.28 0287 Accounting Technician II 442 $19.76 $20.85 $22.00 $23.21 $24.49 0294 Accounting Technician Supervisor 471 $22.83 $24.09 $25.42 $26.82 $28.30 0445 Admin Environmental Specialist 527 1 $30.21 $31.87 $33.62 $35.47 $37.42 0428 Administrative Aide 492 $25.36 $26.76 $28.23 $29.78 $31.42 0289 Administrative Secretary 439 $19.48 $20.55 $21.68 $22.87 $24.13 0254 Alarm Services Coordinator 469 $22.63 $23.87 $25.18 $26.56 $28.02 0297 Art Programs Curator 469 $22.63 $23.87 $25.18 $26.56 $28.02 0296 Arts Education Coordinator 442 $19.76 $20.85 $22.00 $23.21 $24.49 0108 Assistant Planner 501 $26.53 $27.99 $29.53 $31.15 $32.86 0267 Assistant Social Worker 428 $18.43 $19.44 $20.51 $21.64 1 $22.83 0358 Beach Equip Operator 454 $20.99 $22.14 $23.36 $24.64 $26.00 0149 Beach Maint Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0452 Beach Maint Service Worker 437 $19.28 $20.34 $21.46 $22.64 $23.89 0210 Building Inspector 1 480 $23.90 $25.21 $26.60 $28.06 $29.60 0211 Building Inspector 11 500 $26.40 $27.85 $29.38 $31.00 $32.70 0208 Building Inspector 111 520 $29.18 $30.78 $32.47 $34.26 $36.14 0176 Building Plan Checker 1 518 $28.87 $30.46 $32.14 $33.91 $35.78 0520 Building Plan Checker 11 552 $34.22 1 $36.10 $38.09 $40.18 $42.39 0112 Buyer 493 $25.49 $26.89 $28.37 $29.93 1 $31.58 0340 Carpenter 472 $22.96 $24.22 $25.55 $26.96 $28.44 0106 Civil Engineering Assistant 527 $30.21 $31.87 $33.62 $35.47 $37.42 0162 Civilian Check Investigator 447 $20.25 $21.36 $22.54 $23.78 $25.09 0186 Code Enforcement Officer 1 448 1 $20.36 $21.48 1 $22.66 $23.91 $25.22 0182 Code Enforcement Officer II 490 $25.10 $26.48 $27.94 $29.48 $31.10 0511 Code Enforcement Tech 411 $16.93 $17.86 $18.84 $19.88 $20.97 0335 Communications Technician 480 $23.90 $25.21 $26.60 $28.06 $29.60 0263 Community Relations Specialist 458 $21.41 $22.59 $23.83 $25.14 $26.52 0252 Community Svcs Rec Coordinator 479 $23.76 $25.07 $26.45 $27.91 $29.45 0258 Community Svcs Rec Supervisor 502 $26.65 $28.12 $29.67 $31.30 $33.02 0179 Computer Drafting Technician 511 $27.89 $29.42 $31.04 $32.75 $34.55 0345 Concrete Finisher 464 $22.06 $23.27 $24.55 $25.90 $27.32 0172 Construction Inspector 1 480 $23.90 $25.21 $26.60 $28.06 $29.60 0463 Construction Inspector II 500 $26.40 $27.85 $29.38 $31.00 $32.70 0312 Court Liaison Specialist 435 $19.09 $20.14 $21.25 $22.42 $23.65 0166 Crime Analyst 492 $25.36 $26.76 $28.23 $29.78 $31.42 MEA MOU �Ju(y 1,_2Q0?Junk 30 20i 2. Formatted ..... ...... .. ..... ...... ... ....1 ......... _ Deleted: FINAL 2006-2007 Formatted Position Horizontal 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph Formatted: Left EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JANUARY 1, 2007 Job Type 0255 be&cripttort �t Crime Scene Investigator Pay 480 $23.90 $25.21 $26.60 ,p $28.06 „. $29.60 0119 Criminalist 502 $26.65 $28.12 $29.67 $31.30 $33.02 0192 Cross Connection Control Spec 490 $25.10 $26.48 $27.94 $29.48 $31.10 0462 Crossing Guard Coordinator 458 $21.41 $22.59 $23.83 $25.14 $26.52 0299 Cultural Services Aide 469 $22.63 $23.87 $25.18 $26.56 $28.02 0400 Custodian 416 $17.36 $18.32 $19.33r$20.28 $21.51 0134 Deputy CityClerk 415 $17.27 $18.22 $19.22 $21.40 0138 Develo ment S ecialist 502 $26.65 $28.12 $29.67 $33.02 0456 Distribution Services Clerk 412 $17.00 $17.94 $18.93 $21.07 0375 Electrical Leadworker 489 $24.99 $26.36 $27.81 $30.95 0339 Electrician 487 $24.74 $26.10 $27.54 . $30.65 0232 Emergency Medical Svcs Coord 572 $37.82 $39.90 $42.09 $44.40 $46.84 0198 Emergency Services Coordinator 542 $32.56 $34.35 $36.24 $38.23 $40.33 0175 Engineering Aide 458 $21.41 $22.59 $23.83 $25.14 $26.52 0180 Engineering Technician 511 $27.89 $29.42 $31.04 $32.75 $34.55 0382 Equip Services Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72 0142 Equip/Auto Maint Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72 0472 Equip/Auto Maint Leadworker 493 $25.49 $26.89 $28.37 $29.93 $31.58 0383 Equipment Support Assistant 443 $19.87 $20.96 $22.11 $23.33 $24.61 0143 Facilities Maint Crewleader 511 $27.89 $29.42 $31.04 $32.75 $34.55 0407 Facilities Maint Leadworker 461 $21.73 $22.92 $24.18 $25.51 $26.91 0391 Facilities Maintenance Tech 445 $20.06 $21.16 $22.32 $23.55 $24.85 0398 Field Service Representative 451 $20.66 $21.80 $23.00 $24.27 $25.61 0260 Fire Safety Program Specialist 472 $22.96 $24.22 $25.55 1 $26.96 $28.44 0173 Fire Training Maintenance Tech 479 $23.76 $25.07 $26.45 1 $27.91 $29.45 0204 Fire Training Media Specialist 476 $23.41 $24.70 $26.06 $27.49 $29.00 0470 Forensic Systems Specialist 468 1 $22.50 $23.74 $25.05 $26.43 1 $27.88 0178 GIS Analyst 521 $29.33 $30.94 $32.64 $34.43 $36.32 0352 Grader Equip Operator 470 $22.73 $23.98 $25.30 $26.69 $28.16 0187 Graphics Admin Specialist 448 $20.36 $21.48 $22.66 $23.91 $25.22 0390 Groundsworker 411 $16.93 $17.86 $18.84 $19.88 $20.97 0190 Haz Mat Program Specialist 518 $28.87 $30.46 $32.14 $33.91 $35.78 0337 Helicopter Maintenance Tech 476 $23.41 $24.70 $26.06 $27.49 $29.00 0139 Housing Development Specialist 501 $26.53 $27.99 $29.53 $31.15 $32.86 0113 Human Services Program Su v 502 $26.65 $28.12 $29.67 $31.30 $33.02 0115 Info Systems Analyst 1 511 $27.89 $29.42 $31.04 $32.75 $34.55 0505 Info Systems Analyst II 527 $30.21 $31.87 $33.62 $35.47 $37.42 0117 Info Systems Analyst III 540 $32.24 $34.01 $35.88 $37.85 $39.93 0118 Info Systems Analyst IV 559 _ $35.43 $37.38_ $39.44 $41.61 $43.90 MEA MOU,July_1, 2007 -�,j 7012 ` Formatted Deleted: FINAL 2006-2007 Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph Formatted: Left EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JANUARY 1, 2007 0212 00, SCnptionF' �. ., Info Systems Specialist 1 y Glrade 449 A *. $20.46 s $21.59 C $22.78 [? $24.03 $25.35 0213 Info Systems Specialist II 468 $22.50 $23.74 $25.05 $26.43 $27.88 0313 Info Systems Specialist III 497 $26.01 $27.44 $28.95 $30.54 $32.22 0495 Info Systems Technician 1 425 1 $18.17 $19.17 $20.22 $21.33 $22.50 0494 Info S stems Technician II 449 $20.46 $21.59 $22.78 $24.03 $25.35 0493 Info Systems Technician III 472 $22.96 $24.22 $25.55 $26.96 $28.44 0492 Info Systems Technician IV 492 $25.36 $26.76 $28.23 $29.78 $31.42 0155 Irriciation Crewleader 506 $27A9 $28.69 $30.27 $31.94 $33.70 0357 Irri ation Specialist 448 $20.36 $21.48 $22.66 $23.91 $25.22 0359 Landscape -Equip Operator 454 $20.99 $22.14 $23.36 $24.64 $26.00 0145 Landscape Maint Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0402 Landscape Maint Leadworker 470 $22.73 $23.98 $25.30 $26.69 $28.16 0164 Latent Fingerprint Exam Trainee 456 $21.19 $22.36 $23.59 $24.89 $26.26 0163 Latent Fingerprint Examiner 494 $25.62 $27.03 $28.52 $30.09 $31.74 0300 Legal Secretary 441 $19.68 $20.76 $21.90 $23.10 $24.37 0114 Librarian 474 $23.18 $24.45 $25.80 $27.22 $28.72 0311 Librar Clerk 382 $14.66 $15.47 $16.32 $17.22 $18.17 0305 Library Clerk Specialist T 382 $14.66 $15.47 $16.32 $17.22 $18.17 0432 Library Facilities Coordinator 453 $20.88 $22.03 $23.24 $24.52 $25.87 0310 Library Processing Clerk 402 $16.20 $17.09 $18.03 $19.02 $20.07 0451 Library Services Clerk 402 $16.20 $17.09 $18.03 $19.02 $20.07 0257 Library Specialist 437 $19.28 $20.34 $21.46 $22.64 $23.89 0302 Literacy Program Specialist 474 $23.18 $24.45 $25.80 $27.22 $28.72 0392 Maint Service Worker 437 $19.28 $20.34 $21.46 $22.64 $23.89 0394 Maintenance Worker 411 $16.93 $17.86 $18.84 $19.88 $20.97 0448 Marine Equipment Mechanic 491 $25.24 $26.63 $28.09 $29.63 $31.26 0344 Masonry Worker 472 $22.96 $24.22 $25.55 $26.96 $28.44 0384 Mechanic 1 444 $19.96 $21.06 $22.22 $23.44 $24.73 0348 Mechanic II 465 $22.16 $23.38 $24.67 $26.03 $27.46 0347 Mechanic III 477 $23.53 $24.82 $26.19 $27.63 $29.15 0206 Media Production Coordinator 464 $22.06 $23.27 $24.55 $25.90 $27.32 0380 Media Services Specialist 437 $19.28 $20.34 $21.46 $22.64 $23.89 0285 Medical Claims Examiner 417 $17.45 $18.41 $19.42 $20.49 $21.62 0306 Office Assistant 1 369 $13.72 $14.47 $15.27 $16.11 $17.00 0304 Office Assistant 11 406 $16.52 $17.43 $18.39 $19.40 $20.47 0290 Office Specialist 417 $17.45 $18.41 1$19.42 1$20.49 1$21.62 0341 Painter 472 $22.96 $24.22 $25.55 $26.96 $28.44 0378 Painter Leadworker 488 $24.86 $26.23 $27.67 $29.19 $30.80 _ d] MEA MOU jui 1 2.007 -June 30, 2012 •'` Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph Deleted: FINAL 2006-2007 Formatted: Left EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JANUARY 1, 2007 ,JobP� Des�crtptic�n P 0485 Paralegal 492 $25.36 $26.76 $28.23 $29.78 $31.42 0153 Park Maintenance Crewleader 511 $27.89 $29.42 $31.04 $32.75 $34.55 0177 Pi�arking Meter Repair Tech 465 $22.16 $23.38 $24.67 $26.03 $27.46 0395 Parking Meter Repair Worker 449 $20.46 $21.59 $22.78 $24.03 $25.35 0459 Parking/Camping Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0401 Parking/Camping Leadworker 470 $22.73 $23.98 $25.30 $26.69 $28.16 0455 Parking/Traffic Control Coord 458 $21.41 $22.59 $23.83 $25.14 $26.52 0262 Parking/Traffic Control Officer 411 $16.93 $17.86 $18.84 $19.88 $20.97 0295 Permit Technician 428 $18.43 $19.44 $20.51 $21.64 $22.83 0154 Pest Control Advisor Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0367 Pest Control Specialist 448 $20.36 $21.48 1 $22.66 $23.91 1$25.22 0136 -Planning Aide 458 $21.41 $22.59 $23.83 $25.14 $26.52 0342 Plumber 482 $24.13 $25.46 $26.86 $28.34 $29.90 0197 Police Photo/imagingPhoto/imaging Specialist 479 $23.76 $25.07 $26.45 $27.91 $29.45 0307 Police Records Specialist 417 $17.45 $18.41 $19.42 $20.49 $21.62 0283 Police Records Supervisor 448 $20.36 $21.48 $22.66 $23.91 $25.22 0282 Police Records Technician 397 $15.79 $16.66 $17.58 $18.55 $19.57 0308 Police Services Specialist 437 $19.28 $20.34 $21.46 $22.64 $23.89 0215 Police Systems Coordinator 468 $22.50 $23.74 1 $25.05 $26.43 $27.88 0399 Printing Services Technician 422 $17.89 $18.87 $19.91 $21.01 $22.17 0259 Property Officer 456 $21.19 $22.36 $23.59 $24.89 $26.26 0205 Public Information Specialist 492 $25.36 $26.76 $28.23 $29.78 $31.42 0207 Public Works Plan Checker 522 $29.47 $31.09 $32.80 $34.60 $36.50 0515 SCADA Coordinator 501 1 $26.53 $27.99 $29.53 $31.15 $32.86 0346 SCADA Technician 477 $23.53 $24.82 $26.19 $27.63 $29.15 0110 Senior Accountant 524 $29.75 $31.39 $33.12 $34.94 $36.86 0288 Senior Accounting Technician 461 $21.73 $22.92 $24.18 $25.51 $26.71 0434 Senior Code Enforcement Officer 510 $27.75 $29.28 1 $30.89 $32.59 $34.38 0171 Senior Construction Inspector 520 $29.18 $30.78 $32.47 $34.26 $36.14 0165 Senior Crime Analyst 523 $29.61 $31.24 $32.96 $34.77 $36.68 0120 Senior Criminalist 542 $32.56 $34.35 $36.24 $38.23 $40.33 0135 Senior Deputy City Clerk 464 $22.06 $23.27 $24.55 $25.90 $27.32 0343 Senior Facilities Maint Tech 477 $23.53 $24.82 $26.19 $27.63 $29.15 0334 Senior Helicopter Maint Tech 527 1$30.21 $31.87 $33.62 $35.47 $37.42 0491 Senior Info Systems Technician 506 $27.19 $28.69 $30.27 1 $31.94 $33.70 0188 Senior Inspector Water Constr 511 $27.89 $29.42 $31.04 $32.75 $34.55 0309 Senior Library Services Clerk 421 $17.81 $18.79 $19.82 $20.91 $22.06 0450 Senior Library Specialist 455 $21.10 $22.26 $23.48 $24.77 $26.13 0363 Senior Marine Equip Mechanic 512 $28.02 $29.56 $31.19 $32.91 $34.72 0437 Senior Permit Technician 477 $23.53 $24.82 $26.19 $27.63 $29.15 MEA MOU.Juiv_1,2t107w June 30 2012, . Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph Deleted: FINAL 2006-2007 Formatted: Left 1 0168 jSenior Printing Services Tech 1 459 1 $21.51 1 $22.69 1 $23.94 I $25.26 1 $26.65 EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JANUARY 1, 2007 Type�es \ npflon .fie_ fide 0265 Senior Services Assistant 356 $12.88 $13.59 $14.34 $15.13 $15.96 0481 Senior Services Transp Coord 450 $20.57 $21.70 $22.89 $24.15 $25.48 0350 Senior Vehicle Body Technician 465 $22.16 $23.38 $24.67 $26.03 $27.46 0349 Senior Wastewater Pump Mechanic 454 $20.99 $22.14 $23.36 $24.64 $26.00 0396 Senior Water Meter Reader 447 $20.25 $21.36 $22.54 $23.78 $25.09 0436 Senior Workers'Comp Claims Examiner 499 $26.27 $27.71 $29.23 $30.84 $32.54 0338 Signs Leadworker 474 $23.18 $24.45 $25.80 1 $27.22 1 $28.72 0148 Sign/Markings Crewleader 511 $27.89 $29.42 $31.04 $32.75 $34.55 0354 Signs/Markings Equip Operator 454 $20.99 $22.14 $23.36 $24.64 $26.00 0266 Social Worker 469 $22.63 $23.87 $25.18 1 $26.561 $28.02 0386 Stock Clerk 411 $16.93 $17.86 $18.84 $19.88 $20.97 0361 Street Eguip Operator 454 $20.99 $22.14 $23.36 $24.64 $26.00 0150 Street Maint Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0406 Street Maint Leadworker 480 $23.90 $25.21 $26.60 $28.06 $29.60 0478 Street Services Leadworker 480 $23.90 $25.21 $26.60 $28.06 $29.60 0183 Survey Party Chief 530 $30.66 $32.35 $34.13 $36.01 $37.99 0174 Survey Technician 1 458 $21.41 $22.59 $23.83 $25.14 $26.42 0185 Survey Technician II 474 $23.18 $24.45 $25.80 $27.22 $28.72 0195 Telecommunications Specialist 531 $30.82 $32.51 $34.30 $36.19 $38.18 0203 Television Producer/Director 492 $25.36 $26.76 $28.23 $29.78 $31.42 0433 Theater/Media Technician 437 $19.28 $20.34 $21.46 $22.64 $23.89 0388 Tire Service Worker T 438 $19.38 $20.45 $21.57 $22.76 $24.01 0181 Traffic Engineering Technician 511 $27.89 $29.42 $31.04 $32.75 $34.55 0389 Traffic Maint Service Worker 437 $19.28 $20.34 $21.46 $22.64 $23.89 0410 Traffic Markings Leadworker 470 $22.73 $23.98 $25.30 $26.69 $28.16 0140 Traffic Signal/Light Crewleader 511 $27.89 $29.42 $31.04 $32.75 $34.55 0374 Traffic Signal/Light Leadworker 495 $25.75 $27.17 $28.66 $30.24 $31.90 0336 Traffic Signals Electrician 490 $25.10 $26.48 $27.94 $29.48 $31.10 0365 Tree Equipment Operator 454 $20.99 $22.14 $23.36 $24.64 $26.00 0460 Trees Maint Leadworker 470 $22.73 $23.98 $25.30 $26.69 $28.16 0144 Trees Maintenance Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0372 Vehicle Body Repair Crewleader 493 $35.49 $26.89 $28.37 $29.93 $31.58 0351 Vehicle Body Technician 412 $17.00 $17.94 $18.93 $19.97 $21.07 0137 Video Engineer Supervisor 519 $29.03 $30.63 $32.31 $34.09 $35.96 0268 Volunteer Services Coordinator 450 $20.57 $21.70 $22.89 $24.15 $25.48 0385 Warehousekee er 458 $21.41 $22.59 $23.83 $25.14 $26.42 0362 Wastewater Equip Operator 454 $20.99 $22.14 $23.36 $24.64 $26.00 0454 Wastewater Maint Service Workr 437 $19.28 $20.34 $21.46 $22.64 $23.89 0146 Wastewater O s Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0404 Wastewater Ops Leadworker 470 $22.73 $23.98 $25.30 $26.69 $28.16 MEA MOU JJu1 1 007 :June 30 2012_ .................... .. _....._-- __--. ....... Formatted: Position: Horizontal 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph I Deleted, FINAL 2006-2007 i Formatted Left _ EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JANUARY 1, 2007 .lOwa ype f]esCr��n ay B Ca z 0387 Wastewater Pump Mechanic 449 $20.46 $21.59 $22.78 1$24.03 $25.35 0189 Water Construction Inspector 491 $25.24 $26.63 $28.09 $29.63 $31.26 0151 Water Dist Maint Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0379 Water Dist Maint Leadworker 486 1 $24.62 $25.97 $27.40 $28.91 $30.50 0147 Water Dist Meters Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0377 Water Dist Meters Leadworker 470 $22.73 $23.98 $25.30 $26.69 $28.16 0364 Water Equip Operator 470 $22.73 $23.98 $25.30 $26.69 $28.16 0397 Water Meter Reader 431 $18.70 $19.73 $20.82 $21.96 $23.17 0356 Water Meter Repair Technician 453 $20.88 $22.03 $23.24 $24.52 $25.87 0152 Water Operations Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0371 Water Operations Leadworker 492 $25.36 $26.76 $28.23 $29.78 $31.42 0156 Water Quality Coordinator 506 $27.19 $28.69 $30.27 $31.94 $33.70 0191 Water Quality Technician 480 $23.90 $25.21 $26.60 $28.06 $29.60 0461 Water Service Worker 443 $19.87 $20.96 $22.11 $23.33 $24.61 0368 Water Systems Technician 1 443 $19.87 $20.96 $22.11 $23.33 $24.61 0369 Water Systems Technician II 456 $21.19 $22.36 $23.59 $24.89 $26.26 0370 Water Systems Technician III 476 $23.41 $24.70 $26.06 $27.49 $29.00 0449 Water Utility Locator 480 $23.90 $25.21 $26.60 $28.06 $29.60 0202 Workers'Comp Claims Examiner 417 $17.45 $18.41 $19.42 $20.49 $21.62 Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph Deleted: FINAL 2006-2007 Formatted Left MEA MOU�July_l 20Q7 M JunL,30 2.0 2 Deleted: ------ Page Break------- ................................. EXHIBIT A - CLASS/SALARY SCHEDULE Formatted: Left EFFECTIVE SEPTEMBER 1, 2007 ....................... Off M, escri ign 502 AM $.26.65 # $28,12 $2-0.67 -- $31,30 -�33.02 0111 Accountant 0286 Accounting Technician 1 42; S,18-52 $19,54 $20.61 321.74 S22.94 0287 Agog UjL in I echnicbn 11 448 $.20.36 52'_Aq �2...66 $23.91 $25.22 0294 Acco-u ' nt-in-a-echnician §�Apervisor 477 $23.53 S24.82 $26.19 $27.63 $29.15 0445 Admin Environmental Sptcia ist 533 $31,12 $32,83 $34.64 36.55 $38.56 0,428, Aide 498 $26.13 $27. 57 $29.09 83ft69 S32.38 0278 Adminis'rative Assistant 473 $2.107 $24.34 $25,68 7,09 $28.58 0289 .1 Secretor . Admi! i-s.�trqtjvgj 441 $19,68 $20,76 $21,90 $23.10 $24.37 0254 Ala.r.m. Services Coordinator 475 $2.33.0. $24.58 $25.9.3 $27.36 $28.86 0297 Art Pr Curator Art t, -0--ra"S UUM10 475 $23.30 $24.58 $ 25i. 9 3 $27,36 ��28.86 0296 Arts Education Coordinator ................... 448 $20,36 S2-1 �48 $22.66 $23,91 .25.22 0108 Assistant Planner 507 $2.7,34 528.84 $30.43 $3210 $3187 0267 Assistant Social Worker 434 $19,00 20. 01 4 jZjjA $22M $23.53 0358 Beach �Egjprrent_Operator 460 $21.62 S22V $24.06 $25,38 $26.78 0149 Beach Maintenance Crewleader 512 $28.02 S29.56 $31,19 $32,91 $34.72 0452 Beach Maintenance Service Worker 443 $20,96 $2211 $23,33 $24.61 0210 Builcl:nalnsaector 1 491 _$19,87 $25.24 $26.63 $28.09 $29.63 S31 .26 0211 aLuild nQ Inspector 11 511 $27.89 $29.42 $31 .04 $32,75 $34.55 0208 Building_ Inspector Ll 531 $30.82 S32.51 $34.30 $36.19 $38.18 0176 BUilding-Plan Checker 1 528 $30.36 S32M S33.79 $35.65 $37.61 0520 i BUildiijg==E!A!) 558 $35,25 337,19 $39.24 $41,40 $43.68 0112 Buyer 4199 $0527 $27,71. $29.23 $..30.84 $. ?...54- 0340 CarDenter 478 S23,65 $24.95 ---- $26.32 ------- $27,77 - . $LcY 30 - 0106 Civil Engineering Assistant 533 V,1,12 532.83 34.64 $36,55 S38.56 0162 --- Civilian..Qbe� jnyeg�gqlq� I . ..... ... . ..... 453 $20.88 ....... - ----- $22.03 $23.24 --------- �22A, 5 2 - $2587 0186 Code Enforcement Officer 1 454 j20,99 S22,14 $2136 '24.64 $26.00 0182 Code Enforcement Officer 11 496 $25,89 $27,31 $28.81 a32.06 0511 Code Enforcement Technician 417 $17.45 S18.41 $19.42 $20,49 S21.62 0335 h tions unic CommaTechnician e . . .... . ......... .................... ..... ...... 486 S24.62 12-5,97 , 7.40 q2 $28,91 $3. Q- 5 0 0263 Comm: L!jity...Relqtiqn�- st S_apqciali, 464 $22,06 S23,27 $24.55 . .... . ... . .... $25.90 - ... . ......... . $27.32 . .. ........ ....... . 0252 Communitv Services Rec Coordinator 485 $24.50 $25,85 $27,27 $28,77 $310. 35 0258 --- C..... .. . .....ommu--n jty,.Services -Rec.Supervisor 508 $27A9 $23_^O $30.59 2., ZZ $a4. CL -4 0179 Computer Drafti.njechnician 517 $30.31 $31.98 $33.74 $35.60 0193 Corn pu er O erator 426 $18,25 $19,25 $20.31 S21.43 $22.61 0345 Concrete Finisher 470 $22.73, $aUb 525.30 $26,69 $28.16 0172 Construction Ins pectoir 1 491 25.24 S26,63 S28.09 $29.63 S31.2.6 - 0463 Construction lnapqctor 11 511 $27,89 S29,42 $31.04 U�275 534,55 0312 Court Liaison SpfLcialist 441 $19,138 $20.76 $21.90_ 23.10 $24.37 0192 Cross Connection CorLlr�olS gcialist 496 "25,89 S217.31. $28.81, $30,39 U, 2,0" 03 0,462 Crossing Guard Coordinator 464 $22,06 $23,27 $24 .55 325.90 $27.3., MEA MOU,huty June 30, 2012 45 . . ............ I....--.- .... . . . ...... . - --- ------- - ------- ----------- led: EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE SEPTEMBER 1 2Q07 Jolt Type Description Pay A B C Q E Grade 0299 Cultural Services Aide 475 $23.30 S24.58 $25.93 $27.36 $28.86 0400 Custodian 422 al7.89 518.87 $19.91 21.01 $22,17 01.34 `:}e _hut '.Cit :_Clerk 459 r 8Z1.....1. 822..66 23:94 525.-26. 526.6..5. 0138 DeveLi went Specialist 508 $27.49 $29.00 $30.59 532.27 $34.04 0456 Distribution _Services _Clerk 418 $17.55 $18,51 $1.9.53 $20,60 $21_;_73 0375 Electrical Lead:worker 495 $25 75 Si7.:.17 �28,66 $$30.2. $31..:96 0339 Electrician 493 $25.49 $26.89 $28.37 $29,93 $31.58 0232 rn_r enc . Re ical Services Coordinator 578 U8.96 $41.1_G 543.36 $ T5 548.27. 0198 Emer enc y services Coordinator 548 $33.54 $35.38 $37.33 39.38 $41.55 0175 Enaineer ra Aide 464 $22.06 •2y 3,27 : 24.55 $25.90 $27.32 0180 EC.g i _neg�njig..Tech nician 517 $28.73 S30.31 $11.98 $33,74 $35.60 0142 Egui ,`Auto P, aint Crewleader 518 $28.87 S30,46 $32.14 $33L,92L $35.78 0472 E ui viAuatoo._Maint_Leadworker 499 3262_7 $27.71 S29 23 S30_B4 832.54. 0382 Y^ui rnent Services Crewleader 518 $28,87 $30.46 $32.14 J33,91 $35.78 0383 E ui anent Support Assistant 449 S20.46 $21,59 $22.78 S24,03 $25.35 0061 Executive Assistant 501 S26.53 S27;99 g29.53 $31 :15 $32.86 0143 Facilities Maintenance Crewleader 517 $28.73 $W0.31_ �31.98 $33..7»_ 535.60 0407 Eacil=.ties Maintenance Leadworker 467 $22.39 S23.62 $24.92 $26,29 $27,74 0391_ 0398 ;t.a.c..':.I'ties Maintenance. Technician Yield Service Representative 451 457 $20 66 $21.30 S21_:80 S22A7 23;,00 $23,71 524..27 $25,01 $25 61„ 1 $26,39 0260 Fire Safety Program Specialist 502 $26.65 '28.12 $29,67 $31.30 S33.02 0173 Eire Trainin Ivtaintensnce Technicler,_ 4$5 $24;5d $25,,85 527.27. $28,.7.7 $30,;_35 0204 Eire Trainin@ Media Specialist 482 $24,13 525.46 $26.86 28.34 a279.90 0470 = orensic Sy sterns S .ecialist 522 '29,47 $31.09 $32.80 $34.60 $36.50 0576 GIS Anal st I 526 $30,06 $31.71 $33,45 S35.29 $37.23 0178 G S Analyst 11 542 $32.56 '34.35 $36,24 S38.23 $40.33 0352 Grader Eaui mert Ci orator 476 $23.41 S2.4..;.76. $26..:o6 $27,49 $29;,00 0187 Graphics Admin S ecialist 454 20.99 S22.14 $23.36 $24.64 $26.00 0390, Grow dsworker 417 $17.45 $1_8.41. $19.42 $20,.49 21_:62. 0190 Haz Mat Pra °rare Specialist 524 $29.75 S3'..39 $33.12 , 34.94 $36.86 0337 Helica ter Maintenance Technician 482 24.13 $25.46 $26.86 $28.34 $29.90 013J bus nc__Dcveio __ gent. ..eetaiist 5€?7 $27.;_34 828:84, 3u.43 532:,.10 $33.87 0113 Human Services Prc rim Su erriser 508 $27 4g 529,;n0 $3u:59 32.27 $34.04 0115 Info Systems Analyst 1 526 30.06 531.71 533.45 35,29 S37.23 0505 _... Info S stems Analyst 11 542 $32,56 $34.35 $36.24 J38.23 G40.33 0117 Info Systems Analyst 11' 556 34.73 $36.64 --38.66 $40.78 $43.02 0118 lnfa_S sterns Analyst IV 574 938.18 4E_28, 842.50, 5 4,84 $47.31 0212 Info S stems S ecialist I 455 $21.10 $22.26 $23.48 $24.77 $26.13 0213 Info Systems Specialist 11 474 523.18 $24A5 $25.80 27.22 $28.72 0313 Info S stems Specialist 111 503 '26,80 $28.27 $29.82 31 AQ 33.1< 104 0495 Info S stems Technician 1 431 18.70 19.73 $20.82 $21,96 $23.17 eleted: FINAL 2006-2007 0494 0493 1 Infa S stems Technician 11 lr)fo.,S ste s_Tectiri.ciarl,.1[I. 455 478 21.10 523.:6 '22.26 �2 .95 *23.48 k26 32. $24.77 27: 7.7 $2ii:1: ormatted: Position: Horizontal: 529:3 .43", Relative to: Page, Vertical: 9492 Info Systems Technician IV 498 26.13 S27,57 $29.09 30.6 01", Relative to Paragraph . Formatted: Left AR MEA MOU�Jurlyw9�?OCt7 June 30, 2012.` MEA MOU_Juiy 1�2007 —June 30, 2012, . �:' M E A M 0 U JkL 11 2 7__-June 30 2012 •:` MEA MOU Jul _1 2(}07 —June 30y?Ci12 *`'' . __ Y Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph Deleted: FINAL 2006-2007 . Formatted Left MEA MOU,.Lq!y 1 2Ciii7_ wJune 3 2012.. *'' EXHIBIT B — UNIFORM POLICY A. General The City shall furnish uniforms to those employees designated by the various Department Heads as required to wear a standard uniform for appearance, uniformity and public recognition purposes, in the procedures and guidelines set forth hereinafter. B. Affected Employees All employees listed in Exhibit B-1 shall wear a standard City adopted uniform. Each Department Head shall determine which employees must wear a uniform. The Uniform Listing by Category/Class shall be indicated in the document attached hereto and by this reference incorporated herein as Exhibit B-1. C. Personal Protective Equipment (PPE) All personal protective equipment as related to employee job duties and responsibilities shall be provided based upon Supervisor designated need. Examples of personal protective equipment include, but may not be limited to the following: hardhats, foul weather gear, steel -toed rubber boots, steel -toed caps, wood heat resistant soles, special hazard gloves, safety glasses, face shields, ear protectors and arm and shin guards. R-1 safety vests shall be furnished to all employees having occasion to work within travel ways. D. Safety Shoes Safety toe shoes or boots as each assignment dictates. a. Two pair per year. b. Damaged shoes shall be turned into operating Supervisor who shall authorize replacement or repair. 2. The maximum amount to be reimbursed for a pair of safety shoes will not exceed two hundred and twenty-five dollars ($225.00) per pair every six months or sooner, if necessary. 3. Shoes or boots shall be purchased through designated standard outlets. Employee Responsibilities ...... 1. To wear a clean and complete uniform as required. Deleted: E I 2. Uniform appearance shall include: a. Patch to be worn above left shirt or jacket pocket. <'Deleted: FINAL 2006-2007 b. Pants to have no cuffs. Formatted. Position. Horizontal. c. Worn with pride in appearance to public (i.e., shirt buttoned, shirttail tucked in, 6.43°, Relative to: Page, vertical: etc). 0.01", Relative to: Paragraph Formatted: Left MEA MOU JJuly l 200i_ June 30, 2012 "` 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 the Supervisor of the need to replace due to disrepair or severe staining producing an undesirable appearance. 7. To turn in all uniform components, including patches upon termination. 8. To turn in all personal protective equipment upon termination. 9. To wear all personal protective equipment prescribed by the City Safety Officer and Supervisor of the division. F. City Responsibilities 1. To furnish funding for the agreed uniform allowances. 2. To report to the California Public Employees Retirement System (CalPERS) the cost of uniforms provided as set forth in Uniform Listing by Category/Class, Exhibit B-1, for each class as special compensation in accordance with Title 2, California Code of Regulations, Section 571(a)(5). For employees that are not required to wear uniforms on a daily basis or who are not actively employed for an entire payroll calendar year, a prorated cost of uniforms may apply. 3. To provide and maintain one or more retail clothing outlets for the various allotments. City reserves the right to name vendor. 4. To maintain records of purchases. G. Department Head or Designee Responsibilities 1. To ensure employee compliance with the Uniform Policy. 2. To approve replacement of deteriorated uniform component(s) and personal protective equipment as required and to maintain a listing for each eligible employee, by name and class, of all uniform component(s) and personal protective equipment purchased. 3. To confirm receipt of uniforms, patches and personal protective equipment from an employee upon termination. A Termination Checklist Form is to be completed, - - - - - - Formatted: Position. Horizontal: signed by the employee, and submitted to the Human Resources Office. 6.43", Relative to: Page, vertical: 0.01", Relative to: Paragraph Deleted: FINAL 2006-2007 Formatted: Left MEA MOU,Julyj 2007 --Juno; 30 2012. .: 4. To report to the Human Resources erector any changes to the Uniform Listing by Deleted rAanager ..... . . Category/Class (Exhibit B-1). The City reserves the right to add, delete, change or modify the Uniform Listing as required. MEA MOUtiLuly1_2LL7—June 302012 Deleted: FINAL 2006-2007 j Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph Formatted: Left _....... _...........; Exhibit B-1 Category of Uniform Group 1: 5 Shirts. T-Shirts and Pants, Patches, 1 Jacket PW!CS Field Issue), Group 2: 1 Blue Suit, 2 Pants! Polo Shirts, 1 Sweater, 1 Pair Shoes (Fire) Group 3: 2 Blue Shirts, 3 Pants/Skirts, 1 choice Jacket/Sweater/Sweatshirt (PD) Group 4: 2 Polo Shirts, 2 Pants or 2 Shorts, 1 Hat CS Group 5: 5 Polo Shirts, 1 Jacket, 1 Windbreaker (not annually), 1 Hat (inspection), Shoes PPE/Safety for Inspectors only not CalPERS reportable) Group 6: 2 T-Shirts CS Group 8: 4 Battle Dress Uniform, 4 Palo Shirts, 1 Jacket, 1 Rain suit (PD Group 9: 4 Blue Pants, 2 Shorts, 4 Polos or Blue Shirts,1 Jacket, 1 Rain suit PD Group 10: 5 Shirts, 5 Pants, Shoes PPE/Safety not PERS reportable Group 11: 3 Shirts, 3 Pants, Boots PPE/Safety not PERS reportable Group 12: 5 Polo Shirts, 3 Pants, 1 Sweatshirt or Windbreaker (IS) ate t€3 t * eService-Representative Category 2 - Fire -Fire-Safety Pro -gram j5pecialist. (0260) Move-the-fol -fromatega-a I- to -so Crew Leader Grew -Leader, --Water-l; istffbutiGni dieters and Water -Operations Uniform .istin by Cat rst� �'a�i���I Deleted: Uniform Listing by category/class` ¶ .......... Formatted: Font Arial Bold, Strikethrough _........ ............. Job ,' Class Cate a ' 9 rY V Notes [Department niform := Idg & Safety 0210 Building Inspector 1 5 Idg & Safety 0211 Building Inspector 11 5 Idg & Safety 0208 Building Inspector III 5 omm Svcs 0358 Beach Equip Operator 1 omm Svcs 0149 Beach Maint Crewleader 1 omm Svcs 0452 Beach Maint Service Worker 1 amm Svcs 0252 Community Svcs Rec Coordinator 6 Daily wear not required. Used for special events and/or sports leagues. Frequency of use varies - seasonal from weekly to monthly MEA MOU �Ju(,1 2007 - June 30 2012. tFormatted Table Deleted: FINAL 2006-2007 Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph . _. .............. ............. Formatted: Left job Y a ego orm Notei (omm Svcs 0258 Community Svcs Rec Supervisor 6 Daily wear not required. Used for special events and/or sports leagues. Frequency of use varies - seasonal from weekly to monthly �omm Svcs 04-48 Marine Equipment Mechanic 1 �—, rnmSvcs 01-77 Parking Meter Repair Tech III �`omrn —Svcs —0395 Parking Meter Repair Worker 1 i�omrn —Svcs —0363 Senior marine Equip Mechanic I (omm Svcs 0265 Senior Services Assistant 6 Bus Driver o ily Library Police Police tire 0232 Emergency Medical Svcs Coord 2 �ire 0198 Emergency Services Coordinator 2 Daily wear not required rire 0260 Fire Safety Program Specialist 2 Fi7r-e— —o173 Fire Training Maintenance Tech 11 fn—formation Services —o492 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 �J—anning 0434 Senior Code Enforcement Officer 5 Fo-lice— 02-63 Community Relations Specialist 3 Daily wear not required Police 0462 Crossing Guard Coordinator 9 N-6ce —6307 Police Records Specialist 3 In Records Division only Police 0308 Police Services Specialist 3 In Records Division only Police 0215 Police Systems Coordinator 3 Public Works 0192 Cross Connection Control Spec 5 MEAMOU _____--_--_—_-------------�"� Formatted Table Deleted: FINAL 2006-2007 Formatted: Position: Horizontal: 6.43', Relative to: Page, Vertical: 0.01 Relative to: Paragraph Formatted: Left Depaitlnent Jr�h ype Class A date' a 0 f Uniform N t o es�'­ 21 ublic Works 0339 Electrician 1 �ublic -Works 0382 Equip Services Crewleader 1 Fublic Works -0142 Equip/Auto Maint Crewleader 1 Public Works 0472 Equip/Auto Maint Leadworker 1 Public Works 0383 Equipment Support Assistant 1 Public Works 0407 Facilities Maint Leadworker 1 fublic -Works 03-91 Facilities Maintenance Tech 1 �ublic -Works 0398 Field Service Representative 1 In Public Works only Public Works 0352 Grader Equip Operator 1 �ublic -works -0390 Groundsworker 1 Public Works 0155 Irrigation Crewleader 1 ublic Works 035_7 Irrigation Specialist 1 P_ublic -Works -0359 Landscape Equip Operator 1 ublic -works _6145 Landscape Maint Crewleader 1 Fublic -Works -0402 Landscape Maint Leadworker 1 ublic Works 03-92 Maintenance Service Worker 1 Fublic -Works 0394 Maintenance Worker I 15-ublic _VVorks 0344 Masonry Worker I Public Works 0384 Mechanic I I Public Works 0348 Mechanic 11 1 ublic Works 0347 Mechanic 111 1 ublic Works 0341 Painter 1 Public Works 0378 Painter Leadworker 1 Public Works 0153 Park Maintenance Crewleader 1 Public Works 0154 Pest Control Advisor Crewleader 1 Public Works 0367 Pest Control Specialist 1 Public Works 0342 Plumber 1 Public Works 0515 SCADA Coordinator 5 Public Works 0346 SCADA Technician 1 Public Works 0171 Senior Construction Inspector 5 Public Works 0343 Senior Facilities Maint Tech 1 Public Works 0188 Senior Inspector Water Construction 5 Public Works 0350 Senior Vehicle Body Technician 1 Public Works 0349 Senior Wastewater Pump Mechanic 1 Public Works 0396 Senior Water Meter Reader 1 Public Works 0338 Signs Leadworker 1 Public Works 0148 Signs/Markings Crewleader 1 Public Works 0354 Signs/Markings Equip Operator 1 Public Works 0361 Street Equip Operator 1 Public Works 0150 Street Maint Crewleader 1 Public Works 0406 Street Maint Leadworker 1 Public Works 0478 Street Services Leadworker 1 ublic 1f'Jarks 0183 Survey Parly Chief 5 ublic 4Jorks 0174 Suvev Technician 5 ublic Works 0185 Survey -Technician H 5 ublic Works 0388 Tire Service Worker (T) 1 MEA MOULu!y 1 _2007,W-JLkne,30 2Q12 Formatted Table Deleted: FINAL 2006-2007 Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph ...... ...... .................. ... Formatted: Left ublic Works 0389 Traffic Maint Service Worker :Iublic Works 0336 Traffic Signals Electrician I Public Works 0374 Traffic Signal/Light Leadworker I ublic Works 0365 Tree Equipment Operator 1 Public Works 0144 Trees Maintenance Crewleader 1 tublic Works 0372 Vehicle Body Repair Crewleader 1 Public Works 0351 Vehicle Body Technician Public Works 0362 Wastewater Equip Operator I ublic Works 0454 Wastewater Maint Service Worker 1 Public Works 0387 Wastewater Pump Mechanic 1 Public Works 0189 Water Construction Inspector 5 Public Works 0147 Water Dist Meters Crewleader tubric works 0377 Water Dist Meters Leadworker 1 Public Works 0364 Water Equip Operator 1 Public Works_ 0397 Water Meter Reader 1 0356 Water Meter Repair Technician 1 LublicWorks ublic Works 0461 Water Service Worker blic Works 0368 Water Systems Technician 1 1 ublic Works 0369 Water Systems Technician 11 1 PubVic Works_ 0370 Water Systems Technician 111 1 Public Works 0449 iWater Utility Locator - 1 I ~wote:unless otherwise indicated, uniforms are required for daily wear. -'Deleted: I 'Deleted: 1 - Deleted: FINAL 2006-2007 Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph Formatted: Left .� 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 - Policv When necessary during the course of an employee's official duties, transportation or reimbursement therefore shall be provided by the City. In the event no City vehicle is available, the employee may use the personal vehicle with their approval of the Department Head. Employees authorized to drive either their own or a City -owned vehicle on official business must possess a valid California Driver License for the class of vehicle they will be operating. The transportation method authorized will be determined in terms of the best interests of the City. The general program set forth in this regulation will be implemented by the City Administrator 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, Deputy 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, - - - - safet and ro eft . Formatted: Position: Horizontal: Y P P Y 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph __.....__.......__-.-=.__............._..............._......_..........................._; Deleted: FINAL 2006-2007 Formatted Left MEA MOU,July1 20(l7 _Ak ail? } 2. �. Employees who are required to carry special emergency equipment in their vehicles, which must be utilized on a regular and frequent basis. (A radio in and of itself does not constitute special emergency equipment.) 3. Continuous use outside of regular working hours -- Employees who are called back on an unscheduled basis to perform official city business outside of regular working hours more than once per week on an average and who meet one of the following criteria: Mileage driven on official City business exceeds an average of five hundred (500) miles per month, or Who regularly and frequently supervises subordinates or conducts inspections in the field, or C. Whose duties require the employee to be away from his/her base workstation greater than fifty percent (50%) of his/her working time, on an average. B. City vehicles, which shall not be taken home, may be assigned based on meeting one of the following criteria: 1. Monthly mileage driven exceeds an average of five hundred (500) miles per month and the vehicle is used for the purpose of supervision or inspection in the field, or 2. Duties require the employee to be away from his/her workstation, greater than fifty percent (50%) of his/her working time, on an average. II. Reimbursement of Use of Personal Vehicle: A. Executive Use — The City Administrator, Deputy 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 Internal Revenue Service (IRS) regulations while driving on official City business. 1. Employees shall submit monthly claims for reimbursement to their Deleted: on forms prescribed by the Department Head 2. Employees shall not be reimbursed for Finance Director.¶ 4 commuting to and from work, except that employees who are required to ---- ---- 007 2006-2 attend scheduled meetings outside of normal working hours may be Deleted: FINAL 2006-2 Formatted: Position: Horizontal: reimbursed for mileage required. 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph _..... ......._... Formatted: Left ME M0U�Juj 1L 2Q07 June 3tJ 20i? �' Section 5 — Insurance Requirements All privately -owned vehicles authorized to be used on official City business shall be insured by the individual employee in the minimum amount of fifty thousand dollars ($50,000.00) public liability for any one person and one hundred thousand dollars ($100,000.00) public liability for all persons, any one accident. They must also be insured for twenty thousand dollars ($25,000.00) property damage and fifteen thousand dollars ($15,000.00) for any one uninsured motorist and thirty thousand dollars ($30,000.00) for all uninsured motorists any one accident. ,Employee private vehicle information shall be reviewed and updated annually by the Deleted: A current certificate of insurance must be filed with the respective departments. The record maintained should contain the following current Finance Director.% 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. M E A MOU Jules_ 1 t.2.(L7 —Junes; LO ?012 --......__..... -_...... ..... --- ..... _...- ...... --- Deleted: FINAL 2006-2007 Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph Formatted: Left s�� EXHIBIT D PROVISIONS OF THE RETIREE MEDICAL SUBSIDY 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. On the date 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: 1. On the first of the month in which a retiree or dependent reaches age sixty five (65) or on the date the retiree or dependent can first apply and become eligible, automatically or voluntarily, for medical coverage under Medicare (whether or not such application is made) the City's obligation to pay monthly premiums may be adjusted downward or eliminated. Benefit coverage at age sixty five (65) under the City's medical plans shall be governed by applicable plan document. 2. In the event the federal government or state government mandates an employer - funded health plan or program for retirees, or mandates that the City make contributions toward a health plan (either private or public) for retirees, the City's contribution rate as set forth in this plan shall first be applied to the mandatory plan. If there is any excess, that excess may be applied toward the City medical plan as supplemental coverage provided the retired employee pays the balance necessary for such coverage, if any. 3. In the event of the death of any employee, whether retired or not, the amount of the retiree medical insurance subsidy benefit which the deceased employee was receiving at the time of his/her death, or would be eligible to receive if he/she were retired at the time of death, shall be paid on behalf of the spouse or family for a period not to exceed twelve (12) months. SCHEDULE OF BENEFITS .............. _........ ....... ...... .. _.........._-___ D. Minimum Eligibility for Benefits - With the exception of an industrial disability Formatted: Position: Horizontal: p y 6.68", Relative to: Page, Vertical: retirement, eligibility for benefits begin after an employee has completed ten (10) 0.03", Relative to: Paragraph ......- ................................................ ; years of continuous service with the City of Huntington Beach. Said service musti Deleted: FINAL 2006-2007 -:: -: Formatted: Left 6t ' MEA MOU,JuIy__ �..2? 7_..- June 30'.2012 g be continuous for ten (10) years unless prior service is reinstated at the time of his/her rehire in accordance with the City's Personnel Rules. E. Disability Retirees - Industrial disability retirees with less than ten (10) continuous years of service shall receive a maximum monthly payment toward the premium for health insurance of one hundred twenty one dollars ($121.00). Payments shall be in accordance with the stipulations and conditions that exist for all retirees. Payment shall not exceed the dollar amount that is equal to the full cost of premium for employee only. Maximum Monthly Subsidy Payments - All retirees, including those retired as a result of disability whose number of,,continuous years of service on the date of retirement exceeds ten (10), shall be entitled to a maximum monthly payment of premiums by the City for each year of completed City service as follows: Maximum Monthly Payment For Retirements After: Years of Service Subsidy 10 $ 121 11 136 12 151 13 166 14 181 15 196 16 211 17 226 18 241 19 256 20 271 21 286 22 300 23 315 24 330 25 344 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. _....._........ __..... .._..._.............__....._.... ........ ...... Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph Deleted: FINAL 2006-2007 Formatted: Left MEA MOU �Jui _1 2007 — Jung 30?012. -- Y _� -- un'. _ _. G. Medicare: All persons are eligible for Medicare coverage at age sixty-five (65). Those with sufficient credit quarters of Social Security will receive Part A of Medicare at no cost. Those without sufficient credited quarters are still eligible for Medicare at age sixty five (65), but will have to pay for Part A of Medicare if the individual elects to take Medicare. In all cases, Part B of Medicare is paid for by the participant. 2. When a retiree and his/her spouse are both sixty-five (65) or over, and neither is eligible for paid Part A of Medicare, the subsidy shall pay for Part A for each of them or the maximum subsidy, whichever is less. 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 Medical Subsidy Plan will be eliminated on the first day of the month in which the retiree reaches age sixty-five (65). If such retiree was covering dependents under the Plan, dependents will be eligible for COBRA continuation benefits effective as of the retiree's sixty- fifth (65th) birthday. Dependent coverage will be eliminated upon whichever of the following occasions comes first: 1) After thirty six (36) months of COBRA continuation coverage, or _..... - Formatted: Position: Horizontal: 2) When the covered dependent reaches age sixty-five (65) 6.68 Relative to: Page, vertical: and in the event such dependent reaches age sixty-five 0.03°, Relative to: Paragraph 65prior to the retiree reaching age sixty-five 65). FINAL 2006 2007 Formatted: Left MEA MOU,July 1. 2007 —June 30, 2012 63 c. At age sixty-five (65) retirees are eligible to make application for Medicare. Upon being considered "eligible to make application," whether or not application has been made for Medicare, the Retiree Medical Subsidy Plan will be eliminated. Retiree Medical Subsidy Plan and COBRA participants shall be notified of non-payment of premium by means of a certified letter from Human Resources in accordance with the provisions of this Memorandum of Understanding. A retiree who fails to pay premiums due for coverage and is in arrears for sixty (60) days shall be terminated from the Plan and shall not have reinstatement rights. MEA MOU Jul 1. 2€} 7 —June 3€ . 2� 64 __..._.__......__.....__..... Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph ._................._..._.._._.............___......._......_............_......_....._................i i Deleted: FINAL 2006-2007 I Formatted: Left EXHIBIT E 9/80 WORK SCHEDULE This work schedule is known as the "9/80." The 9/80 work schedule is designed to be in compliance with the requirements of the Fair Labor Standards Act (FLSA). In the event that there is a conflict with the current rules, practices and/or procedures regarding work schedules and leave plans, then the rules listed below shall govern. 9/80 Work Schedule Defined The 9/80 work schedule shall be defined as working nine (9) days for eighty (80) hours in a two (2) week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for eight (8) hours, with a scheduled unpaid lunch break during each work shift, totaling forty (40) hours in each FLSA workweek. The 9/80 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. A. The FLSA workweek for each employee on a 9/80 schedule shall begin and end four (4) hours into that employee's regularly scheduled shift on the day of the week that the employee alternatively works an eight (8) hour shift and takes off. For example, employees on a 9/80 schedule who are assigned to the Civic Center shall have an FLSA workweek that starts and ends four (4) hours into the employee's regularly scheduled shift each Friday, as these employees may only have 9/80 schedules that provide for alternating Fridays off with working eight (8) hour days on Fridays. Employees may only take their lunch break on their eight (8) hour day after first having worked four (4) hours in that shift, unless the employee receives prior approval of their Supervisor, as overtime may occur in such situations. B. Two (2) Week Pay Period — The pay period for employees starts Friday mid -shift (P.M.) and continues for fourteen (14) days until Friday mid -shift (A.M.). During this period, each week is made up of four (4) nine (9) hour workdays totaling (thirty-six (36) hours) and one (1) four (4) hour Friday and those hours equal forty (40) work hours in each workweek (e.g. the Friday is split into four (4) hours for the A.M. shift, which is charged to workweek one and four (4) hours for the P.M. shift, which is charged to workweek two). C. A/B Schedules — To continue to provide service to the public every Friday, employees on a 9/80 schedule assigned to the Civic Center, are to be divided between two schedules, known as the "A" schedule and the "B" schedule, based upon the departmental needs. For identification purposes, the "A" schedule shall be known as the schedule with a dayoff on the Friday in the middle of thepay'Formatted. Position Horizontal: Y 6.43", Relative to: Page, Vertical: period, or, "off on payday", the "B" schedule shall have the first Friday (P.M.) and 0.01", Relative to: Paragraph the last Friday (A.M.) off, or "working on payday." An example is listed below: { Deleted: FINAL 2006-2007 _...................._—..-- _ Formatted: Left ...... _.......... __ MEA MOU Juiv 1. 2007 — June 30. 2012 65 ' A Schedule B Schedule AM 17M Ca.; AM� AM: � _ T sTiF, 4 4 - 9 9 9 9 - 9 9 9 9 4 4 - - 9 9 9 9 4 4-- 9 9 9 9-- D. Schedule Changes — FLSA non-exempt employees cannot change their assigned schedules, without prior approval of their Supervisor, Department Head, and the Human Resources irectgr or designee. The purpose of this oeleced: Manager authorization is to review the impact on overtime. FLSA exempt employees may change their schedules at the beginning of any pay period with Supervisor and Department Head approval. E. Emergencies — All employees on the 9/80 work schedule are subject to be called to work any time to meet any and all emergencies or unusual conditions which, in the opinion of the City 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 workweek as required under FLSA. Employees are required to obtain Supervisor authorization prior to working any overtime. 1. Overtime Compensation — As stated in Article IX.B. 2. Compensatory Time — As stated in Article IX.B. Leave Benefits When an employee is off on a scheduled workday under the 9/80 work schedule, then nine (9) hours of eligible leave per workday shall be charged against the employee's leave balance or eight (8) hours shall be charged if the day off is a Friday. All leaves shall continue under the current accrual, eligibility, request and approval requirements. 1. General Leave — As stated in Article XI I.A.1. 2. Sick Leave — As stated in Article XII.A.3. 3. Bereavement Leave — As stated in Article XII.A.4. 4. Holidays Deleted: FINAL 2006-2007 a. If a holiday falls on an FLSA non-exempt employee's flex day off, the°°°°°°° °°°° °° ° = °` Formatted: Position: Horizontal: employee must then take the work shift before or after the holiday off with 16.43 Relative to: Page, Vertical: their Supervisor and Department Head approval. If the employee cannot Z 0.01", Relative to: Paragraph I Formatted: Left . _............... _... _... _....... MEA MOU July 1. 2007 — June 30, 2012 66 4: take the work shift before or after the holiday off, the employee will be credited General Leave with the number of hours of the employee's regularly scheduled work shift. b. If a holiday falls on an FLSA exempt employee's flex day off, the employee must then take the work shift before or after the holiday off with Supervisor and Department Head approval. FLSA exempt employees shall not be granted any Administrative/General Leave or any added compensation for not taking a work shift off on a scheduled holiday. 5. Jury Duty - The provisions of the Personnel Rules shall continue to apply, however, if an FLSA exempt employee is called to serve on jury duty during a the employee's flex day off, Saturday or Sunday or on a City holiday, then the jury duty shall be considered the same as having occurred during the employee's day off from work; therefore, the employee will receive no added compensation. MEA MOU July 1. 2007 — June 30, 2012 EXHIBIT F 4110 WORK SCHEDULE This work schedule is known as the "4/10" work schedule. The 4/10 work schedule is designed to be in compliance with the requirements of the Fair Labor Standards Act (FLSA). In the event that there is a conflict with the current rules, practices and/or procedures regarding work schedules and leave plans, then the rules listed below shall govern. 4/10 Work Schedule Defined The 4/10 work schedule shall be defined as working four (4) days for forty (40) hours in an FLSA workweek by working four (4) days at ten (10) hours per day, plus a one -hour unpaid lunch during each work shift. The FLSA workweek shall be defined as Saturday 12:00:00 A.M. to Friday 11:59:59 P.M. The 4/10 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. All employees on the 4/10 work schedule are subject to be called to work any time to meet any and all emergencies or unusual conditions which, in the opinion of the City 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 workweek as required under FLSA. Employees are required to obtain Supervisor authorization prior to working any overtime. 1. Overtime Compensation — As stated in Article IX.B. 2. Compensatory Time — As stated in - Article IX.B. Leave Benefits When an employee is off on a scheduled workday under the 4/10 work schedule, then ten (10) hours of eligible leave per workday shall be charged against the employee's leave balance. All leaves shall continue under the current accrual, eligibility, request and approval requirements. 1. General Leave —As stated in -Article XII.A.1. 2. Sick Leave —As stated in Article XII.A.3. 3. Bereavement Leave — As stated in - Article XII.A.4. MEA MOU Jul 1. 2€Q7 —June 712 4. Holidays a. If a holiday falls on an FLSA non-exempt employee's Friday off, the employee must then take the work shift before or after the holiday off with Supervisor and Department Head approval. If the employee cannot take the work shift before or after the holiday off, the employee will be credited with General Leave the number of hours of the employee's regularly scheduled work shift. b. If a holiday falls on an FLSA exempt employee's Friday off, the employee must then take the work shift before or after the holiday off with Supervisor and Department Head approval. FLSA exempt employees shall not be granted any Administrative/General Leave or any added compensation for not taking a work shift off on a scheduled holiday. 5. Jury Duty - The provisions of the Personnel Rules shall continue to apply, however, if an FLSA exempt employee is called to serve on jury duty during a normal Friday off, Saturday or Sunday or on a City holiday, then the jury duty shall be considered the same as having occurred during the employee's day off from work; therefore, the employee will receive no added compensation. ......... .. Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: Relative to: Paragraph ........................ _ { Deleted: FINAL 2006-2007 ............. Formatted: Left ............... -....... .......... _.._......... MEA MOU July 1. 2007 — June 30 2012 69 EXHIBIT G AGENCY SHOP AGREEMENT Legislative Authority The City of Huntington Beach (City) and the Huntington Beach Municipal Employees Association (Association) mutually understand and agree that in accordance with State of California law, per adoption of SB 739 (specifically, Government Code Section 3502.5), the Association will be covered by an Agency Shop. As a result of this Agency Shop Agreement between the City and the Association, and as a condition of continued employment, this Agency Shop Agreement hereby requires that all bargaining unit employees represented by the Association: 1. Elect to join the Association and pay Association Dues; 2. Pay an Agency Fee for representation; 3. Or with a Religious exemption, pay a fee equal to the Agency Fee to be donated to selected charities. The following Agency Shop Agreement will be implemented in conformity with California Government Code Section 3502.5 and applicable law and will be incorporated into any successor Memorandum of Understanding entered into between City and Association, unless rescinded pursuant to the terms of this Agreement. Association Dues/Agency Fee Collection Effective 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 Director at least three weeks before that date. The authorization .. {Deleted Manager --- _ 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 Pkgctor at least three weeks before the beginning of the pay { Deleted: Manager 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 Deleted: Manager Association's certified financial report. The Association shall notify the Human C P Y Deleted: FINAL 2006 2007 Resources picector of the amount of the Association Dues_ and the Agency Fee to be Formatted: Position. Horiri zontal: deducted from the unit members' paychecks three weeks prior to the date of the first 6.43", Relative to: Page, Vertical: 0.01 , Relative to: Paragraph Formatted: Left MEA MOU Ju 1. 2007 — Jurrt,,30, 2012 70 deduction and then once per year thereafter by September 1st, for implementation in the first full pay period beginning in October of each year. New Hire Notification Effective July 31, 2004, all new hires in the bargaining unit shall be informed by the Human Resources �prectcs or designee, at the time of hire, that an Agency Shop 1 Deleted Manager .._. .... ..................... 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 ir6ctcr. Deductions under this Agency Shop Agreement for new hires will {Deleted Manager start with the first full payroll period beginning thirty (30) days after the new hire submits his/her selection to the Human Resources irector. The Association may request to `Deleted: Manager _....- _ - 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 irector of {Deleted Manager 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 ee. em to ___....___._____-- employee. .DDeleteleted: FINAL 2006-2007 Formatted: Position: Horizontal To qualify for the Religious exemption the employee must provide to the Association a 6.43°, Relative to: Page, Vertical written statement of objection, along with verifiable evidence of membership in a o 01 Relative to Paragraph Formatted: Left MEA MOU Jul 1 22007 Juune 30 2C12 71 religious body as described above. The City will implement the change in status, with the first full pay period beginning thirty (30) days or more after the employee submits the appropriate form to the City to change his/her status, unless notified by the Association in writing that the requested exemption is not valid. The City shall not be made a party to any dispute arising relative to the determination of Religious exemptions. Records The Association shall keep an adequate itemized record of its financial transactions and shall make a written financial report thereof, in the form of a balance sheet certified as to accuracy by its president and treasurer or corresponding principal officer, or by a certified public accountant, available annually, to the City, to Agency Fee payers and to unit members who elect the Religious exemption relating to this Agency Shop Agreement, within 60 days following the end of its fiscal year. All forms submitted by an employee to the City, or by the Association on behalf of an employee, shall be retained by the City in the employee's personnel file. The Human Resources pirectcr or designee shall provide the Association a list of all {`Deleted: Manager 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 percent (30%) of the employees in the unit. The election shall be by secret ballot and conducted by California State Mediation and Conciliation and in accordance with state law. INDEMNIFICATION The Association shall indemnify, defend and hold the City harmless from and against all claims and liabilities as a result of implementing and maintaining this Agency Shop Agreement. The City and the Association recognize the right of the employees to form, join and participate in lawful activities of employee organizations and the equal alternative right of employees to refuse to join or participate in employee organization activities. During the life of this Agreement all unit members who choose to become members of {Deleted: FINAL2006-2007 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 j Formatted: Position: Horizontal 9 9 1 9 9 p 6.43", Relative to: Page, vertical April 15 or later than May 15, of any year this Agreement remains in effect. Any unit 0.01", Relative to: Paragraph { Formatted: Left MEA MOU July 1 2007 — June 30, 2012 72 member may exercise the right to resign by submitting a written notice to the Association and to the City during the resignation period on the Deduction Authorization/Change in Status form. The change in deductions from the employee's payroll will be effective with the first full pay period beginning thirty (30) days or more after the Human Resources hector receives the employee's written notice. I Deleted Manager 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 D-ire-clor. Said i Deleted: Manager ................_........................................... _..., form shall be duly completed and signed by the employee. If no form is completed by the employee, the employee shall be subject to the Agency Fee. (2) The City shall not be obligated to put into effect any new, changed or discontinued deduction until the first full pay period commencing thirty (30) days or longer after such submission. Every effort will be made by the City to remit dues to the Association within three (3) weeks of receipt. The Association agrees to indemnify and hold the City harmless against any and all suits, claims, demands and liabilities that may arise out of, or by reason of, any action that shall be taken by the City for the purpose of complying with this Section. Deleted: FINAL 2006-2007 .................................................................................................................... Formatted: Position: Horizontal: 6.43", Relative to: Page, Vertical: 0.01", Relative to: Paragraph Formatted: Left MEA MOU-Juiv 1. 2007 — June 30, 2012 73 ATTACHMENT . I: RESOLUTION NO. 2007-85 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 7/l/07 THROUGH 6/30/12 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 July 1, 2007, through June 30, 2012. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 19th day of November , 200 7 . REVIEWED AND APPROVED: AND APPR ' City Administrator Director of Human Resources APPROVED AS TO FORM: 11 City Attorney >>1-IM 07-1335/15596 Memorandum of Understanding between Huntington Beach Municipal Employees' Association and City of Huntington Beach July 1, 2007 — June 30, 2012 TABLE OF CONTENTS Page PREAMBLE....................................................................................................................1 ARTICLE I — 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 VII — SPECIAL PAY........................................................................................3 A. EDUCATION.............................................................................................................3 1. Tuition Reimbursement............................................................................................................... 3 B. ASSIGNMENT PAY....................................................................................................4 1. Leadworker Differential............................................................................................................... 4 2. Shift Differential........................................................................................................................... 4 a. Afternoon Shift........................................................................................................................ 4 b. Night Shift............................................................................................................................... 4 c. Shifts Defined......................................................................................................................... 4 C. SPECIAL CERTIFICATION/SKILL PAY..........................................................................4 1. Bilingual Skill............................................................................................................................... 4 2. Shorthand Skill............................................................................................................................ 4 3. Building Plan Checker................................................................................................................. 5 a. Plans Examiner International Conference of Building Officials (ICBO) Certification ............. 5 b. Engineering In Training (EIT)/Associate of Arts (AA) Degree in Engineering ........................ 5 4. Water Certification....................................................................................................................... 5 5. Process Owner Assignment Pay................................................................................................. 5 6. Hazardous Materials Duty Assignment Pay.................................................................................6 ARTICLE VIII — UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT ..........................6 A. UNIFORMS AND SAFETY SHOES................................................................................6 1. Safety Shoes — Cost................................................................................................................... 6 2. Safety Glasses............................................................................................................................ 6 B. TOOL ALLOWANCE...................................................................................................6 C. VEHICLE USE.......................................................................................................... 7 ARTICLE IX — HOURS OF WORK/OVERTIME..............................................................7 A. WORK SCHEDULE....................................................................................................7 1. Pay Definitions............................................................................................................................ 7 2. Work Periods under Fair Labor Standards Act(FLSA)............................................................... 7 3. Flex Schedule and Alternative Work Schedule - Civic Center Employees ................................. 8 a. 5/40 Work Schedule............................................................................................................... 8 b. 9/80 Work Schedule............................................................................................................... 8 c. 4/10 Work Schedule............................................................................................................... 9 d. Existing Alternative Work Schedules..................................................................................... 9 MEA MOU July 1, 2007 — June 30, 2012 TABLE OF CONTENTS Page B. OVERTIME/COMPENSATORY TIME............................................................................. 9 1. FLSA Workweek and Employee Pay Period............................................................................... 9 2. Overtime...................................................................................................................................... 9 3. Work Shift that Exceeds Thirteen (13) Hours............................................................................. 9 C. EMPLOYEE FATIGUE..............................................................................................10 D. CALLBACK............................................................................................................10 E. MANDATORY STANDBY..........................................................................................10 F. ACTING ASSIGNMENT.............................................................................................10 G COURT STANDBY TIME AND COURT APPEARANCE TIME............................................1 1 ARTICLE X — HEALTH AND OTHER INSURANCE BENEFITS..................................11 A. HEALTH................................................................................................................11 B. ELIGIBILITY CRITERIA AND COST.............................................................................1 1 1. City and Employee Paid Medical Insurance — Employees and Dependents ............................ 11 2. City and Employee Contributions 2007..................................................................................... 12 3. City and Employee Contributions 2008......................................................................................13 4. Part Time Employee Contributions........................................................................................... 15 C. COBRA...............................................................................................................15 D. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE..............................15 E. LONG TERM DISABILITY INSURANCE (LTD)..............................................................15 F. MEDICAL CASH-OUT..............................................................................................16 G. SECTION 125 PLAN...............................................................................................16 H. MISCELLANEOUS...................................................................................................16 5. Health Plan Over-Payments...................................................................................................... 16 I. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR THE CITY RETIREE MEDICAL SUBSIDY PLAN........................................................................................17 J. POST-65 SUPPLEMENTAL MEDICARE COVERAGE.....................................................17 K. HEALTH SAVINGS ACCOUNT FOR POST RETIREMENT MEDICAL INSURANCE................18 ARTICLE XI — RETIREMENT.......................................................................................18 A. BENEFITS.............................................................................................................18 1. Self -Funded Supplemental Retirement Benefit......................................................................... 18 2. Deferred Compensation............................................................................................................ 18 3. Medical Insurance for Retirees................................................................................................. 18 B. CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM (CAL PERS) .......................19 1. Employee's Contribution........................................................................................................... 19 2. Two Percent at Age 55 Formula............................................................................................... 19 3. Pre -Retirement Optional Settlement 2 Death Benefit............................................................... 19 MEA MOU July 1, 2007 — June 30, 2012 TABLE OF CONTENTS Page 4. Fourth Level of 1959 Survivor Benefits..................................................................................... 19 C. PERS 2.5% at 55................................................................................................19 ARTICLE XII — LEAVE BENEFITS...............................................................................20 A. LEAVE WITH PAY...................................................................................................20 1. General Leave........................................................................................................................... 20 a. Accrual.................................................................................................................................20 b. Eligibility and Approval......................................................................................................... 20 c. Conversion to Cash.............................................................................................................. 20 d. One (1) Week Minimum Vacation Requirement.................................................................. 20 2. City Paid Holidays..................................................................................................................... 21 b. City Observed Holiday......................................................................................................... 21 c. Holiday Paid Time Off for Part -Time Employees................................................................. 21 d. Holiday Pay for Work on a City Observed Holiday.............................................................. 21 e. Holiday Pay for Work on an Actual Holiday (Not the City Observed Date) .......................... 21 g. CalPERS Reporting of Holiday Pay..................................................................................... 22 3. Sick Leave................................................................................................................................. 22 a. Accrual.................................................................................................................................22 b. Credit....................................................................................................................................22 c. Usage................................................................................................................................... 22 d. Payoff at Termination........................................................................................................... 22 e. Extended Absences............................................................................................................. 22 4. Bereavement Leave.................................................................................................................. 22 5. Association Business................................................................................................................ 23 6. Jury Duty................................................................................................................................... 23 7. Leave Benefits Entitlement....................................................................................................... 23 ARTICLE XIII — CITY RULES.......................................................................................23 ARTICLE XIV —MISCELLANEOUS..............................................................................23 A. GRIEVANCE ARBITRATION......................................................................................23 B. PROMOTIONAL PROCEDURES.................................................................................23 1. Tie Scores................................................................................................................................. 23 2. Salary Upon Promotion............................................................................................................. 23 C. LABOR-MANAGEMENT RELATIONS COMMITTEE........................................................24 D. COPIES OF MOU...................................................................................................24 E. POSITION CLASSIFICATION ISSUES..........................................................................25 1. Class Specifications.................................................................................................................. 25 2. Reclassification Impact............................................................................................................. 25 F. CLASS A AND B DRIVER LICENSE FEES...................................................................25 G. JOB SHARING........................................................................................................25 H. DEFERRED COMPENSATION LOAN PROGRAM...........................................................25 I. PERFORMANCE EVALUATIONS/WRITTEN REPRIMAND APPEALS.................................25 MEA MOU July 1, 2007 — June 30, 2012 iv TABLE OF CONTENTS Page J. MEA LETTER OF INTRODUCTION.............................................................................25 K. VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM GUIDELINES ......................25 L. DEPARTMENT OF TRANSPORTATION (DOT) RANDOM ALCOHOL AND CONTROLLED SUBSTANCETESTING............................................................................................25 M. UPDATE EMPLOYEE -EMPLOYER RELATIONS RESOLUTION........................................25 N. REQUIRED FINGERPRINTING OF EMPLOYEES...........................................................25 O. BEACH PARKING...................................................................................................26 P. REASONABLE SUSPICION ALCOHOL AND CONTROLLED SUBSTANCE TESTING .............26 Q. MODIFIED RETURN TO WORK POLICY......................................................................26 ARTICLE XV — CITY COUNCIL APPROVAL...............................................................27 LISTOF MOU EXHIBITS..............................................................................................28 EXHIBIT A — CLASS/SALARY SCHEDULE................................................................29 EXHIBIT B — UNIFORM POLICY..................................................................................40 EXHIBIT C — VEHICLE USE POLICY...........................................................................46 EXHIBIT D — PROVISIONS OF THE RETIREE MEDICAL SUBSIDY PLAN ...............49 EXHIBIT E — 9/80 WORK SCHEDULE.........................................................................53 EXHIBIT F — 4/10 WORK SCHEDULE.........................................................................55 EXHIBIT G — AGENCY SHOP AGREEMENT..............................................................57 MEA MOU July 1, 2007 — June 30, 2012 Memorandum of Understanding between The City of Huntington Beach (hereinafter called City) and The Huntington Beach Municipal Employees' Association (hereinafter called Association or MEA) PREAMBLE WHEREAS, pursuant to California law, the City, acting by and through its designated representatives, duly appointed by the governing body of said City, and the representatives of the Association, a duly recognized employee Association, have met and conferred in good faith and have fully communicated and exchanged information concerning wages, hours and other terms and conditions of employment for the period July 1, 2007 through June 30, 2012; and WHEREAS, the representatives of the City and the Association desire to reduce their agreements to writing, NOW THEREFORE, this Memorandum of Understanding (MOU) is made to become effective July 1, 2007 and it is agreed as follows: ARTICLE I — TERM OF MOU A. This Memorandum of Understanding shall be in effect for a term commencing on July 1, 2007 through June 30, 2012. 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. C. Re -opener - The City and the Association specifically agree to open negotiations on a successor MOU no later than January 15, 2012. ARTICLE II — REPRESENTATIONAL UNIT/CLASS It is recognized that the Association is the employee organization which has the right to meet and confer in good faith with the City on behalf of permanent employees of the City within those class titles set out in Exhibit A attached hereto and incorporated herein. The term "permanent employee" herein shall be referred to as "employee" and is used only to determine entitlement to certain benefits provided by this MOU and is defined as follows; an employee that has completed or is in the process of completing a probationary period in a permanent position in the competitive service in which the employee regularly works twenty (20) hours or more per week. Additionally, the representation unit shall include all non -safety, non -management classifications which are created after execution of this Agreement and are not included in another representation unit or determined in accordance with the Employer -Employee Relations Resolution to be more appropriately designated as Non -Associated (NA) classifications. MEA MOU July 1, 2007 — June 30, 2012 The City Administrator reserves the right to designate up to seven (7) Association employees as confidential on an annual basis, or as needed. The confidential employee designations shall be determined by the City Administrator for those employees having access to or preparing confidential materials and/or information and/or recommendations on behalf of the City in its dealings with employee associations. The City shall provide the Association with the names of the employees who are designated as confidential. ARTICLE III — MANAGEMENT RIGHTS The parties agree the City has the right to make unilateral management decisions that are outside the scope of bargaining, as defined by state and federal law and Public Employment Relations Board (PERB) decisions. Except as expressly abridged or modified herein, the City retains all rights, powers and authority with respect to the management and direction of the performance of City services and the work forces performing such services, provided that nothing herein shall change the City's obligation to meet and confer as to the effects of any such management decision upon wages, hours and terms and conditions of employment or be construed as granting the City the right to make unilateral changes in wages, hours and terms and conditions of employment. Such rights include, but are not limited to, consideration of the merits, necessity, level or organization of City services, including establishing of work stations, nature of work to be performed, contracting for any work or operation, reasonable employee performance standards, including reasonable work and safety rules and regulations in order to maintain the efficiency and economy desirable for the performance of City services. ARTICLE IV — EXISTING CONDITIONS Except as expressly provided herein, the adoption of this Memorandum of Understanding shall not change existing benefits, and terms and conditions of employment which have been established in prior Memoranda of Understanding, and/or provided for in the Personnel Rules of the City of Huntington Beach. ARTICLE V — SEVERABILITY If any Article, Sub -Article, sentence, clause, phrase or portion of this Agreement, or the application thereof to any person, is for any reason held to be invalid or unenforceable by the decision of any court of competent jurisdiction, such decision shall not affect the validity of the remaining portions of this Agreement or its application to other persons. The City and the Association hereby agree that in the event any state or federal legislative, executive or administrative provision purports to nullify or otherwise adversely affect the wages, hours and other terms and conditions of employment contained in this Agreement or similarly purports to restrict the ability of the parties to negotiate a successor agreement, the City and the Association shall, without prejudice to either party's judicial remedies, endeavor to agree to alternative contractual provisions which are not adversely affected by said legislative, executive or administrative provision. MEA MOU July 1, 2007 — June 30, 2012 ARTICLE VI — SALARY SCHEDULE A. Classification and Salary Rates All employees shall receive a three percent (3.0%) wage increase effective the beginning of the pay period that includes September 1, 2007, as set forth in Exhibit A attached hereto and incorporated herein by this reference. 2. All employees shall receive a two percent (2.0%) wage increase effective the beginning of the pay period that includes July 1, 2008. 3. All employees shall receive a two percent (2.0%) wage increase effective the beginning of the pay period that includes July 1, 2009. 4. All employees shall receive a two percent (2.0%) wage increase effective the beginning of the pay period that includes July 1, 2010. 5. All employees shall receive a two and one-half percent (2.5%) wage increase effective the beginning of the pay period that includes July 1, 2011. 6. All 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 Director, employees may be compensated for courses from accredited vocational and educational institutions. Tuition reimbursement shall be limited to job related courses or job related educational degree objectives and requires prior approval by the Department Head and Human Resources Director. Education costs shall be reimbursed to employees on a first come, first served basis for a full refund for tuition, books, parking (if a required fee) and any other required fees upon presentation of receipts. On a first come, first served basis, the maximum annual benefit per fiscal year for each employee is $5,250 (five thousand two hundred -fifty dollars), until the - maximum allocation for the entire bargaining unit of seventy five thousand dollars ($75,000) in each fiscal year period has been allocated. Reimbursements shall be made when the employee presents proof to the Human Resources Director that he/she has successfully completed the course with a grade of "C" or better; or a "Pass" if taken for credit. MEA MOU July 1, 2007 — June 30, 2012 B. Assignment Pav Leadworker Differential Any employee classified as "Universal Salary Schedule" the Leadworker to lead. 2. Shift Differential "Leadworker" shall receive sixteen (16) ranges on the above the highest classification, which is assigned to a. Afternoon Shift Employees required to work on a regular assigned shift that occurs between the hours of 4:00 PM and midnight, shall be paid a special pay equal to five percent (5%) of the employee's base hourly rate of pay (as defined in Article IX) for all work performed during said shift. b. Night Shift Employees required to work on a regularly assigned shift that occurs between midnight and 8:00 AM shall be paid a special pay equal to ten percent (10%) of the employee's base hourly rate (as defined in Article IX). C. Shifts Defined Employees will be considered as assigned to the afternoon shift (4:00 PM to midnight) or the night shift (midnight to 8:00 AM) when five (5) or more hours of their regularly assigned shifts occur in the afternoon or night shift as defined herein. C. Special Certification/Skill Pay Bilingual Skill Employees who are required by their Department Head to use Spanish, Vietnamese, or American Sign Language skills as part of their job assignment, shall be paid an additional five -percent (5%) of their base hourly rate (as defined in Article IX) in addition to their regular bi-weekly pay. The special pay shall be effective the first full pay period following certification as verified to the Department Head in writing by the Human Resources Manager or designee. Employees may accept assignments utilizing bilingual skills in other languages on a short-term assignment with approval by the City Administrator. Such employees shall receive the additional five percent (5%) of their base hourly rate of pay (as defined in Article IX) for every bi-weekly pay period that the assignment is in effect. In order to be eligible for said compensation, employee's language proficiency will be tested and certified by the Human Resources Director or designee. 2. Shorthand Skill Employees who have successfully passed a shorthand skill test and who are required to use shorthand regularly in their jobs shall receive additional compensation in the amount of forty-six dollars and fifteen cents ($46.15) bi- weekly. Effective 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 of eligibility in the former position. MEA MOU July 1, 2007 — June 30, 2012 4 3. Building Plan Checker a. Plans Examiner International Conference of Building Officials (ICBO) Certification Incumbents who have completed their probationary period in the class of Building Plan Checker I and II, who have attained certification as Plans Examiner by ICBO shall receive additional compensation in the amount of forty-six dollars and fifteen cents ($46.15) bi-weekly, provided that active certification is maintained. Effective the beginning of the first pay period following City Council ratification of this agreement, the Building Plan Checker I classification shall be increased $1,200.00 (twelve hundred dollars). Effective the beginning of the first pay period following City Council ratification of this agreement, the ICBO certification pay shall end. All employees receiving ICBO certification pay prior to this date shall continue to receive this pay while they remain in their present classification. Any change in classification will result in the ICBO pay ending for that employee. b. Engineering In Training (EIT) /Associate of Arts (AA) Degree in Engineering Incumbents in the classification of Building Plan Checker I and II, who have successfully completed the State of California examination for EIT or who have obtained an AA degree in engineering or equivalent major, shall receive additional compensation in the amount of sixty-nine dollars and twenty-three cents ($69.23) bi-weekly. Effective the beginning of the first pay period following City Council ratification of this agreement, the EIT/AA pay shall end. All employees receiving EIT/AA pay prior to this date shall continue to receive this pay while they remain in their present classification. Any change in classification will result in the EIT/AA pay ending for that employee. 4. Water Certification The City and Association agree to meet and confer no later than one hundred twenty (120) days after the City Council ratification of this agreement on the impact of state regulations on classifications that require water certification. 5. Process Owner Assignment Pay Employees performing assignments designated by the Department Head and approved by the City Administrator or designee as "Process Owner" shall be paid ten percent (10%) of the employee's base hourly rate in addition to other compensation. Effective with the first full pay period following City Council ratification of the Memorandum of Understanding, this pay shall end. All employees receiving Process Owner assignment pay prior to this date shall continue to receive this pay while they remain assigned "Process Owner." MEA MOU July 1, 2007 — June 30, 2012 5 Process Owner assignments are designated by the employee's Department Head and approved by the City Administrator or his/her designee. Designated employees are responsible for JD Edwards applications setup, design, troubleshooting and training. Process Owners have system coordination responsibilities as distinguished from users of the system. 6. Hazardous Materials Duty Assignment Pav Effective the beginning of the first pay period following City Council ratification of this agreement, employees assigned HazMat Duty by their department head or his or her designee shall receive five percent (5%) of their base salary for the specific hours performing the HazMat Duty assignment. ARTICLE VIII — UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT A. Uniforms and Safety Shoes The City's Uniform and Safety Shoe Policy shall be set forth in Exhibit B, a copy of which is attached hereto and incorporated herein by this reference, provided however, that employees represented by MEA working in the Police Department shall be issued property in accordance with the equipment issue form for the particular position to which they are assigned. Safety Shoes — Cost The City shall furnish safety shoes in accordance with the procedures and guidelines as set forth in Exhibit B, provided however, that the maximum amount to be reimbursed for a pair of safety shoes will not exceed two hundred and twenty- five dollars ($225.00) per pair every six (6) months or sooner, if necessary. 2. Safety Glasses Prescription safety glasses shall be provided upon the approval of the Supervisor. The cost of prescription safety glasses shall not exceed two hundred ninety-nine dollars ($299.00) in each two (2) year period, or sooner if medically prescribed. B. Tool Allowance Those employees, who are required to furnish their own personal tools for use on the job, shall be provided with a tool allowance to offset a portion of the cost for said tools that are lost, stolen or broken when in use on the job. Such allowance shall be eight hundred dollars ($800.00) per year, payable in January of each year, separate from payroll checks to those employees on active duty. In the event an employee is hired or separates, his/her tool allowance for that calendar year shall be prorated on the basis of the total number of months in which he/she was employed on the first working day of the year. It is understood that the employee has the responsibility to exercise care and diligence in preventing the loss, theft and breakage of his/her personal tools. The following classifications are eligible to receive tool allowance: Equipment/Auto Maintenance Crewleader Equipment/Auto Maintenance Leadworker Helicopter Maintenance Technician Mechanic I Mechanic II MEA MOU July 1, 2007 — June 30, 2012 0 Mechanic III Senior Helicopter Maintenance Technician Senior Vehicle Body Technician Tire Service Worker (T) Vehicle Body Repair Crewleader Vehicle Body Technician C. Vehicle Use The City Vehicle Use Policy is attached in Exhibit C. Approval is required by the City Administrator or designee for any City vehicle to be taken home by an employee. ARTICLE IX — HOURS OF WORK/OVERTIME A. Work Schedule It is the intent of the City to provide an opportunity for employees to select a flexible (flex) schedule and/or alternative work schedule that is consistent with the City's objective that such schedules shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. 1. Pay Definitions For the purpose of this Agreement, the following definitions shall apply: a. Base Hourly Rate of Pay is defined as the hourly rate of pay that is identified in Exhibit A, Salary Schedules. b. Regular Rate of Pay is defined as the base hourly rate plus (including) special pays as identified in Article VII. c. Overtime Rate of Pay is defined as the base hourly rate of pay times one and one half (1 '/2) plus (including) special pays as identified in Article VII. d. Hours of Work includes; General Leave, Holidays, Sick Leave and Compensatory Time for the purpose of calculating overtime. 2. Defined Workweek under Fair Labor Standards Act (FLSA) It is understood that the City has established a workweek for each covered employee which meets the requirements of the (FLSA) and which will not result in overtime compensation as part of a normal work schedule. Each non-exempt employee shall be assigned a designated FLSA workweek for the correct calculation of overtime. This designated workweek shall not change unless extraordinary circumstances require a change in the employee's regular work schedule due to operational need. A change in the designated FLSA workweek shall be recommended by the Department Head and approved by the Human Resources Director. MEA MOU July 1, 2007 — June 30, 2012 fl 3. Flex Schedule and Alternative Work Schedule - Civic Center Employees With Supervisor and Department Head approval employees may flex regular scheduled start times between the hours of 7:00 A.M. to 9:00 A.M. in half-hour increments (i.e. 7:00 A.M., 7:30 A.M., 8:00 A.M., 8:30 A.M., and 9:00 A.M.). Flex schedules shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. Once a flex schedule is established, an employee shall not change that schedule until the end of the pay period, with the approval of the Department Head. Employees will have the option of working a 5/40 or 9/80 work schedule with Supervisor and Department Head approval. Employees assigned to the Police Department shall retain the option of working the 4/10 work schedule with Supervisor and Department Head approval. In order to maintain service to the public, departmental effectiveness, productivity and/or efficiency, a Department Head may assign an employee a different work schedule that is in compliance with the requirements of FLSA with City 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 (1) hour unpaid lunch during each work shift, totaling a forty (40) hour workweek. The assigned 5/40 work schedule must be in compliance with the requirements of FLSA. b. 9/80 Work Schedule Civic Center Employees The 9/80 work schedule, as outlined in Exhibit E, shall be defined for all employees assigned to the Civic Center as working nine (9) days for eighty (80) hours in a two (2) week pay period by working eight (8) days at nine (9) hours per day and working one (1) day (Friday) for eight (8) hours, plus a one (1) hour unpaid lunch during each work shift, totaling forty (40) hours in each FLSA workweek. The 9/80 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. Non Civic Center Employees The 9/80 work schedule, as outlined in Exhibit E, shall be defined for all employees not assigned to the Civic Center as working nine (9) days for eighty (80) hours in a two (2) week pay period by working eight (8) days at nine (9) hours per day and working one (1) day (Friday) for eight (8) hours, plus a one (1) hour unpaid scheduled lunch during each work shift, totaling forty (40) hours in each FLSA workweek. The 9/80 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. MEA MOU July 1, 2007 — June 30, 2012 c. 4/10 Work Schedule The 4/10 work schedule, as outlined in Exhibit F, shall be defined as working four (4) ten (10) hour days each week plus a one (1) hour unpaid lunch during each work shift, totaling forty (40) hours in each FLSA workweek. The assigned 4/10 work schedule must be in compliance with the requirements of FLSA. The 4/10 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. d. Existing Alternative Work Schedules Non Civic Center employees who had an alternative work schedule (9/80 or 4/10) prior to February 1, 2003 may retain that alternative work schedule. Employees assigned to Beach Operations may be required to work a 4/10 work schedule. Civic Center employees who had an alternative work schedule (9/80) prior to February 1, 2003 may revert to that alternative work schedule (9/80) in the event his/her Supervisor and/or Department Head determine that the 9/80 schedule set forth in this Article is inappropriate for the employee's classification. B. Overtime/Compensatory Time 1. FLSA Workweek and Employee Pay Period Each employee is assigned a designated workweek as a seven (7) day workweek that begins and ends based upon a defined work schedule. Each employee's pay period is a fourteen (14) day cycle that consists of two (2) consecutive workweeks. It is the policy of the City that overtime is to be used only as needed or under emergency conditions, as approved by the City Administrator or designee. 2. Overtime FLSA "non-exempt" employees shall be compensated at the Overtime Rate (in the form of pay or compensatory time) for hours worked over forty (40) hours in a workweek. 3. Work Shift that Exceeds Thirteen (13) Hours An employee who performs authorized work immediately preceding or upon completion of a regular work shift (extension of a workday) that exceeds thirteen (13) hours in a shift shall be compensated as follows: a. One and one-half (1 '/2) times the employee's regular rate of pay for all hours worked in excess of their regular workday, up to and including thirteen (13) hours in any workday, and b. Two (2) times the employee's regular rate for all hours worked in excess of thirteen (13) hours in a workday. 4. The employee's Supervisor shall determine if employee receives overtime pay or compensatory time. Consideration shall be given to effectuating the request of the MEA MOU July 1, 2007 — June 30, 2012 employee; however, the maximum accrual for compensatory time shall be one hundred forty (140) hours. 5. Two (2) times per fiscal year an employee may cash out hours of banked compensatory time, for maximum annual cash out amount of one hundred ten (110) hours. The employee shall give payroll two (2) weeks advance notice of their decision to exercise such option. C. Employee Fatigue An employee who is called back to work following the end of their regularly scheduled work shift and proceeds to work more than five (5) consecutive overtime hours shall then be entitled to an eight (8) hour rest period without compensation, upon completion of the assignment. Regularly scheduled lunch periods are not considered part of this rest period. If the eight (8) hour rest period extends into the employee's next regularly scheduled work shift, the employee shall suffer no loss of pay or accrued leave as a result thereof. As far as is practicable, employees who have earned a rest period shall be relieved at the start of their regular work shift in order to take such rest period. D. Callback Employees called back to work shall be compensated a minimum of two (2) hours of overtime pay at the regular rate of pay. A Supervisor shall notify an employee, in advance, of the need to work overtime. Where overtime is worked as an extension of the workday, it shall not be considered call back. While overtime may be required to be worked, it is the City's policy to discourage the working of overtime, and to provide reasonable notification to an employee should overtime be required. An employee called back to work less than two (2) hours before their shift begins shall not be paid Call Back pay but will be paid in accordance with Article IX.C. Overtime/Compensatory Time. E. Mandatory Standby An employee who is placed on standby status by their Supervisor shall be compensated at an hourly rate equal to 0.180 of their base hourly rate of pay for the entire period of such assignment. F. Acting Assignment If an employee is formally assigned to work in a higher classification on a temporary basis for greater than three (3) consecutive weeks, the employee shall be compensated for all hours worked in the higher classification at a rate which is at least five and one- half percent (5 1/2%) above their pay step, but such pay increase shall not exceed eleven percent (11%) not to exceed the top step of the pay range for all hours worked in the higher classification. In the event a non-exempt employee is assigned to act in a classification that is exempt from overtime, the employee shall retain all special pays of their non-exempt classification and shall receive compensation for hours worked over forty (40) hours in the designated FLSA workweek on a hour for hour basis, at the regular rate of pay. Such pay shall be paid or credited to the employee's compensatory time off balance at the discretion of the Department Head or designee. Acting assignments are not intended to exceed six (6) months unless extraordinary circumstances warrant an extension as recommended and approved by the Human Resources Director. Under no circumstances shall an acting assignment exceed one MEA MOU July 1, 2007 — June 30, 2012 10 year nor shall it be considered a reclassification or a promotion Employees on acting assignment obtain no property rights in the acting assignment and may be returned to their regular position at any time. Upon promotion to an FLSA exempt classification, all compensatory time off shall be cashed out prior to promotion at the employee's current regular rate of pay in the non- exempt classification. G. Court Standby Time and Court Appearance Time An employee who is required to perform court standby duty in the performance of their official capacity with the City, shall be eligible for Court Standby Time or Court Appearance Time. An employee who is required to be on standby for a court appearance during other than their regularly scheduled work hours shall receive a minimum of three (3) hours time at their regular rate of pay for each morning and afternoon court session. In the event an employee is required to appear in court during other than their regularly scheduled work hours, the employee shall receive a minimum of three (3) hours at the overtime rate; provided however, that if such time overlaps with the employee's regularly scheduled work hours, this provision shall be limited to those hours occurring prior to or after the employee's regularly scheduled work time. A legally served subpoena or the direction of the Department Head shall be required to support the payment of Court Standby or Appearance Time. ARTICLE X — HEALTH AND OTHER INSURANCE BENEFITS A. Health The City shall make available group medical, dental and vision benefits to all employees. A copy of the medical, dental and vision plan brochures may be obtained from the Human Resources Office. B. Eligibility. Criteria and Cost 1. City and Employee Paid Medical Insurance — Employees and Dependents The City and employee shall each pay for health insurance premiums for qualified employees and dependent(s) effective the first of the month following the employee's date of hire. The employee deduction for premium contributions shall be aligned with the effective date of coverage and the ending date of coverage upon the employee's separation. The payroll deduction amount shall begin no later than the first full pay period following the effective date of coverage and pro -rated for coverage through the end of the month in which employment was separated. MEA MOU July 1, 2007 — June 30, 2012 11 2. City and Employee Contributions The City and employee contributions as detailed in Chart A below shall remain in effect until December 31, 2007. Chart A - Effective January 1, 2007 through December 31, 2007: MEA MOU July 1, 2007 — June 30, 2012 12 3. City and Employee Contributions - The City and employees medical contributions shall remain in effect from January 1, 2008 through December 31, 2008, as follows: 2008 Health Premiums and Contributions V imo, A, A 'S g h! J, Uin ? EE Only $388.83 $507.93 $316.16 $24.87 $57.86 $22.93 EE + 1 $847.37 $1,073.84 $692.38 $42.29 $108.02 $22.93 EE + 2 or more $1,096.88 $1,330.81 $910.54 $64.67 $142.36 $22.93 IM F i & - , "D,6jt -Cate T-Delta Dental L *Poi M EE Only $388.83 $388.83 $316.16 $23.48 $53.44 $21.88 EE + 1 $847.37 $857.37 $692.38 $39.95 $100.34 $21.88 EE + 2 or more $1,096.88 $1,106.88 $910.54 $61.07 $135.09 $21.88 V r A tj -S- f 11' At": EE Only $0.00 $119.10 $0.00 $1.39 $4.42 $1.05 EE + 1 $0.00 $216.47 $0.00 $2.34 $7.68 $1.05 EE + 2 or more $0.00 $223.93 $0.00 $3.60 $7.27 $1.05 Blue, F, . . . . . . . . . . 'k- EE Only $0.00 $54.97 $0.00 $0.64 $2.04 $0.48 EE + 1 $0.00 $99.91 $0.00 $1.08 $3.54 1 $0.48 EE+2ormore $0.00 $103.35 $0.00 $1.66 $3.36 $0.48 MEA MOU July 1, 2007 - June 30, 2012 13 a. For the calendar year 2008, the City shall only contribute an amount equivalent to the medical premium, up to the maximum contribution, as stated above. For the calendar years 2009, 2010, 2011 and until June 30, 2012, this amount may change pursuant to Sections d., e., f. and g. below. The employee shall not be compensated the difference between any medical premium and the City's contribution during the term of this agreement. b. If the Huntington Beach Fire Association (HBFA) withdraws from the City health plan in 2008, the City will pay any and all increased premiums as a result of their withdrawal from the health plan. The City will only pay this increase in premiums in calendar year 2008. c. At the beginning of the first pay period which incorporates the wage increase of July 1 of each contract year, the City will inform the Association in writing of the cash value equal to one percent (1%) of payroll, which includes base salary, City PIERS contribution, Workers' Compensation, City Retiree Medical Subsidy Plan and Self -Funded Supplemental Retirement Plan. d. By August 15, 2008, or thirty (30) days from the date that the City provides the Association with the health insurance rates for the following calendar year, whichever is later, the Association shall inform the City in writing if it wishes to exercise the option to allocate one-half of one percent (.50%) of the current base salary, to increase the City's contribution to health insurance premiums (medical, dental and or vision combined) beginning of the first pay period following January 1, 2009, or a wage increase effective that period. If an employee's health insurance premiums (medical, dental and or vision) exceed the City's contribution, the employee shall be responsible for paying the difference between the cost of the premiums and the City's contribution. e. By August 15, 2009, or thirty (30) days from the date that the City provides the Association with the health insurance rates for the following calendar year, whichever is later, the Association shall inform the City in writing if it wishes to exercise the option to allocate in one-half of one percent (.50%) increments, up to one percent (1.0%) of the current base salary, to increase the City's contribution to health insurance premiums (medical, dental and or vision combined) beginning of the first pay period following January 1, 2010, or a wage increase effective that period. If an employee's health insurance premiums (medical, dental and or vision) exceed the City's contribution, the employee shall be responsible for paying the difference between the cost of the premiums and the City's contribution. By August 15, 2010, or thirty (30) days from the date that the City provides the Association with the health insurance rates for the following calendar year, whichever is later, the Association shall inform the City in writing if it wishes to exercise the option to allocate in one-half of one percent (.50%) increments, up to one percent (1.0%) of the current base salary, to increase the City's contribution to health insurance premiums (medical, dental and or vision combined) beginning of the first pay period following January 1, 2011, or a wage increase effective that period. If an employee's health insurance premiums (medical, dental and or vision) exceed the City's contribution, the employee shall be responsible for paying the difference between the cost of the premiums and the City's contribution. MEA MOU July 1, 2007 — June 30, 2012 14 g. By August 15, 2011, or thirty (30) days from the date that the City provides the Association with the health insurance rates for the following calendar year, whichever is later, the Association shall inform the City in writing if it wishes to exercise the option to allocate in one-half of one percent (.50%) increments, up to one percent (1.0%) of the current base salary, to increase the City's contribution to health insurance premiums (medical, dental and or vision combined) beginning of the first pay period following January 1, 2012, or a wage increase effective that period. If an employee's health insurance premiums (medical, dental and or vision) exceed the City's contribution, the employee shall be responsible for paying the difference between the cost of the premiums and the City's contribution. 4. Part Time Employee Contributions Part-time employees hired after July 1, 2006, shall receive a pro -rated amount of the City's contribution rate as established for full-time employees based on the employee's work schedule, either fifty percent (50%) for half-time (1/2) or seventy-five percent (75%) for three-quarter time (3/4). 5. Employee payroll deductions shall be made on a pre-tax basis. 6. The dental insurance maximum coverage is two thousand dollars ($2,000.00) per year. C. COBRA Employees who terminate their employment with the City and their dependent(s) shall have any and all the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) benefits as well as Cal -COBRA (AB1401) to which the law entitles them. D. Life and Accidental Death and Dismemberment Insurance Each employee shall be provided with fifty -thousand dollars ($50,000.00) of life insurance and fifty -thousand dollars ($50,000.00) of accidental death and dismemberment insurance coverage paid for by the City. Each employee shall have the option, at his/her own expense, to purchase additional amounts of life insurance and accidental death and dismemberment insurance to the extent provided by the City's current providers. E. Long Term Disability Insurance (LTD) The City shall provide for each employee at the City's expense a long term disability insurance plan comparable to the Group Disability Insurance Plan in effect on February 1, 1995. Such plan shall be modified effective November 21, 1988. The parties agree to exclude the first year of job related illness or injury from coverage on condition that the plan provides for a coordination with Sick Leave, General Leave and holidays which is satisfactory to the Association. A copy of the LTD insurance plan may be obtained from the Human Resources Office. The intent of long term disability insurance is to assist employees who are off work for an extended period of time. While long term disability benefits can be coordinated with accrued leave benefits to achieve one hundred percent (100%) of regular rate of pay, no employee may receive more than their regular rate of pay while receiving disability benefits and paid leave. MEA MOU July 1, 2007 — June 30, 2012 15 F. Medical Cash -Out Effective beginning the first pay period following City Council ratification of this agreement, if an employee is covered by a medical program outside of a city -provided program (evidence of which must be supplied to the Human Resources Department), they may elect to discontinue City medical coverage and receive the amount equal to the City's contribution to the lowest cost, Employee -only medical premium offered to this unit. G. Section 125 Plan This plan allows employees to use pre-tax salary deductions to pay for regular childcare, adult dependent care and/or unreimbursed medical expenses. H. Miscellaneous Nothing in this Article shall be deemed to restrict the City's right to change insurance carriers or self -fund should circumstance warrant. City shall, however, notify the Association of any proposed change and allow the Association an opportunity to review any proposed change and make recommendations to the City. 2. Nothing in this Article shall be deemed to obligate the City to improve the benefits outlined in this Article. 3. When the City grants an employee leave without pay for reason of medical disability, the City shall continue to contribute its share of the employee's insurance premiums, pursuant to Article X.B.2. for the time the employee is in a non -pay status for the length of said leave not to exceed twenty-four (24) months. The City shall provide timely written notification of employee rights under this Article and the LTD Plan and will assist the employee in processing LTD claims so that undue delay in receiving LTD payments is avoided. 4. The City and the Association participate in a City-wide joint labor and management Insurance and Benefits Advisory Committee to discuss and study issues relating to insurance benefits available for employees. 5. Health Plan Over -Payments Employees shall be responsible for accurately reporting changes in the status of dependent(s), which affect their eligibility for health plan coverage ninety (90) days after the date of such status change. The City shall use its best efforts to advise all employees of their obligation to report changes in the status of dependent(s), which affect their eligibility. If an employee fails to report a status change that affects eligibility within ninety (90) days, the City shall have the right to recover any premiums paid by the City, on behalf of ineligible dependents. Recovery of such overpayments shall be made as follows: a. The employee's bi-weekly salary warrant shall be reduced by one-half (1/2) of the amount of the bi-weekly overpayment. Such reduction shall continue until the entire amount of the overpayment is recovered. MEA MOU July 1, 2007 — June 30, 2012 16 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 Retiree Medical Subsidy Plan Employees who retire from the City after January 1, 2004 and are granted a retirement allowance by the California Public Employees Retirement System (CaIPERS) and are not eligible for the City's Retiree Medical Subsidy Plan, may choose to participate in City sponsored medical insurance plans until the first of the month in which they turn age sixty-five (65). The retiree shall pay the full premium for City sponsored medical insurance for themselves and/or qualified dependents without any City subsidy. Employees who retire from the City and receive a retirement allowance from the CaIPERS and are not eligible for the City's Retiree Medical Subsidy Plan and choose not to participate in City sponsored medical insurance, upon retirement permanently lose eligibility for this insurance. However, if a retiree who is not eligible for the City's Retiree Medical Subsidy Plan chooses not to participate in a City sponsored medical insurance plan because the retiree has access to other group medical insurance, and subsequently loses eligibility for that group medical insurance, the retiree and their qualified dependents will have access to City sponsored medical insurance plans reinstated. Eligibility for retiree medical coverage terminates the first of the month in which the retiree or qualified dependent turns age sixty-five (65). J. Post-65 Supplemental Medicare Coverage Retirees who are participating in the Retiree Medical Subsidy Plan as of January 1, 2004 and all future retirees who meet the criteria to participate in City sponsored medical insurance, with or without the Retiree Medical Subsidy Plan, may participate in a City sponsored medical insurance plan that is supplemental to Medicare. A retiree or qualified dependent must choose to participate in a City sponsored medical insurance plan that is supplemental to Medicare beginning the first of the month in which the retiree or qualified dependent turns age sixty-five (65). The retiree shall pay the full premium to participate in a City sponsored medical insurance plan that is supplemental to Medicare for themselves or qualified dependents without any City subsidy. Retirees or qualified dependents upon turning age sixty-five (65), who choose not to participate in a City sponsored medical insurance plan that is supplemental to Medicare, permanently lose eligibility for this insurance. MEA MOU July 1, 2007 — June 30, 2012 17 K. Health Savings Account for Post Retirement Medical Insurance If the conditions exist whereby the City and Association desire to implement a health savings account plan, the parties agree to meet and confer during the term of the Agreement, for the purpose of creating a voluntarily funded post medical retirement health plan. L. If the conditions exist whereby the City and the Association desire to discuss the impact of retiree medical on the City's GASB (General Accounting Standards Board) report, the parties will meet and confer. 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 the employee's elected option and the unmodified allowance which the retiree would have received for his/her life alone. This payment shall be made only to the retiree and shall be payable by the City during the life of the member, and upon that retiree's death, the City's obligation shall cease. The method of funding this benefit shall be at the sole discretion of the City. This benefit is vested for employees covered by this Agreement (Note: The Options provide that the allowance is payable to the retiree until his/her death, and then either the entire allowance ([Option #2] or one-half (1/2) of the allowance [Option #3] is paid to the beneficiary for life). b. Employees hired on or after December 27, 1997 shall not be eligible for this benefit referenced in A.1.a. herein above. 2. Deferred Compensation Any employee who contributes one dollar ($1.00) or more per pay period to his/her deferred compensation account shall receive an employer contribution in the amount of five dollars and fifty cents ($5.50) per pay period to the employee's deferred compensation account, medical insurance premiums or other City provided or approved pre-tax program. If an employee elects that the five dollars and fifty cents ($5.50) be contributed to medical insurance premiums, such election shall only be made during an announced open enrollment period. 3. Medical Insurance for Retirees a. Upon retirement, whether service or disability, each employee shall have the following options in regards to medical insurance under City sponsored plans: With no change in benefits, retirees can stay in any of the plans offered by the City, at the retiree's own expense, for the maximum time period allowed by federal law (COBRA), state law (Cal -COBRA) or MEA MOU July 1, 2007 — June 30, 2012 18 Retirees may participate in the Retiree Medical Subsidy Plan, attached hereto as Exhibit D, as amended, or the Health Maintenance Organization (HMO) plan currently being offered to retirees, based upon the eligibility requirements described in Exhibit D. iii. The value of any unused earned leave benefits may be transferred to deferred compensation at retirement, but only during the time that the employee is actively employed with the City. The latest opportunity for such transfer must be the pay period prior to the employee's last day of employment. B. California Public Employees' Retirement System (CaIPERS) Employee's Contribution Each 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 CalPERS. The above CalPERS 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 Employees shall be covered by the two percent at age 55 formula (2% @ 55) as identified in Government Code 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 Government Code Section 21548. 4. Fourth Level of 1959 Survivor Benefits Employees shall be covered by the Fourth Level of the 1959 Survivor Benefit as identified in Government Code Section 21574. C. PERS 2.5% (a7 55 If all other affected units agree, and subject to a formal ratification vote conducted by PERS, the City shall implement PERS 2.5% @ 55, effective as soon as possible. Effective with implementation and through June 30, 2009, the employees shall pay all of the additional costs to implement 2.5% @ 55. Effective July 1, 2009 and thereafter, the employees shall pay two and one -quarter percent (2.25%) of the employee share of PERS. In the event 2.5% @ 55 is not implemented, the City and Association will meet and confer on modifications to the existing contract. MEA MOU July 1, 2007 — June 30, 2012 19 ARTICLE XII — LEAVE BENEFITS A. Leave With Pav 1. General Leave a. Accrual Employees accrue leave at the accrual rates outlined below. General Leave may be used for any purpose, including vacation, Sick Leave, and personal leave. Years of Service Full -Time Three -Quarter One -Half Time Time First through 176 Hours 132 Hours 88 Hours Fourth Year Fifth through 200 Hours 150 Hours 100 Hours Ninth Year Tenth through 224 Hours 168 Hours 112 Hours Fourteenth Year Fifteenth Year 256 Hours 192 Hours 128 Hours and Thereafter b. Eligibility and Approval General Leave must be pre -approved except for illness, injury or family sickness, which may require a physician's statement for approval. General Leave accrued time is to be computed from hire date anniversary. Employees shall not be permitted to take general leave in excess of actual time earned. Employees shall not accrue General Leave in excess of six hundred forty (640) hours. An employee who earns General Leave hours in excess of six hundred forty (640) hours shall be paid the cash value of those additional hours in their paycheck. Employees may not use their General Leave to advance their separation date on retirement or other separation from employment. C. Conversion to Cash Two (2) times during each fiscal year, each employee shall have the option to convert into a cash payment or deferred compensation up to a total of one hundred -twenty (120) hours of accrued General Leave per fiscal year. The value of each hour of conversion is at the employee's current base hourly rate of pay, as reflected in Exhibit A. The employee shall give payroll two (2) weeks advance notice of their decision to exercise such option. d. One (1) Week Minimum Vacation Requirement Employees in the following positions, or their reclassified equivalent, in the Office of the City Treasurer or the Finance Department, shall take a minimum of one (1) week (i.e., five (5) consecutive workdays) paid vacation each calendar year: MEA MOU July 1, 2007 — June 30, 2012 20 Office of the City Treasurer - Accounting Technician I; Accounting Technician II; Senior Accounting Technician; Accounting Technician Supervisor; Field Service Representative Finance Department - Senior Accountant (responsible for bank reconciliation) 2. City Paid Holidays a. Full-time employees shall be compensated for the employee's regularly scheduled work shift for the following holidays: 1. New Year's Day 2. Martin Luther King Day (third Monday in January) 3. President's Day (third Monday in February) 4. Memorial Day (last Monday in May) 5. Independence Day (July 4) 6. Labor Day (first Monday in September) 7. Veteran's Day (November 11) 8. Thanksgiving Day (fourth Thursday in November) 9. The Friday after Thanksgiving 10. Christmas Day (December 25) Any day declared by the President of the United States to be a national holiday or by the Governor of the State of California to be a state holiday and adopted as an employee holiday by the City Council of Huntington Beach. b. City Observed Holiday - Holidays which fall on Sunday shall be observed the following Monday, and those falling on Saturday shall be observed the preceding Friday. c. Holiday Paid Time Off for Part -Time Employees Half-time (1/2) or three quarter -time (3/4) employees shall have the holiday paid as time off with a pro -rated amount of hours, respectively for the holidays listed above in Article XI1.2.A. . d. Holiday Pav For Work on a City Observed Holiday In the event an employee is assigned to work on the City observed holiday, in addition to being paid for the holiday at the employee's regular rate of pay, whether it is or is not the employee's regularly scheduled workday, the employee shall be paid for working the holiday at the regular rate of pay unless FLSA overtime provisions apply, meaning the employee will be paid over time. e. Holiday Pay for Work on an Actual Holiday (Not the City Observed Date) An employee who works on the actual holiday as listed in Article XII.2.A. 1-10, in addition to being paid for the holiday at the employee's regular rate of pay, the employee shall be compensated at the overtime rate. An employee who is assigned or required to work on both the City observed holiday date and on the actual date that the holiday falls, shall only be paid for one City holiday (as applicable per section E. or F. above). MEA MOU July 1, 2007 — June 30, 2012 21 g. CalPERS Reporting of Holiday Pay Employees who are required to work on a holiday observed by the City, either on the date observed by the City or on the date that the actual holiday falls as a part of their regular work schedule, shall have their holiday pay reported to CalPERS. Classifications eligible for this CalPERS reporting are: Beach Equipment Operator, Beach Maintenance Crewleader, Beach Maintenance Worker, Crime Scene Investigator, Parking/Camping Crewleader, Parking/Camping Leadworker, Parking Meter Repair Technician, Parking Meter Repair Worker, Parking Control Officer, Police Records Supervisor, Police Records Technician, Custodian assigned to the Police Department, Police Records Specialists assigned to the Records Bureau, Police Service Specialists assigned to the Records Bureau and Police Systems Coordinator. h. If an employee is scheduled to work a holiday and will lose that holiday time due to their General Leave bank having reached the maximum cap of six hundred forty (640) hours, at the employee's request, the employee may cash out the part of their holiday time they will lose. 3. Sick Leave a. Accrual No employee shall accrue Sick Leave. b. Credit Employees hired prior to March 30, 2002 shall be credited with their Sick Leave accrued as of March 29, 2002. C. Usage Employees may use accrued Sick Leave for the same purposes for which it was used prior to March 30, 2002. d. Payoff at Termination Upon termination, all employees shall be paid, at their current salary rate, for twenty-five percent (25%) of unused, earned Sick Leave from four hundred and eighty (480) hours through seven hundred and twenty (720) hours, and for fifty percent (50%) of all unused, earned Sick Leave in excess of seven hundred and twenty (720) hours. e. Extended Absences Sick Leave shall not be used to extend absences due to work related (industrial) injuries or illnesses. 4. Bereavement Leave Employees shall be entitled to bereavement leave not to exceed three (3) work shifts in each instance of death in the immediate family. Immediate family is defined as father, mother, sister, brother, spouse, registered domestic partner, children, grandfather, grandmother, stepfather, stepmother, stepgrandfather, step - grandmother, grandchildren, stepsisters, stepbrothers, mother-in-law, father-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, stepchildren, or wards of which the employee is the legal guardian. MEA MOU July 1, 2007 — June 30, 2012 22 5. Association Business An allowance of eight hundred (800) hours per year shall be established for the purpose of allowing duly authorized representatives of the Association to conduct lawful Association activities. The parties agree to meet and confer during the term of the Agreement to establish guidelines for use of Association Business time. 6. Jury Duty Employees who are regularly scheduled to work on swing or graveyard shifts as defined in Article V11.13.2. shall be placed on a day shift if they are required to appear for jury duty or selection for a period of more than one day. 7. Leave Benefits Entitlement The City shall comply with all state and federal leave benefit entitlement laws. An eligible employee on an approved leave shall be allowed to use earned Sick Leave, General Leave, and/or Compensatory Time for serious and non -serious family or personal health issues. For more information on employee leave options, contact the Human Resources Division. ARTICLE XIII — CITY RULES Personnel Rules All MOU provisions that supersede the City's Personnel Rules shall automatically update the City's Personnel Rules and be incorporated into such rules. ARTICLE XIV —MISCELLANEOUS A. Grievance Arbitration Any grievance as defined and described in Rules 19 and 20 of the City Personnel Rules (Resolution No. 3960), shall be settled in accordance with the procedures set forth in said Rules except that the parties to the grievance may, by mutual agreement, submit the grievance to a neutral arbitrator whose decision shall be final and binding on the parties. The arbitrator shall be selected by the parties from listings of and pursuant to the rules of the American Arbitration Association. This procedure, if adopted by the parties, shall be in lieu of Step 5 of Rule 19, or Step 4 of Rule 20, and the fees charged by the arbitrator or hearing officer and court reporter shall be paid equally, fifty-fifty (50-50) by the City and the Association. B. Promotional Procedures 1. Tie Scores When promotions are to be made, and two or more employees are found to be equal as a result of promotional examinations conducted by the City, the employee with the greatest length of service with the City shall receive the promotion. 2. Salary Upon Promotion Upon promotion, an employee shall be compensated at the same step in the salary range for his/her new classification, subject to the following provisions: MEA MOU July 1, 2007 — June 30, 2012 23 a. Except for the provisions of sub -paragraphs b and c below, no employee shall receive greater than eleven percent (11 %) increase upon promotion. b. If "A" Step of the classification upon promotion is greater than eleven percent (11%) increase, the employee shall be compensated at "A" step upon promotion. C. If the employee would be eligible for a step increase within eleven (11) months of the date of promotion in his/her classification before promotion, then the Human Resources Director may authorize an increase greater than eleven percent (11%) upon promotion. C. Labor -Management Relations Committee The City and MEA participate in a Labor -Management Relations Committee as follows: The Association and the City recognize that the participation of employees in the formulation and implementation of personnel policy and practices affects their well-being and the efficient administration of the Government. The parties further recognize that the entrance into a formal agreement with each other is but one act of joint participation, and that the success of a labor-management relationship is further assured if a forum is available and used to communicate with each other. The parties therefore agree to the structure of Labor -Management Relations Committees (LMRC) for the purpose of exchanging information and the discussion of matters of concern or interest to each of them, in the broad area of working conditions, wages and hours. 2. The City of Huntington Beach shall have an LMRC. The formation of this LMRC shall not serve as the basis for reopening the meet and confer process to modify this MOU. 3. The LMRC shall meet monthly. The City shall be represented by the City Administrator (or designee), the Human Resources Director (or designee), and Department Heads. Four (4) representatives at these meetings shall represent the Association. 4. The City agrees that any meeting conducted under this Article shall be conducted in facilities furnished by the City, and Association representatives shall be released from their duties at work to attend the LMRC. 5. The parties shall exchange agenda items five (5) workdays before each scheduled LMRC meeting described in this section. Matters not on the agenda may be discussed by mutual consent. If either party timely forwards an agenda, the meeting will be held. D. Copies of MOU The City agrees to print this Memorandum of Understanding for each employee requesting a copy. MEA MOU July 1, 2007 — June 30, 2012 24 E. Position Classification Issues 1. Class Specifications The City shall send the Association a copy of each new job description approved for classifications within the representation unit. 2. Reclassification Impact It is not the intention of the City to demote or layoff an employee through reclassification. Prior to imposing a Y-rating, or layoff resulting from classification reviews, the City agrees to meet and confer with Association representatives. F. Class A and B Driver License Fees The City shall reimburse employees for costs associated with obtaining and renewing Class A and Class B driver licenses where required by the City for the position. G. Job Sharinq 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 utilize this program, under which employees may borrow up to fifty percent (50%) of their deferred compensation funds for critical needs such as medical costs, college tuition, or purchase of a home. I. Performance Evaluations/Written Reprimand Appeals Employees may appeal the results of a performance evaluation or written reprimand. Such appeals shall be initiated through the appropriate chain of command (which may include the LMRC) and any decision made by the Department Head shall be considered final. J. MEA Letter of Introduction A one -page letter of introduction from MEA, and of MEA's choosing, regarding the benefits and purpose of joining the MEA, will be included in all MEA eligible new employee orientation packets. K. Voluntary 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. N. Required Fingerprinting of Employees The City requires that all employees who are hired, transferred, or promoted to positions that require fingerprinting by federal, state or local law(s) be fingerprinted according to said law(s). The City may also require employees be fingerprinted if they are hired, MEA MOU July 1, 2007 — June 30, 2012 25 transferred or promoted into positions with oversight responsibilities for senior citizens or oversight responsibilities for confidential, and or sensitive documents or equipment. O. Beach Parking Employees may purchase a City beach parking pass at the Senior discount rate. P. Reasonable Suspicion Alcohol and Controlled Substance Testing The City maintains the right to conduct a test during working hours of any employee that it reasonably suspects is under the influence of alcohol or a controlled substance in the workplace. The policy to implement such testing shall be established by the City and the Association during the term of the Agreement. Q. Modified Return to Work Policy The City and the Association agree to meet and confer during the term of the Agreement to establish a modified return to work policy for employees who experience industrial or non -industrial illness and/or injury. MEA MOU July 1, 2007 — June 30, 2012 26 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 19th day of November 2007. Huntington Beach City of Huntington Beach Munici Empl a s' Association A By: By: breth-Graft, DPA Bob Hall 1. . Deputy City Administrator Human Resources Director �-- � JCIIIIIICI �aniNnian Negotiation Team Member 11 By: Al i ichael vigliottf Negotiations Team Member APPR VED AS TO FORM: J nnifer M. McGrath City Attorney MEA MOU July 1, 2007 - June 30, 2012 .rudy De (MF,A President William Davis Chie egotiator By: , - - /� ujy,,. ohn H. on olle ME Acting Vice -President By: Gail Ballo e MEA gaininQ-Mm e By: T rryTi le B aining m tte (7 By: Jon Goldstein MEA Bargaining Committee 27 , MEA LIST OF MOU EXHIBITS MEA MOU July 1, 2007 — June 30, 2012 2s EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JANUARY 1, 2007 -OttT 00, "I IS,, 4 N� tW 0111 Accountant 496 $25.89 $27.31 $28.81 $30.39 $32.06 0286 Accounting Technician 1 423 $17.99 $18.98 $20.02 $21.12 $22.28 0287 Accounting Technician 11 442 $19.76 $20.85 $22.00 $23.21 $24.49 0294 Accounting Technician Supervisor 471 $22.83 $24.09 $25.42 $26.82 $28.30 0445 Admin Environmental Specialist 527 $30.21 $31.87 $33.62 $35.47 $37.42 0428 Administrative Aide 492 $25.36 $26.76 $28.23 $29.78 $31.42 0289 Administrative Secretary 439 $19.48 $20.55 $21.68 $22.87 $24.13 0254 Alarm Services Coordinator 469 $22.63 $23.87 $25.18 $26.56 $28.02 0297 Art Programs Curator 469 $22.63 $23.87 $25.18 $26.56 $28.02 0296 Arts Education Coordinator 442 $19.76 $20.85 $22.00 $23.21 $24.49 0108 Assistant Planner 501 $26.53 $27.99 $29.53 $31.15 $32.86 0267 Assistant Social Worker 428 $18.43 $19.44 $20.51 $21.64 $22.83 0358 Beach Equip Operator 454 $20.99 $22.14 $23.36 $24.64 $26.00 0149 Beach Maint Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0452 Beach Maint Service Worker 437 $19.28 $20.34 $21.46 $22.64 $23.89 0210 Building Inspector 1 480 $23.90 $25.21 $26.60 $28.06 $29.60 0211 Building Inspector 11 500 $26.40 $27.85 $29.38 $31.00 $32.70 0208 Building Inspector 111 520 $29.18 $30.78 $32.47 $34.26 $36.14 0176 Building Plan Checker 1 518 $28.87 $30.46 $32.14 $33.91 $35.78 0520 Building Plan Checker 11 552 $34.22 $36.10 $38.09 $40.18 $42.39 0112 Buyer 493 $25.49 $26.89 $28.37 $29.93 $31.58 0340 Carpenter 472 $22.96 $24.22 $25.55 $26.96 $28.44 0106 Civil Engineering Assistant 527 $30.21 $31.87 $33.62 $35.47 $37.42 0162 Civilian Check Investigator 447 $20.25 $21.36 $22.54 $23.78 $25.09 0186 Code Enforcement Officer 1 448 $20.36 $21.48 $22.66 $23.91 $25.22 0182 Code Enforcement Officer 11 490 $25.10 $26.48 $27.94 $29.48 $31.10 0511 Code Enforcement Tech 411 $16.93 $17.86 $18.84 $19.88 $20.97 0335 Communications Technician 480 $23.90 $25.21 $26.60 $28.06 $29.60 0263 Community Relations Specialist 458 $21.41 $22.59 $23.83 $25.14 $26.52 0252 Community Svcs Rec Coordinator 479 $23.76 $25.07 $26.45 $27.91 $29.45 0258 Community Svcs Rec Supervisor 502 $26.65 $28.12 $29.67 $31.30 $33.02 0179 Computer Drafting Technician 511 $27.89 $29.42 $31.04 $32.75 $34.55 0345 Concrete Finisher 464 $22.06 $23.27 $24.55 $25.90 $27.32 0172 Construction Inspector 1 480 $23.90 $25.21 $26.60 $28.06 $29.60 0463 Construction Inspector 11 500 $26.40 $27.85 $29.38 $31.00 $32.70 0312 Court Liaison Specialist 435 $19.09 $20.14 $21.25 $22.42 $23.65 0166 Crime Analyst 492 $25.36 $26.76 $28.23 $29.78 $31.42 29 MEA MOU July 1, 2007 - June 30, 2012 EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JANUARY 1, 2007 Job T r w cr�pi�on Pay 0255 Crime Scene Investigator 480 $23.90 $25.21 $26.60 $28.06 $29.60 0119 Criminalist 502 $26.65 $28.12 $29.67 $31.30 $33.02 0192 Cross Connection Control Spec 490 $25.10 $26.48 $27.94 $29.48 $31.10 0462 Crossing Guard Coordinator 458 $21.41 $22.59 1 $23.83 $25.14 $26.52 0299 Cultural Services Aide 469 $22.63 $23.87 $25.18 $26.56 $28.02 0400 Custodian 416 $17.36 $18.32 $19.33 $20.39 $21.51 0134 Deputy City Clerk 415 $17.27 $18.22 $19.22 $20.28 $21.40 0138 Development Specialist 502 $26.65 $28.12 $29.67 $31.30 $33.02 0456 Distribution Services Clerk 412 $17.00 $17.94 $18.93 $19.97 $21.07 0375 Electrical Leadworker 489 $24.99 $26.36 $27.81 $29.34 $30.95 0339 Electrician 487 $24.74 $26.10 $27.54 $29.05 $30.65 0232 Emergency Medical Svcs Coord 572 $37.82 $39.90 $42.09 $44.40 $46.84 0198 Emergency Services Coordinator 542 $32.56 $34.35 $36.24 $38.23 $40.33 0175 Engineering Aide 458 $21.41 $22.59 $23.83 $25.14 $26.52 0180 Engineering Technician 511 $27.89 $29.42 $31.04 $32.75 $34.55 0382 Equip Services Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72 0142 Equip/Auto Maint Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72 0472 Equip/Auto Maint Leadworker 493 $25.49 $26.89 $28.37 $29.93 $31.58 0383 Equipment Support Assistant 443 $19.87 $20.96 $22.11 $23.33 $24.61 0143 Facilities Maint Crewleader 511 $27.89 $29.42 $31.04 $32.75 $34.55 0407 Facilities Maint Leadworker 461 $21.73 $22.92 $24.18 $25.51 $26.91 0391 Facilities Maintenance Tech 445 $20.06 $21.16 $22.32 $23.55 $24.85 0398 Field Service Representative 451 $20.66 $21.80 $23.00 $24.27 $25.61 0260 Fire Safety Program Specialist 472 $22.96 $24.22 $25.55 $26.96 $28.44 0173 Fire Training Maintenance Tech 479 $23.76 $25.07 $26.45 $27.91 $29.45 0204 Fire Training Media Specialist 476 $23.41 $24.70 $26.06 $27.49 $29.00 0470 Forensic Systems Specialist 468 $22.50 $23.74 $25.05 $26.43 $27.88 0178 GIS Analyst 521 $29.33 $30.94 $32.64 $34.43 $36.32 0352 Grader Equip Operator 470 $22.73 $23.98 $25.30 $26.69 $28.16 0187 Graphics Admin Specialist 448 $20.36 $21.48 $22.66 $23.91 $25.22 0390 Groundsworker 411 $16.93 $17.86 $18.84 $19.88 $20.97 0190 Haz Mat Program Specialist 518 $28.87 $30.46 $32.14 $33.91 $35.78 0337 Helicopter Maintenance Tech 476 $23.41 $24.70 $26.06 $27.49 $29.00 0139 Housing Development Specialist 501 $26.53 $27.99 $29.53 $31.15 $32.86 0113 Human Services Program Su v 502 $26.65 $28.12 $29.67 $31.30 $33.02 0115 Info Systems Analyst 1 511 $27.89 $29.42 $31.04 $32.75 $34.55 0505 Info Systems Analyst II 527 $30.21 $31.87 $33.62 $35.47 $37.42 0117 Info Systems Analyst 111 540 $32.24 1 $34.01 $35.88 $37.85 $39.93 0118 jlnfo Systems Analyst IV 559 $35.43 1 $37.38 $39.44 $41.61 $43.90 MEA MOU July 1, 2007 - June 30, 2012 30 EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JANUARY 1, 2007 Job' Type optic fl, O Pay A B s ID 0212 Info Systems Specialist 1 449 $20.46 $21.59 $22.78 $24.03 $25.35 0213 Info Systems Specialist II 468 $22.50 $23.74 $25.05 $26.43 $27.88 0313 linfo Systems Specialist III 497 $26.01 $27.44 $28.95 $30.54 $32.22 0495 Info Systems Technician 1 425 $18.17 $19.17 $20.22 $21.33 $22.50 0494 Info Systems Technician II 449 $20.46 $21.59 $22.78 $24.03 $25.35 0493 Info Systems Technician III 472 $22.96 $24.22 $25.55 $26.96 $28.44 0492 Info Systems Technician IV 492 $25.36 $26.76 $28.23 $29.78 $31.42 0155 Irrigation Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0357 Irrigation Specialist 448 $20.36 $21.48 $22.66 $23.91 $25.22 0359 Landscape Equip Operator 454 $20.99 $22.14 $23.36 $24.64 $26.00 0145 Landscape Maint Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0402 Landscape Maint Leadworker 470 $22.73 $23.98 $25.30 $26.69 $28.16 0164 Latent Fingerprint Exam Trainee 456 $21.19 $22.36 $23.59 $24.89 $26.26 0163 Latent Fingerprint Examiner 494 $25.62 $27.03 $28.52 $30.09 $31.74 0300 Legal Secretary 441 $19.68 $20.76 $21.90 $23.10 $24.37 0114 Librarian 474 $23.18 $24.45 $25.80 $27.22 $28.72 0311 Library Clerk 382 $14.66 $15.47 $16.32 $17.22 $18.17 0305 Library Clerk Specialist T 382 $14.66 $15.47 $16.32 $17.22 $18.17 0432 Library Facilities Coordinator 453 $20.88 $22.03 $23.24 $24.52 $25.87 0310 Library Processing Clerk 402 $16.20 $17.09 $18.03 $19.02 $20.07 0451 Library Services Clerk 402 $16.20 $17.09 $18.03 $19.02 $20.07 0257 Library Specialist 437 $19.28 $20.34 $21.46 $22.64 $23.89 0302 Literacy Program Specialist 474 $23.18 $24.45 $25.80 $27.22 $28.72 0392 Maint Service Worker 437 $19.28 $20.34 $21.46 $22.64 $23.89 0394 Maintenance Worker 411 $16.93 $17.86 $18.84 $19.88 $20.97 0448 Marine Equipment Mechanic 491 $25.24 $26.63 $28.09 $29.63 $31.26 0344 Masonry Worker 472 $22.96 $24.22 $25.55 $26.96 $28.44 0384 Mechanic 1 444 $19.96 $21.06 $22.22 $23.44 $24.73 0348 Mechanic II 465 $22.16 $23.38 $24.67 $26.03 $27.46 0347 Mechanic III 477 $23.53 $24.82 $26.19 $27.63 $29.15 0206 Media Production Coordinator 464 $22.06 $23.27 $24.55 $25.90 $27.32 0380 Media Services Specialist 437 $19.28 $20.34 $21.46 $22.64 $23.89 0285 Medical Claims Examiner 417 $17.45 $18.41 $19.42 $20.49 $21.62 0306 Office Assistant 1 369 $13.72 $14.47 $15.27 $16.11 $17.00 0304 Office Assistant II 406 $16.52 $17.43 $18.39 $19.40 $20.47 0290 Office Specialist 417 $17.45 $18.41 $19.42 $20.49 $21.62 0341 Painter 472 $22.96 $24.22 $25.55 $26.96 $28.44 0378 Painter Leadworker 488 $24.86 $26.23 $27.67 $29.19 $30.80 MEA MOU July 1, 2007 - June 30, 2012 31 EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JANUARY 1, 2007 Jo a esCr�pt�d . .� ... .,:... .. ,h .... ...-. 0485 Parale al 492 $25.36 $26.76 $28.23 $29.78 $31.42 0153 Park Maintenance Crewleader 511 $27.89 $29.42 $31.04 $32.75 $34.55 0177 Parking Meter Repair Tech 465 $22.16 $23.38 $24.67 $26.03 $27.46 0395 Parking Meter Repair Worker 449 $20.46 $21.59 $22.78 $24.03 $25.35 0459 Parking/Camping Crewleader 506 $27.19 $28.69 $30.271 $31.94 $33.70 0401 Parking/Camping Leadworker 470 $22.73 $23.98 $25.30 $26.69 $28.16 0455 Parking/Traffic Control Coord 458 $21.41 $22.59 $23.83 $25.14 $26.52 0262 Parking/Traffic Control Officer 411 $16.93 $17.86 $18.84 $19.88 $20.97 0295 Permit Technician 428 $18.43 $19.44 $20.51 $21.64 $22.83 0154 Pest Control Advisor Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0367 Pest Control Specialist 448 $20.36 $21.48 $22.66 $23.91 $25.22 0136 Planning Aide 458 $21.41 $22.59 $23.83 $25.14 $26.52 0342 Plumber 482 $24.13 $25.46 $26.86 $28.34 $29.90 0197 Police Photo/imagingPhoto/imaging Specialist 479 $23.76 $25.07 $26.45 $27.91 $29.45 0307 Police Records Specialist 417 $17.45 $18.41 $19.42 1$20.49 $21.62 0283 Police Records Supervisor 448 $20.36 $21.48 $22.66 1$23.91 $25.22 0282 Police Records Technician 397 $15.79 $16.66 $17.58 1 $18.55 $19.57 0308 Police Services Specialist 437 $19.28 $20.34 $21.46 1$22.64 $23.89 0215 Police Systems Coordinator 468 $22.50 $23.74 $25.05 $26.43 $27.88 0399 Printing Services Technician 422 $17.89 $18.87 $19.91 $21.01 $22.17 0259 Property Officer 456 $21.19 $22.36 $23.59 $24.89 $26.26 0205 Public Information Specialist 492 $25.36 $26.76 $28.23 $29.78 $31.42 0207 Public Works Plan Checker 522 $29.47 $31.09 $32.80 $34.60 $36.50 0515 SCADA Coordinator 501 $26.53 $27.99 $29.53 $31.15 $32.86 0346 SCADA Technician 477 $23.53 $24.82 $26.19 $27.63 $29.15 0110 Senior Accountant 524 $29.75 $31.39 $33.12 1$34.94 $36.86 0288 Senior Accounting Technician 461 $21.73 $22.92 $24.18 $25.51 $26.71 0434 Senior Code Enforcement Officer 510 $27.75 $29.28 $30.89 $32.59 $34.38 0171 Senior Construction Inspector 520 $29.18 $30.78 $32.471 $34.26 $36.14 0165 Senior Crime Analyst 523 $29.61 $31.24 $32.96 $34.77 $36.68 0120 Senior Criminalist 542 $32.56 $34.35 $36.24 $38.23 $40.33 0135 Senior Deputy City Clerk 464 $22.06 $23.27 $24.55 $25.90 $27.32 0343 Senior Facilities Maint Tech 477 $23.53 $24.82 $26.19 $27.63 $29.15 0334 Senior Helicopter Maint Tech 527 $30.21 $31.87 $33.62 $35.47 $37.42 0491 Senior Info Systems Technician 506 $27.19 $28.69 $30.27 1$31.94 $33.70 0188 Senior Inspector Water Constr 511 $27.89 $29.42 $31.04 $32.75 $34.55 0309 Senior Library Services Clerk 421 $17.81 $18.79 $19.82 $20.91 $22.06 0450 Senior Library Specialist 455 $21.10 $22.26 $23.48 $24.77 $26.13 0363 Senior Marine Equip Mechanic 512 $28.02 $29.56 $31.19 $32.91 $34.72 0437 Senior Permit Technician 477 $23.53 $24.82 $26.19 $27.63 $29.15 0168 Senior Printing Services Tech 459 $21.51 $22.69 $23.94 $25.26 $26.65 MEA MOU July 1, 2007 - June 30, 2012 32 EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JANUARY 1, 2007 "J ft �Ys M / 'h�'+n. �5 D�a7 �11 1 is Q A - ; I 1�.. {� 0265 Senior Services Assistant 356 $12.88 $13.59 $14.34 $15.13 $15.96 0481 Senior Services Transp Coord 450 $20.57 $21.70 $22.89 $24.15 $25.48 0350 Senior Vehicle Body Technician 465 $22.16 $23.38 $24.67 $26.03 $27.46 0349 Senior Wastewater Pump Mechanic 454 $20.99 $22.14 $23.36 $24.64 $26.00 0396 Senior Water Meter Reader 447 $20.25 $21.36 $22.54 $23.78 $25.09 0436 Senior Workers'Comp Claims Examiner 499 $26.27 $27.71 $29.23 $30.84 $32.54 0338 Signs Leadworker 474 $23.18 $24.45 $25.80 $27.22 $28.72 0148 Sign/Markings Crewleader 511 $27.89 $29.42 $31.04 $32.75 $34.55 0354 Signs/Markings Equip Operator 454 $20.99 $22.14 $23.36 $24.64 $26.00 0266 Social Worker 469 $22.63 $23.87 $25.18 $26.56 $28.02 0386 Stock Clerk 411 $16.93 $17.86 $18.84 $19.88 $20.97 0361 Street Equip Operator 454 $20.99 $22.14 $23.36 $24.64 $26.00 0150 Street Maint Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0406 Street Maint Leadworker 480 $23.90 $25.21 $26.60 $28.06 $29.60 0478 Street Services Leadworker 480 $23.90 $25.21 $26.60 $28.06 $29.60 0183 Survey Party Chief 530 $30.66 $32.35 $34.13 $36.01 $37.99 0174 Survey Technician 1 458 $21.41 $22.59 $23.83 $25.14 $26.42 0185 Survey Technician II 474 $23.18 $24.45 $25.80 $27.22 $28.72 0195 Telecommunications Specialist 531 $30.82 $32.51 $34.30 $36.19 $38.18 0203 Television Producer/Director 492 $25.36 $26.76 $28.23 $29.78 $31.42 0433 Theater/Media Technician 437 $19.28 $20.34 $21.46 $22.64 $23.89 0388 Tire Service Worker T 438 $19.38 $20.45 $21.57 $22.76 $24.01 0181 Traffic Engineering Technician 511 $27.89 $29.42 $31.04 $32.75 $34.55 0389 Traffic Maint Service Worker 437 $19.28 $20.34 $21.46 $22.64 $23.89 0410 Traffic Markings Leadworker 470 $22.73 $23.98 $25.30 $26.69 $28.16 0140 Traffic Signal/Light Crewleader 511 $27.89 $29.42 $31.04 $32.75 $34.55 0374 Traffic Signal/Light Leadworker 495 $25.75 $27.17 $28.66 $30.24 $31.90 0336 Traffic Signals Electrician 490 $25.10 $26.48 $27.94 $29.48 $31.10 0365 Tree Equipment Operator 454 $20.99 $22.14 $23.36 $24.64 $26.00 0460 Trees Maint Leadworker 470 $22.73 $23.98 $25.30 $26.69 $28.16 0144 Trees Maintenance Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0372 Vehicle Body Repair Crewleader 493 $35.49 $26.89 $28.37 $29.93 $31.58 0351 Vehicle Body Technician 412 $17.00 $17.94 $18.93 $19.97 $21.07 0137 Video Engineer Supervisor 519 $29.03 $30.63 $32.31 $34.09 $35.96 0268 Volunteer Services Coordinator 450 $20.57 $21.70 $22.89 $24.15 $25.48 0385 Warehousekee er 458 $21.41 $22.59 $23.83 $25.14 $26.42 0362 Wastewater Equip Operator 454 $20.99 $22.14 $23.36 $24.64 $26.00 0454 Wastewater Maint Service Workr 437 $19.28 $20.34 $21.46 $22.64 $23.89 0146 Wastewater O s Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0404 Wastewater O s Leadworker 470 $22.73 $23.98 $25.30 $26.69 $28.16 MEA MOU July 1, 2007 - June 30, 2012 33 EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JANUARY 1, 2007 ob ype scrip ion �4y A B� 0387 Wastewater Pump Mechanic 449 $20.46 $21.59 $22.78 $24.03 $25.35 0189 Water Construction Inspector 491 $25.24 $26.63 $28.09 $29.63 $31.26 0151 Water Dist Maint Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0379 lWater Dist Maint Leadworker 486 $24.62 $25.97 $27.40 $28.91 $30.50 0147 Water Dist Meters Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0377 Water Dist Meters Leadworker 470 $22.73 $23.98 $25.30 $26.69 $28.16 0364 Water Equip Operator 470 $22.73 $23.98 $25.30 $26.69 $28.16 0397 Water Meter Reader 431 $18.70 $19.73 $20.82 $21.96 $23.17 0356 Water Meter Repair Technician 453 $20.88 $22.03 $23.24 $24.52 $25.87 0152 Water Operations Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0371 Water Operations Leadworker 492 $25.36 $26.76 $28.23 $29.78 $31.42 0156 Water Quality Coordinator 506 $27.19 $28.69 $30.27 $31.94 $33.70 0191 Water Quality Technician 480 $23.90 $25.21 $26.60 $28.06 $29.60 0461 lWater Service Worker 443 $19.87 $20.96 $22.11 $23.33 $24.61 0368 Water Systems Technician 1 443 $19.87 $20.96 $22.11 $23.33 $24.61 0369 Water Systems Technician II 456 $21.19 $22.36 $23.59 $24.89 $26.26 0370 Water Systems Technician III 476 $23.41 $24.70 $26.06 $27.49 $29.00 0449 Water Utility Locator 480 $23.90 $25.21 $26.60 $28.06 $29.60 0202 lWorkers'Comp Claims Examiner 417 $17.45 $18.41 $19.42 $20.49 $21.62 MEA MOU July 1, 2007 - June 30, 2012 34 EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE SEPTEMBER 1, 2007 JobType ©escr�pton k� .. Oki Pay"", A:, $ xE 0111 Accountant 502 $26.65 $28.12 $29.67 $31.30 $33.02 0286 Accounting Technician 1 429 $18.52 $19.54 $20.61 $21.74 $22.94 0287 Accounting Technician II 448 $20.36 $21.48 $22.66 $23.91 $25.22 0294 Accounting Technician Supervisor 477 $23.53 $24.82 $26.19 $27.63 $29.15 0445 Admin Environmental Specialist 533 $31.12 $32.83 $34.64 $36.55 $38.56 0428 Administrative Aide 498 $26.13 $27.57 $29.09 $30.69 $32.38 0278 Administrative Assistant 473 $23.07 $24.34 $25.68 $27.09 $28.58 0289 Administrative Secretary 441 $19.68 $20.76 $21.90 $23.10 $24.37 0254 Alarm Services Coordinator 475 $23.30 $24.58 $25.93 $27.36 $28.86 0297 Art Programs Curator 475 $23.30 $24.58 $25.93 $27.36 $28.86 0296 Arts Education Coordinator 448 $20.36 $21.48 $22.66 $23.91 $25.22 0108 Assistant Planner 507 $27.34 $28.84 $30.43 $32.10 $33.87 0267 Assistant Social Worker 434 $19.00 $20.04 $21.14 $22.30 $23.53 0358 Beach Equipment Operator 460 $21.62 $22.81 $24.06 $25.38 $26.78 0149 Beach Maintenance Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72 0452 Beach Maintenance Service Worker 443 $19.87 $20.96 $22.11 $23.33 $24.61 0210 Building Inspector 1 491 $25.24 $26.63 $28.09 $29.63 $31.26 0211 Building Inspector II 511 $27.89 $29.42 $31.04 $32.75 $34.55 0208 Building Inspector III 531 $30.82 $32.51 $34.30 $36.19 $38.18 0176 Building Plan Checker 1 528 $30.36 $32.03 $33.79 $35.65 $37.61 0520 Building Plan Checker II 558 $35.25 $37.19 $39.24 $41.40 $43.68 0112 Buyer 499 $26.27 $27.71 $29.23 $30.84 $32.54 0340 Carpenter 478 $23.65 $24.95 $26.32 $27.77 $29.30 0106 Civil Engineering Assistant 533 $31.12 $32.83 $34.64 $36.55 $38.56 0162 Civilian Check Investigator 453 $20.88 $22.03 $23.24 $24.52 $25.87 0186 Code Enforcement Officer 1 454 $20.99 $22.14 $23.36 $24.64 $26.00 0182 Code Enforcement Officer II 496 $25.89 $27.31 $28.81 $30.39 $32.06 0511 Code Enforcement Technician 417 $17.45 $18.41 $19.42 $20.49 $21.62 0335 Communications Technician 486 $24.62 $25.97 $27.40 $28.91 $30.50 0263 Community Relations Specialist 464 $22.06 $23.27 $24.55 $25.90 $27.32 0252 Community Services Rec Coordinator 485 $24.50 $25.85 $27.27 $28.77 $30.35 0258 Community Services Rec Supervisor 508 $27.49 $29.00 $30.59 $32.27 $34.04 0179 Computer Drafting Technician 517 $28.73 $30.31 $31.98 $33.74 $35.60 0193 Computer Operator 426 $18.25 $19.25 $20.31 $21.43 $22.61 0345 Concrete Finisher 470 $22.73 $23.98 $25.30 $26.69 $28.16 0172 Construction Inspector 1 491 $25.24 $26.63 $28.09 $29.63 $31.26 0463 Construction Inspector II 511 $27.89 $29.42 $31.04 $32.75 $34.55 0312 Court Liaison Specialist 441 $19.68 $20.76 $21.90 $23.10 $24.37 0166 Crime Analyst 498 $26.13 $27.57 $29.09 $30.69 $32.38 0165 Crime Analyst Senior 529 $30.51 $32.19 $33.96 $35.83 $37.80 0255 Crime Scene Investigator 486 $24.62 $25.97 $27.40 $28.91 $30.50 0119 Criminalist 508 $27.49 $29.00 $30.59 $32.27 $34.04 0192 Cross Connection Control Specialist 496 $25.89 $27.31 $28.81 $30.39 $32.06 0462 Crossing Guard Coordinator 464 $22.06 $23.27 $24.55 $25.90 $27.32 35 MEA MOU July 1, 2007 - June 30, 2012 EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE SEPTEMBER 1. 2007 �JT f � a ..� Pays Grade A s Bp#�flnobype .. ., a .. 0299 Cultural Services Aide 475 $23.30 $24.58 $25.93 $27.36 $28.86 0400 Custodian 422 $17.89 $18.87 $19.91 $21.01 $22.17 0134 Deputy City Clerk 459 $21.51 $22.69 $23.94 $25.26 $26.65 0138 Development Specialist .508 $27.49 $29.00 $30.59 $32.27 $34.04 0456 Distribution Services Clerk 418 $17.55 $18.51 $19.53 $20.60 $21.73 0375 Electrical Leadworker 495 $25.75 $27.17 $28.66 $30.24 $31.90 0339 Electrician 493 $25.49 $26.89 $28.37 $29.93 $31.58 0232 Emergency Medical Services Coordinator 578 $38.96 $41.10 $43.36 $45.75 $48.27 0198 Emergency Services Coordinator 548 $33.54 $35.38 $37.33 $39.38 $41.55 0175 Engineering Aide 464 $22.06 $23.27 $24.55 $25.90 $27.32 0180 Engineering Technician 517 $28.73 $30.31 $31.98 $33.74 $35.60 0142 Equip/Auto Maint Crewleader 518 $28.87 $30.46 $32.14 $33.91 $35.78 0472 Equip/Auto Maint Leadworker 499 $26.27 $27.71 $29.23 $30.84 $32.54 0382 Equipment Services Crewleader 518 $28.87 $30.46 $32.14 $33.91 $35.78 0383 Equipment Support Assistant 449 $20.46 $21.59 $22.78 $24.03 $25.35 0061 Executive Assistant 501 $26.53 $27.99 $29.53 $31.15 $32.86 0143 Facilities Maintenance Crewleader 517 $28.73 $30.31 $31.98 $33.74 $35.60 0407 Facilities Maintenance Leadworker 467 $22.39 $23.62 $24.92 $26.29 $27.74 0391 Facilities Maintenance Technician 451 $20.66 $21.80 $23.00 $24.27 $25.61 0398 Field Service Representative 457 $21.30 $22.47 $23.71 $25.01 $26.39 0260 Fire Safety Program Specialist 502 $26.65 $28.12 $29.67 $31.30 $33.02 0173 Fire Training Maintenance Technician 485 $24.50 $25.85 $27.27 $28.77 $30.35 0204 Fire Training Media Specialist 482 $24.13 $25.46 $26.86 $28.34 $29.90 0470 Forensic Systems Specialist 522 $29.47 $31.09 $32.80 $34.60 $36.50 0576 GIS Analyst 1 526 $30.06 $31.71 $33.45 $35.29 $37.23 0178 GIS Analyst II 542 $32.56 $34.35 $36.24 $38.23 $40.33 0352 Grader Equipment Operator 476 $23.41 $24.70 $26.06 $27.49 $29.00 0187 Graphics Admin Specialist 454 $20.99 $22.14 $23.36 $24.64 $26.00 0390 Groundsworker 417 $17.45 $18.41 $19.42 $20.49 $21.62 0190 Haz Mat Program Specialist 524 $29.75 $31.39 $33.12 $34.94 $36.86 0337 Helicopter Maintenance Technician 482 $24.13 $25.46 $26.86 $28.34 $29.90 0139 Housing Development Specialist 507 $27.34 $28.84 $30.43 $32.10 $33.87 0113 Human Services Program Supervisor 508 $27.49 $29.00 $30.59 $32.27 $34.04 0115 Info Systems Analyst 1 526 $30.06 $31.71 $33.45 $35.29 $37.23 0505 Info Systems Analyst II 542 $32.56 $34.35 $36.24 $38.23 $40.33 0117 Info Systems Analyst III 555 $34.73 $36.64 $38.66 $40.78 $43.02 0118 Info Systems Analyst IV 574 $38.18 $40.28 $42.50 $44.84 $47.31 0212 Info Systems Specialist 1 455 $21.10 $22.26 $23.48 $24.77 $26.13 0213 Info Systems Specialist II 474 $23.18 $24.45 $25.80 $27.22 $28.72 0313 Info Systems Specialist III 503 $26.80 $28.27 $29.82 $31.46 $33.19 0495 Info Systems Technician 1 431 $18.70 $19.73 $20.82 $21.96 $23.17 0494 Info Systems Technician II 455 $21.10 $22.26 $23.48 $24.77 $26.13 0493 Info Systems Technician III 478 $23.65 $24.95 $26.32 $27.77 $29.30 0492 Info Systems Technician IV 498 $26.13 $27.57 $29.09 $30.69 $32.38 0491 Info Systems Technician Senior 512 $28.02 $29.56 $31.19 $32.91 $34.72 MEA MOU July 1, 2007 - June 30, 2012 36 EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE SEPTEMBER 1, 2007 Jdb7V,& bis�jr�-f, ay E 0155 Irrigation Crewleader 512 $28.02 $29.56 $31.19 $32.91 ........... ..... $34.72 0357 Irrigation Specialist 454 $20.99 $22.14 $23.36 $24.64 $26.00 0359 Landscape Eg ipment Operator 460 $21.62 $22.81 $24.06 $25.38 $26.78 0145 Landscape Maintenance Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72 0402 Landscape Maintenance Leadworker 476 $23.41 $24.70 $26.06 $27.49 $29.00 0163 Latent Fingerprint Examiner 500 $26.40 $27.85 $29.38 $31.00 $32.70 0164 Latent Fingerprint Examiner Trainee 462 $21.82 $23.02 $24.29 $25.63 $27.04 0300 Legal Assistant 464 $22.06 $23.27 $24.55 $25.90 $27.32 0114 Librarian 480 $23.90 $25.21 $26.60 $28.06 $29.60 0311 Library Clerk 388 $15.10 $15.93 $16.81 $17.73 $18.71 0305 Library Clerk Specialist (T) 388 $15.10 $15.93 $16.81 $17.73 $18.71 0432 Library Facilities Coordinator 459 $21.51 $22.69 $23.94 $25.26 $26.65 0310 Library Processing Clerk 408 $16.68 $17.60 $18.57 $19.59 $20.67 0451 Library Services Clerk 408 $16.68 $17.60 $18.57 $19.59 $20.67 0257 Library Specialist 443 $19.87 $20.96 $22.11 $23.33 $24.61 0302 Literacy Program Specialist 480 $23.90 $25.21 $26.60 $28.06 $29.60 0303 Mail Services Clerk 383 $14.73 $15.55 $16.41 $17.31 $18.26 0392 Maintenance Service Worker 443 $19.87 $20.96 $22.11 $23.33 $24.61 0394 Maintenance Worker 417 $17.45 $18.41 $19.42 $20.49 $21.62 0448 Marine Equipment Mechanic 497 $26.01 $27.44 $28.95 $30.54 $32.22 0344 Masonry Worker 478 $23.65 $24.95 $26.32 $27.77 $29.30 0384 Mechanic 1 450 $20.57 $21.70 $22.89 $24.15 $25.48 0348 Mechanic 11 471 $22.83 $24.09 $25.42 $26.82 $28.30 0347 Mechanic 111 483 $24.26 $25.59 $27.00 $28.48 $30.05 0206 Media Production Coordinator 470 $22.73 $23.98 $25.30 $26.69 $28.16 0380 Media Services Specialist 443 $19.87 $20.96 $22.11 $23.33 $24.61 0285 Medical Claims Examiner 423 $17.99 $18.98 $20.02 $21.12 $22.28 0306 Office Assistant 1 375 $14.16 $14.94 $15.76 $16.63 $17.54 0304 Office Assistant 11 412 $17.00 $17.94 $18.93 $19.97 $21.07 0290 Office Specialist 423 $17.99 $18.98 $20.02 $21.12 $22.28 0341 Painter 478 $23.65 $24.95 $26.32 $27.77 $29.30 0378 Painter Leadworker 494 $25.62 $27.03 $28.52 $30.09 $31.74 0485 Paralegal 498 $26.13 $27.57 $29.09 $30.69 $32.38 0153 Park Maintenance Crewleader 517 $28.73 $30.31 $31.98 $33.74 $35.60 0264 Park Naturalist 503 $26.80 $28.27 $29.82 $31.46 $33.19 0177 Parking Meter Repair Technician 471 $22.83 $24.09 $25.42 $26.82 $28.30 0395 Parking Meter Repair Worker 455 $21.10 $22.26 $23.48 $24.77 $26.13 0570 Parking/Camping Assistant 417 $17.45 $18.41 $19.42 $20.49 $21.62 0459 Parking/Camping Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72 0401 Parking/Camping Leadworker 476 $23.41 $24.70 $26.06 $27.49 $29.00 0455 Parking[Traffic Control Coordinator 464 $22.06 $23.27 $24.55 $25.90 $27.32 0262 Parking/Traffic Control Officer 417 $17.45 $18.41 $19.42 $20.49 $21.62 0577 Parking/Traffic Control Supervisor 477 $23.53 $24.82 $26.19 $27.63 $29.15 0447 0295 Payroll Technician Permit Technician 451 434 $20.66 $19.00 $21.80 $20.04 $23.00 $21.14 $24.27 $22.30 $25.61 $23.53 0279 Personnel Assistant 445 $20.06 $21.16 $22.32 $23.55 1 $24.85 MEA MOU July 1, 2007 - June 30, 2012 37 EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE SEPTEMBER 1, 2007 Jab Type 1) s' c ptiltstt y Gr7O $28.02 B $29.56 $31.19 fl $32.91 $34.72 0154 Pest Control Advisor Crewleader 512 0367 Pest Control Specialist 454 $20.99 $22.14 $23.36 $24.64 $26.00 0136 Planning Aide 464 $22.06 $23.27 $24.55 $25.90 $27.32 0342 Plumber 488 $24.86 $26.23 $27.67 $29.19 $30.80 0197 Police Photo/imagingPhoto/imaging S ecialst 485 $24.50 $25.85 $27.27 $28.77 $30.35 0307 Police Records Specialist 423 $17.99 $18.98 $20.02 $21.12 $22.28 0283 Police Records Supervisor 454 $20.99 $22.14 $23.36 $24.64 $26.00 0282 Police Records Technician 403 $16.28 $17.18 $18.12 $19.12 $20.17 0308 Police Services Specialist 443 $19.87 $20.96 $22.11 $23.33 $24.61 0215 Police Systems Coordinator 474 $23.18 $24.45 $25.80 $27.22 $28.72 0399 Printing Services Technician 428 $18.43 $19.44 $20.51 $21.64 $22.83 0259 Property Officer 462 $21.82 $23.02 $24.29 $25.63 $27.04 0205 Public Information Specialist 498 $26.13 $27.57 $29.09 $30.69 $32.38 0207 Public Works Plan Checker 528 $30.36 $32.03 $33.79 $35.65 $37.61 0515 SCADA Coordinator 512 $28.02 $29.56 $31.19 $32.91 $34.72 0346 SCADA Technician 488 $24.86 $26.23 $27.67 $29.19 $30.80 0110 Senior Accountant 530 $30.66 $32.35 $34.13 $36.01 $37.99 0288 Senior Accounting Technician 467 $22.39 $23.62 $24.92 $26.29 $27.74 0434 Senior Code Enforcement Officer 516 $28.59 $30.16 $31.82 $33.57 $35.42 0171 Senior Construction Inspector 531 $30.82 $32.51 $34.30 $36.19 $38.18 0120 Senior Criminalist 548 $33.54 $35.38 $37.33 $39.38 $41.55 0135 Senior Deputy City Clerk 508 $27.49 $29.00 $30.59 $32.27 $34.04 0343 Senior Facilities Maintenance Technician 483 $24.26 $25.59 $27.00 $28.48 $30.05 0334 Senior Helicopter Maintenance Technician 547 $33.36 $35.20 $37.14 $39.18 $41.34 0188 Senior Inspector Water Construction 522 $29.47 $31.09 $32.80 $34.60 $36.50 0309 Senior Library Services Clerk 427 $18.35 $19.36 $20.42 $21.54 $22.72 0450 Senior Library Specialist 461 $21.73 $22.92 $24.18 $25.51 $26.91 0363 Senior Marine Equipment Mechanic 518 $28.87 $30.46 $32.14 $33.91 $35.78 0446 Senior Payroll Technician 470 $22.73 $23.98 $25.30 $26.69 $28.16 0437 Senior Permit Technician 483 $24.26 $25.59 $27.00 $28.48 $30.05 0168 Senior Printing Services Technician 465 $22.16 $23.38 $24.67 $26.03 $27.46 0265 Senior Services Assistant 362 $13.27 $14.00 $14.77 $15.58 $16.44 0481 Senior Services Transportation Coordinator 456 $21.19 $22.36 $23.59 $24.89 $26.26 0350 Senior Vehicle Body Technician 471 $22.83 $24.09 $25.42 $26.82 $28.30 0349 Senior Wastewater Pump Mechanic 460 $21.62 $22.81 $24.06 $25.38 $26.78 0396 Senior Water Meter Reader 453 $20.88 $22.03 $23.24 $24.52 $25.87 0436 Senior Workers'Comp Claims Examiner 505 $27.06 $28.55 $30.12 $31.78 $33.53 0338 Signs Leadworker 480 $23.90 $25.21 $26.60 $28.06 $29.60 0148 Signs/Markings Crewleader 517 $28.73 $30.31 $31.98 $33.74 $35.60 0354 Signs/Markings Equipment Operator 460 $21.62 $22.81 $24.06 $25.38 $26.78 0266 Social Worker 475 $23.30 $24.58 $25.93 $27.36 $28.86 0386 Stock Clerk 417 $17.45 $18.41 $19.42 $20.49 $21.62 0361 Street Equipment Operator 460 $21.62 $22.81 $24.06 $25.38 $26.78 0150 Street Maintenance Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72 0406 Street Maintenance Leadworker 486 $24.62 $25.97 $27.40 $28.91 $30.50 0478 Street Services Leadworker 486 $24.62 $25.97 $27.40 $28.91 $30.50 0183 Survey Party Chief 536 $31.59 $33.33 $35.16 $37.09 1 $39.13 MEA MOU July 1, 2007 - June 30, 2012 38 EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE SEPTEMBER 1, 2007 0174 1,11111A�.'\\\ Survey Technician 1 464 $22.06 $23.27 $24.55 $25.90 $27.32 0185 Survey Technician II 480 $23.90 $25.21 $26.60 $28.06 $29.60 0195 Telecommunications Specialist 537 $31.75 $33.50 $35.34 $37.28 $39.33 0203 Television Producer/Director 498 $26.13 $27.57 $29.09 $30.69 $32.38 0433 Theater/Media Technician 443 $19.87 $20.96 $22.11 $23.33 $24.61 0388 Tire Service Worker T 444 $19.96 $21.06 $22.22 $23.44 $24.73 0181 Traffic Engineering Technician 517 $28.73 $30.31 $31.98 $33.74 $35.60 0389 Traffic Maintenance Service Worker 443 $19.87 $20.96 $22.11 $23.33 $24.61 0410 Traffic Markings Leadworker 476 $23.41 $24.70 $26.06 $27.49 $29.00 0336 Traffic Signal Electrician 496 $25.89 $27.31 $28.81 $30.39 $32.06 0140 Traffic/Signal/Light Crewleader 517 $28.73 $30.31 $31.98 $33.74 $35.60 0374 Traffic/Signal/Light Leadworker 501 $26.53 $27.99 $29.53 $31.15 $32.86 0365 Tree Equipment Operator 460 $21.62 $22.81 $24.06 $25.38 $26.78 0144 Trees Maintenance Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72 0460 Trees Maintenance Leadworker 476 $23.41 $24.70 $26.06 $27.49 $29.00 0372 Vehicle Body Repair Crewleader 499 $26.27 $27.71 $29.23 $30.84 $32.54 0351 Vehicle Body Technician 418 $17.55 $18.51 $19.53 $20.60 $21.73 0137 Video Engineer Supervisor 525 $29.91 $31.55 $33.28 $35.11 $37.04 0268 Volunteer Services Coordinator 456 $21.19 $22.36 $23.59 $24.89 $26.26 0385 Warehousekee er 464 $22.06 $23.27 $24.55 $25.90 $27.32 0362 Wastewater Equipment Operator 460 $21.62 $22.81 $24.06 $25.38 $26.78 0454 Wastewater Maintenance Service Worker 443 $19.87 $20.96 $22.11 $23.33 $24.61 0146 Wastewater Operations Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72 0404 Wastewater Operations Leadworker 476 $23.41 $24.70 $26.06 $27.49 $29.00 0387 Wastewater Pump Mechanic 455 $21.10 $22.26 $23.48 $24.77 $26.13 0582 Water Conservation Coordinator 506 $27.19 $28.69 $30.27 $31.94 $33.70 0189 Water Construction Inspector 497 $26.01 $27.44 $28.95 $30.54 $32.22 0151 Water Dist Maintenance Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72 0379 Water Dist Maintenance Leadworker 492 $25.36 $26.76 $28.23 $29.78 $31.42 0147 Water Dist Meters Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72 0377 Water Dist Meters Leadworker 476 $23.41 $24.70 $26.06 $27.49 $29.00 0364 Water Equipment Operator 476 $23.41 $24.70 $26.06 $27.49 $29.00 0397 Water Meter Reader 437 $19.28 $20.34 $21.46 $22.64 $23.89 0356 Water Meter Repair Technician 459 $21.51 $22.69 $23.94 $25.26 $26.65 0152 Water Operations Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72 0371 Water Operations Leadworker 498 $26.13 $27.57 $29.09 $30.69 $32.38 0156 Water Quality Coordinator 512 $28.02 $29.56 $31.19 $32.91 $34.72 0191 Water Quality Technician 486 $24.62 $25.97 $27.40 $28.91 $30.50 0461 Water Service Worker 449 $20.46 $21.59 $22.78 $24.03 $25.35 0368 Water Systems Technician 1 449 $20.46 $21.59 $22.78 $24.03 $25.35 0369 Water Systems Technician II 462 $21.82 $23.02 $24.29 $25.63 $27.04 0370 Water Systems Technician III 482 $24.13 $25.46 $26.86 $28.34 $29.90 0449 Water Utility Locator 486 $24.62 $25.97 $27.40 $28.91 $30.50 0202 Workers' Comp Claims Examiner 423 $17.99 $18.98 $20.02 $21.12 $22.28 MEA MOU July 1, 2007 - June 30, 2012 39 A. General The City Sh8U furnish uniforms to those employees designated by the various Department Heads as required to wear a standard uniform for appearance, uniformity and public recognition purposes, inthe procedures and guidelines set forth hereinafter. B. Affected Employees All employees listed in Exhibit B-1 Sh8U vVeG[ 8 8t8Dd8nd (3tx adopted uniform. Each Department Head Sh@U determine which employees must wear a uniform. The UON}rO Listing byCateg0m/C|8Ss Sh@!| be indicated in the document attached hereto and by this reference incorporated herein 88 Exhibit B-1. C. Personal Protective Equipment (PPE) All p8rSOn8| protectiveequipment 8S related to employee job duties and responsibilities Sh@U be provided based upon Supervisor designated Deed. Examples Ofpersonal protective equipment include, but may not be limited to the following: h8rdh8iS, fOU| weather gear, steel -toed rubber boots, steel -toed CapS, vvOOd heat resistant sO|eS' special hazard g|0v08. safety glasses, face shields, ear protectors and arm and shin guards. Fl-1 safety vests ohe|| be furnished to all G0p|Vye8S having OCC8SiVO i0work within travel ways. O. Safety Shoes 1 . Safety toe shoes or boots as each assignment dictates. a. Two pair per year. b. Damaged shoes shall be turned into operating Supervisor who shall authorize replacement or repair. 2. The Dl@xDlunO amount to be reimbursed for pair Ofsafety shoes will not exceed two hundred and twenty-five dOU8rS ($225.00) per pair every Six months Or sooner, if necessary. 3. Shoes 0rboots shall bepurchased through designated standard outlets. E. Employee Responsibilities 1 . To wear a clean and complete uniform as required. 2. Uniform appearance shall include: a. Patch tob8worn above left shirt Orjacket pocket. b. Pants t0have no cuffs. C.VVODlvvi1h pride in appearance to public (i.e., shirt buttoned, shirttail tucked in, etc). 3. T0wash and provide minimum repair (ie,buttons, small tears, eic). 4. Toprovide any alterations necessary including sewing onofCity patches. 5. To not wear the uniform for other than City duties or work. MEAMOU July 1.2OO7—June 30.2O12 40 6. To notify the Supervisor of the need to replace due to disrepair or severe staining producing an undesirable appearance. 7. To turn in all uniform components, including patches upon termination. 8. To turn in all personal protective equipment upon termination. 9. To wear all personal protective equipment prescribed by the City Safety Officer and Supervisor of the division. F. City Responsibilities 1. To furnish funding for the agreed uniform allowances. 2. To report to the California Public Employees Retirement System (CaIPERS) the cost of uniforms provided as set forth in Uniform Listing by Category/Class, Exhibit B-1, for each class as special compensation in accordance with Title 2, California Code of Regulations, Section 571(a)(5). For employees that are not required to wear uniforms on a daily basis or who are not actively employed for an entire payroll calendar year, a prorated cost of uniforms may apply. 3. To provide and maintain one or more retail clothing outlets for the various allotments. City reserves the right to name vendor. 4. To maintain records of purchases. G. Department Head or Designee Responsibilities 1. To ensure employee compliance with the Uniform Policy. 2. To approve replacement of deteriorated uniform component(s) and personal protective equipment as required and to maintain a listing for each eligible employee, by name and class, of all uniform component(s) and personal protective equipment purchased. 3. To confirm receipt of uniforms, patches and personal protective equipment from an employee upon termination. A Termination Checklist Form is to be completed, signed by the employee, and submitted to the Human Resources Office. 4. To report to the Human Resources Director any changes to the Uniform Listing by Category/Class (Exhibit B-1). The City reserves the right to add, delete, change or modify the Uniform Listing as required. MEA MOU July 1, 2007 — June 30, 2012 41 Exhibit B-1 Category of Uniform Group 1: 5 Shirts, T-Shirts and Pants; Patches, 1 Jacket PWlCS Field Issue), Group 2: 1 Blue Suit, 2 Pants/ Polo Shirts, 1 Sweater, 1 Pair Shoes Fire Group 3: 2 Blue Shirts, 3 Pants/Skirts, 1 choice Jacket/Sweater/Sweatshirt PD Group 4: 2 Polo Shirts, 2 Pants or 2 Shorts, 1 Hat (CS) Group 5: 5 Polo Shirts, 1 Jacket, 1 Windbreaker (not annually), 1 Hat (Inspection); Shoes PPE/Safety for Inspectors only not CaIPERS reportable Group 6: 2 T-Shirts CS Group 8: 4 Battle Dress Uniform, 4 Polo Shirts, 1 Jacket; 1 Rain suit (PD Group 9: 4 Blue Pants, 2 Shorts; 4 Polos or Blue Shirts;1 Jacket, 1 Rain suit PD Group 10: 5 Shirts, 5 Pants, Shoes PPE/Safety not PERS reportable Group 11: 3 Shirts, 3 Pants, Boots PPE/Safety not PERS reportable Group 12: 5 Polo Shirts, 3 Pants, 1 Sweatshirt or Windbreaker IS [iepertment Job Type Classes Cate ory tlifo�m i u Notes � Fire 0198 Emergency Services Coordinator 2 Daily wear not required Fire 0260 Fire Safety Program Specialist 2 Fire 0173 Fire Training Maintenance Tech 11 Fire 0190 Haz Mat Program Specialist 10 Information 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 0511 Code Enforcement Tech 5 Planning 0434 Senior Code Enforcement Officer 5 Police 0263 Community Relations Specialist 3 Daily wear not required Police 0255 Crime Scene Investigator 8 Police 0462 Crossing Guard Coordinator 9 Police 0337 Helicopter Maintenance Tech 1 Police 0455 Parking/Traffic Control Coordinator 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 0445 Admin Environmental Specialist 5 Public Works 0340 Carpenter 1 Public Works 0345 Concrete Finisher 1 Public Works 0172 Construction Inspector 1 5 Public Works 0463 Construction Inspector II 5 Public Works 0192 Cross Connection Control Spec 5 Public Works 0375 Electrical Leadworker 1 Public Works 0339 Electrician 1 Public Works 0382 Equip Services Crewleader 1 Public Works 0142 Equip/Auto Maint Crewleader 1 Public Works 0472 Equip/Auto Maint Leadworker 1 Public Works 0383 Equipment Support Assistant 1 Public Works 0407 Facilities Maint Leadworker 1 Public Works 0391 Facilities Maintenance Tech 1 Public Works 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 0392 Maintenance Service Worker 1 Public Works 0394 Maintenance Worker 1 Public Works 0344 Masonry Worker 1 MEA MOU July 1, 2007 — June 30, 2012 43 c�ea' rfrnent Jab Tkpo Class Catgiry of Ur if errr� e_ Notes �a Public Works 0384 Mechanic 1 1 Public Works 0348 Mechanic II 1 Public Works 0347 Mechanic III 1 Public Works 0341 Painter 1 Public Works 0378 Painter Leadworker 1 Public Works 0153 Park Maintenance Crewleader 1 Public Works 0154 Pest Control Advisor Crewleader 1 Public Works 0367 Pest Control Specialist 1 Public Works 0342 Plumber 1 Public Works 0515 SCADA Coordinator 5 Public Works 0346 SCADA Technician 1 Public Works 0171 Senior Construction Inspector 5 Public Works 0343 Senior Facilities Maint Tech 1 Public Works 0188 Senior Inspector Water Construction 5 Public Works 0350 Senior Vehicle Body Technician 1 Public Works 0349 Senior Wastewater Pump Mechanic 1 Public Works 0396 Senior Water Meter Reader 1 Public Works 0338 Signs Leadworker 1 Public Works 0148 Signs/Markings Crewleader 1 Public Works 0354 Signs/Markings Equip Operator 1 Public Works 0361 Street Equip Operator 1 Public Works 0150 Street Maint Crewleader 1 Public Works 0406 Street Maint Leadworker 1 Public Works 0478 Street Services Leadworker 1 Public Works 0183 Survey Party Chief 5 Public Works 0174 Survey Technician 5 Public Works 0185 Survey Technician II 5 Public Works 0388 Tire Service Worker T 1 Public Works 0389 Traffic Maint Service Worker 1 Public Works 0410 Traffic Markings Leadworker 1 Public Works 0336 Traffic Signals Electrician 1 Public Works 0140 Traffic Signal/Light Crewleader 1 Public Works 0374 Traffic Signal/Light Leadworker 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 Worker 1 Public Works 0146 Wastewater O s Crewleader 5 Public Works 0404 Wastewater Ops Leadworker 1 Public Works 0387 Wastewater Pump Mechanic 1 Public Works 0189 Water Construction Inspector 5 Public Works 0151 Water Dist Maint Crewleader 1 MEA MOU July 1, 2007 — June 30, 2012 44 departrrient'' Job Tkpe Class . ; ...::"" : Category ,..of llniform�,: ", Note Public Works 0379 Water Dist Maint Leadworker 1 Public Works 0147 Water Dist Meters Crewleader 5 Public Works 0377 Water Dist Meters Leadworker 1 Public Works 0364 Water Equip Operator 1 Public Works 0397 Water Meter Reader 1 Public Works 0356 Water Meter Repair Technician 1 Public Works 0152 Water Operations Crewleader 1 Public Works 0371 Water Operations Leadworker 1 Public Works 0461 Water Service Worker 1 Public Works 0368 Water Systems Technician 1 1 Public Works 0369 Water Systems Technician 11 1 Public Works 0370 Water Systems Technician III 1 Public Works 0449 Water Utility Locator 1 "Note: unless otherwise indicated, uniforms are required for daily wear. MEA MOU July 1, 2007 — June 30, 2012 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 their approval of the Department Head. Employees authorized to drive either their own or a City -owned vehicle on official business must possess a valid California Driver License for the class of vehicle they will be operating. The transportation method authorized will be determined in terms of the best interests of the City. The general program set forth in this regulation will be implemented by the City Administrator 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 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, Deputy 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 basis. (A radio in and of itself does not constitute special emergency equipment.) 3. Continuous use outside of regular working hours -- Employees who are called back on an unscheduled basis to perform official city business outside of regular working hours more than once per week on an average and who meet one of the following criteria: MEA MOU July 1, 2007 — June 30, 2012 46 a. Mileage driven on official City business exceeds an average of five hundred (500) miles per month, or b. Who regularly and frequently supervises subordinates or conducts inspections in the field, or C. Whose duties require the employee to be away from his/her base workstation greater than fifty percent (50%) of his/her working time, on an average. B. City vehicles, which shall not be taken home, may be assigned based on meeting one of the following criteria: 1. Monthly mileage driven exceeds an average of five hundred (500) miles per month and the vehicle is used for the purpose of supervision or inspection in the field, or 2. Duties require the employee to be away from his/her workstation, greater than fifty percent (50%) of his/her working time, on an average. Reimbursement of Use of Personal Vehicle: A. Executive Use — The City Administrator, Deputy 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 Internal Revenue Service (IRS) regulations while driving on official City business. 1. Employees shall submit monthly claims for reimbursement to their Department Head 2. Employees shall not be reimbursed for commuting to and from work, except that employees who are required to attend scheduled meetings outside of normal working hours may be reimbursed for mileage required. Section 5 — Insurance Requirements All privately -owned vehicles authorized to be used on official City business shall be insured by the individual employee in the minimum amount of fifty thousand dollars ($50,000.00) public liability for any one person and one hundred thousand dollars ($100,000.00) public liability for all persons, any one accident. They must also be insured for twenty thousand dollars ($25,000.00) property damage and fifteen thousand dollars ($15,000.00) for any one uninsured motorist and thirty thousand dollars ($30,000.00) for all uninsured motorists any one accident. Employee private vehicle information shall be reviewed and updated annually by the respective departments. The record maintained should contain the following current information. • Name of Employee • Insurance Company • Insurance Policy Number • Amount of Coverage • Operator's License • Driver's License Expiration Date • Insurance Expiration Date MEA MOU July 1, 2007 — June 30, 2012 47 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. MEA MOU July 1, 2007 — June 30, 2012 48 EXHIBIT D PROVISIONS OF THE RETIREE MEDICAL SUBSIDY 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. On the date 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. Minimum Eligibility for Benefits - With the exception of an industrial disability retirement, eligibility for benefits begin after an employee has completed ten (10) years of continuous service with the City of Huntington Beach. Said service must be continuous for ten (10) years unless prior service is reinstated at the time of his/her rehire in accordance with the City's Personnel Rules. E. Disability Retirees - Industrial disability retirees with less service shall receive a maximum monthly paymen insurance of one hundred twenty one dollars ($121.00) t than ten (10) continuous years of toward the premium for health Payments shall be in accordance 49 MEA MOU July 1, 2007 — June 30, 2012 with the stipulations and conditions that exist for all retirees. Payment shall not exceed the dollar amount that is equal to the full cost of premium for employee only. F. Maximum Monthly Subsidy Payments - All retirees, including those retired as a result of disability whose number of continuous years of service on the date of retirement exceeds ten (10), shall be entitled to a maximum monthly payment of premiums by the City for each year of completed City service as follows: Maximum Monthly Payment For Retirements After: Years of Service Subsidy 10 $ 121 11 136 12 151 13 166 14 181 15 196 16 211 17 226 18 241 19 256 20 271 21 286 22 300 23 315 24 330 25 344 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. MEA MOU July 1, 2007 — June 30, 2012 50 G. Medicare: All persons are eligible for Medicare coverage at age sixty-five (65). Those with sufficient credit quarters of Social Security will receive Part A of Medicare at no cost. Those without sufficient credited quarters are still eligible for Medicare at age sixty five (65), but will have to pay for Part A of Medicare if the individual elects to take Medicare. In all cases, Part B of Medicare is paid for by the participant. 2. When a retiree and his/her spouse are both sixty-five (65) or over, and neither is eligible for paid Part A of Medicare, the subsidy shall pay for Part A for each of them or the maximum subsidy, whichever is less. 3. When a retiree at age sixty-five (65) is eligible for paid Part A of Medicare and his/her spouse is not eligible for paid Part A, the spouse shall not receive subsidy. When a retiree at age sixty-five (65) is not eligible for paid Part A of Medicare and his/her spouse who is also age sixty-five (65) is eligible for paid Part A of Medicare, the subsidy shall be for the retiree's Part A only. H. Cancellation: For retirees/dependents eligible for paid Part A of Medicare, the following cancellation provisions apply: a. Coverage for a retiree under the Retiree Medical Subsidy Plan will be eliminated on the first day of the month in which the retiree reaches age sixty-five (65). If such retiree was covering dependents under the Plan, dependents will be eligible for COBRA continuation benefits effective as of the retiree's sixty-fifth (65th) birthday. b. Dependent coverage will be eliminated upon whichever of the following occasions comes first: 1) After thirty six (36) months of COBRA continuation coverage, or 2) When the covered dependent reaches age sixty-five (65) and in the event such dependent reaches age sixty-five (65) prior to the retiree reaching age sixty-five (65). C. At age sixty-five (65) retirees are eligible to make application for Medicare. Upon being considered "eligible to make application," whether or not application has been made for Medicare, the Retiree Medical Subsidy Plan will be eliminated. MEA MOU July 1, 2007 — June 30, 2012 51 2. Retiree Medical Subsidy Plan and COBRA participants shall be notified of non-payment of premium by means of a certified letter from Human Resources in accordance with the provisions of this Memorandum of Understanding. 3. A retiree who fails to pay premiums due for coverage and is in arrears for sixty (60) days shall be terminated from the Plan and shall not have reinstatement rights. MEA MOU July 1, 2007 — June 30, 2012 52 1W141:'INIll 94 9/80 WORK SCHEDULE This work schedule is known as the "9/80." The 9/80 work schedule is designed to be in compliance with the requirements of the Fair Labor Standards Act (FLSA). In the event that there is a conflict with the current rules, practices and/or procedures regarding work schedules and leave plans, then the rules listed below shall govern. 9/80 Work Schedule Defined The 9/80 work schedule shall be defined as working nine (9) days for eighty (80) hours in a two (2) week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for eight (8) hours, with a scheduled unpaid lunch break during' each work shift, totaling forty (40) hours in each FLSA workweek. The 9/80 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. A. The FLSA workweek for each employee on a 9/80 schedule shall begin and end four (4) hours into that employee's regularly scheduled shift on the day of the week that the employee alternatively works an eight (8) hour shift and takes off. For example, employees on a 9/80 schedule who are assigned to the Civic Center shall have an FLSA workweek that starts and ends four (4) hours into the employee's regularly scheduled shift each Friday, as these employees may only have 9/80 schedules that provide for alternating Fridays off with working eight (8) hour days on Fridays. Employees may only take their lunch break on their eight (8) hour day after first having worked four (4) hours in that shift, unless the employee receives prior approval of their Supervisor, as overtime may occur in such situations. B. Two (2) Week Pay Period — The pay period for employees starts Friday mid -shift (P.M.) and continues for fourteen (14) days until Friday mid -shift (A.M.). During this period, each week is made up of four (4) nine (9) hour workdays totaling (thirty-six (36) hours) and one (1) four (4) hour Friday and those hours equal forty (40) work hours in each workweek (e.g. the Friday is split into four (4) hours for the A.M. shift, which is charged to workweek one and four (4) hours for the P.M. shift, which is charged to workweek two). C. A/B Schedules — To continue to provide service to the public every Friday, employees on a 9/80 schedule assigned to the Civic Center, are to be divided between two schedules, known as the "A" schedule and the "B" schedule, based upon the departmental needs. For identification purposes, the "A" schedule shall be known as the schedule with a day off on the Friday in the middle of the pay period, or, "off on payday", the "B" schedule shall have the first Friday (P.M.) and the last Friday (A.M.) off, or "working on payday." An example is listed below: x j, y x .. . :F T ;. W ft9 a., A Schedule 4 4 - - 9 9 9 9 - - - 9 9 9 9 4 4 B Schedule - - 9 9 9 9 4 4 - 9 9 9 9 - - MEA MOU July 1, 2007 — June 30, 2012 53 D. Schedule Changes — FLSA non-exempt employees cannot change their —assigned schedules, without prior approval of their Supervisor, Department Head, and the Human Resources Director or designee. The purpose of this authorization is to review the impact on overtime. FLSA exempt employees may change their schedules at the beginning of any pay period with Supervisor and Department Head approval. E. Emergencies — All employees on the 9/80 work schedule are subject to be called to work any time to meet any and all emergencies or unusual conditions which, in the opinion of the City 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 workweek as required under FLSA. Employees are required to obtain Supervisor authorization prior to working any overtime. 1. Overtime Compensation — As stated in Article IX.B. 2. Compensatory Time — As stated in Article IX.B. Leave Benefits When an employee is off on a scheduled workday under the 9/80 work schedule, then nine (9) hours of eligible leave per workday shall be charged against the employee's leave balance or eight (8) hours shall be charged if the day off is a Friday. All leaves shall continue under the current accrual, eligibility, request and approval requirements. 1. General Leave — As stated in Article XII.A.1. 2. Sick Leave — As stated in Article XII.A.3. 3. Bereavement Leave —As stated in Article XI I.A.4. 4. Holidays a. If a holiday falls on an FLSA non-exempt employee's flex day off, the employee must then take the work shift before or after the holiday off with their Supervisor and Department Head approval. If the employee cannot take the work shift before or after the holiday off, the employee will be credited General Leave with the number of hours of the employee's regularly scheduled work shift. b. If a holiday falls on an FLSA exempt employee's flex day off, the employee must then take the work shift before or after the holiday off with Supervisor and Department Head approval. FLSA exempt employees shall not be granted any Administrative/General Leave or any added compensation for not taking a work shift off on a scheduled holiday. 5. Jury Duty - The provisions of the Personnel Rules shall continue to apply, however, if an FLSA exempt employee is called to serve on jury duty during a the employee's flex day off, Saturday or Sunday or on a City holiday, then the jury duty shall be considered the same as having occurred during the employee's day off from work; therefore, the employee will receive no added compensation. MEA MOU July 1, 2007 — June 30, 2012 54 EXHIBIT F 4/10 WORK SCHEDULE This work schedule is known as the "4/10" work schedule. The 4/10 work schedule is designed to be in compliance with the requirements of the Fair Labor Standards Act (FLSA). In the event that there is a conflict with the current rules, practices and/or procedures regarding work schedules and leave plans, then the rules listed below shall govern. 4/10 Work Schedule Defined The 4/10 work schedule shall be defined as working four (4) days for forty (40) hours in an FLSA workweek by working four (4) days at ten (10) hours per day, plus a one -hour unpaid lunch during each work shift. The FLSA workweek shall be defined as Saturday 12:00:00 A.M. to Friday 11:59:59 P.M. The 4/10 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. All employees on the 4/10 work schedule are subject to be called to work any time to meet any and all emergencies or unusual conditions which, in the opinion of the City 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 workweek as required under FLSA. Employees are required to obtain Supervisor authorization prior to working any overtime. 1. Overtime Compensation — As stated in Article IX.B. 2. Compensatory Time — As stated in - Article IX.B. Leave Benefits When an employee is off on a scheduled workday under the 4/10 work schedule, then ten (10) hours of eligible leave per workday shall be charged against the employee's leave balance. All leaves shall continue under the current accrual, eligibility, request and approval requirements. 1. General Leave —As stated in -Article XI I.A.1. 2. Sick Leave — As stated in Article XI I.A.3. 3. Bereavement Leave —As stated in -Article XII.A.4. 4. Holidays a. If a holiday falls on an FLSA non-exempt employee's Friday off, the employee must then take the work shift before or after the holiday off with Supervisor and Department Head approval. If the employee cannot take the work shift before or after the holiday off, the employee will be credited with General Leave the number of hours of the employee's regularly scheduled work shift. MEA MOU July 1, 2007 — June 30, 2012 55 b. If a holiday falls on an FLSA exempt employee's Friday off, the employee must then take the work shift before or after the holiday off with Supervisor and Department Head approval. FLSA exempt employees shall not be granted any Administrative/General Leave or any added compensation for not taking a work shift off on a scheduled holiday. 5. Jury Duty - The provisions of the Personnel Rules shall continue to apply, however, if an FLSA exempt employee is called to serve on jury duty during a normal Friday off, Saturday or Sunday or on a City holiday, then the jury duty shall be considered the same as having occurred during the employee's day off from work; therefore, the employee will receive no added compensation. MEA MOU July 1, 2007 — June 30, 2012 56 EXHIBIT G AGENCY SHOP AGREEMENT Legislative Authority The City of Huntington Beach (City) and the Huntington Beach Municipal Employees Association (Association) mutually understand and agree that in accordance with State of California law, per adoption of SB 739 (specifically, Government Code Section 3502.5), the Association will be covered by an Agency Shop. As a result of this Agency Shop Agreement between the City and the Association, and as a condition of continued employment, this Agency Shop Agreement hereby requires that all bargaining unit employees represented by the Association: 1. Elect to join the Association and pay Association Dues; 2. Pay an Agency Fee for representation; 3. Or with a Religious exemption, pay a fee equal to the Agency Fee to be donated to selected charities. The following Agency Shop Agreement will be implemented in conformity with California Government Code Section 3502.5 and applicable law and will be incorporated into any successor Memorandum of Understanding entered into between City and Association, unless rescinded pursuant to the terms of this Agreement. Association Dues/Agency Fee Collection Effective 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 Director at least three weeks before that date. The authorization shall indicate whether Association Dues, Agency Fee or Religious Exemption Fees shall be deducted and shall be jointly developed by the City and the Association. Employees who do not sign the written authorization, or whose written authorization is not provided to the Human Resources Director at least three weeks before the beginning of the pay period when deductions under this Agency Shop Agreement are to begin, shall be subject to the Agency Fee deduction. Employees on leave without pay or employees who earn a salary less than the Association deduction shall not have Association Dues, Agency Fee, or Religious Exemption Fees deducted for that pay period. The Agency Fee is a fee equal to direct representation costs as determined by the Association's certified financial report. The Association shall notify the Human Resources Director of the amount of the Association Dues and the Agency Fee to be deducted from the unit members' paychecks three weeks prior to the date of the first deduction and then once per year thereafter by September 1st, for implementation in the first full pay period beginning in October of each year. MEA MOU July 1, 2007 — June 30, 2012 57 New Hire Notification Effective July 31, 2004, all new hires in the bargaining unit shall be informed by the Human Resources Director or designee, at the time of hire, that an Agency Shop Agreement is in effect for their classification, by providing a copy of this Agreement, the Memorandum of Understanding and a form, mutually developed between the City and the Association that outlines the employee's choices under the Agency Shop Agreement. The employee shall be provided thirty (30) calendar days from the date of hire to elect their choice and provide a signed copy of that choice to the Human Resources Director. Deductions under this Agency Shop Agreement for new hires will start with the first full payroll period beginning thirty (30) days after the new hire submits his/her selection to the Human Resources Director. The Association may request to meet with new hires at a time and place mutually agreed upon between the City and the Association. Failure To Pay Dues/Fees All unit employees who choose not to become members of the Association or resign from Association membership shall be required to pay to the Association a representation service fee (the Agency Fee referenced in this Agency Shop Agreement) that represents such employee's proportionate share of the Association's cost of legally authorized representation services on behalf of unit employees in their relations with the City. Such Agency Fee shall in no event exceed the regular, periodic membership dues paid by unit employees who are members of the Association. Unit employees who change their status (from Association member to Agency Fee payer or to Religious exemption, or vice -versa) after the effective date of this Agency Shop Agreement shall be subject to the terms of the changed status with the first full pay period beginning thirty (30) days or more after the employee informs the Human Resources Director of the change in writing on a form to be jointly developed by the City and the Association. Religious Exemption Any employee who is a member of a religious body whose traditional tenets or teachings include objections to joining or financially supporting employee organizations shall not be required to pay an Agency Fee, but shall pay by means of mandatory payroll deduction an amount equal to the Agency Fee to a non -religious, non -labor charitable organization exempt from taxation under Section 501(c)(3) of the Internal Revenue Code. Those fees shall be remitted by the Association to any of the non -labor, non -religious charitable organizations offered by the Association for this purpose, at the choice of the employee. To qualify for the Religious exemption the employee must provide to the Association a written statement of objection, along with verifiable evidence of membership in a religious body as described above. The City will implement the change in status, with the first full pay period beginning thirty (30) days or more after the employee submits the appropriate form to the City to change his/her status, unless notified by the Association in writing that the requested exemption is not valid. The City shall not be made a party to any dispute arising relative to the determination of Religious exemptions. Records The Association shall keep an adequate itemized record of its financial transactions and shall make a written financial report thereof, in the form of a balance sheet certified as to accuracy by its president and treasurer or corresponding principal officer, or by a certified public accountant, available annually, to the City, to Agency Fee payers and to unit members who elect the Religious exemption relating to this Agency Shop Agreement, within 60 days following the end of its fiscal year. MEA MOU July 1, 2007 — June 30, 2012 58 All forms submitted by an employee to the City, or by the Association on behalf of an employee, shall be retained by the City in the employee's personnel file. The Human Resources Director or designee shall provide the Association a list of all unit members with dues paying status with each Association Dues check remitted to the Association. This list and the Association Dues shall be submitted by the City to the Association within three weeks of each pay period. Rescission Of Agreement The Agency Shop Agreement may be rescinded at any time during the period of time that the Association remains the exclusive bargaining agent for the unit employees by a majority vote of all the employees in the bargaining unit. A request for such vote must be supported by a petition containing the signatures of at least thirty percent (30%) of the employees in the unit. The election shall be by secret ballot and conducted by California State Mediation and Conciliation and in accordance with state law. INDEMNIFICATION The Association shall indemnify, defend and hold the City harmless from and against all claims and liabilities as a result of implementing and maintaining this Agency Shop Agreement. The City and the Association recognize the right of the employees to form, join and participate in lawful activities of employee organizations and the equal alternative right of employees to refuse to join or participate in employee organization activities. During the life of this Agreement all unit members who choose to become members of the Association shall be required to maintain their membership in the Association in good standing, subject however, to the right to resign from membership no sooner than April 15 or later than May 15, of any year this Agreement remains in effect. Any unit member may exercise the right to resign by submitting a written notice to the Association and to the City during the resignation period on the Deduction Authorization/Change in Status form. The change in deductions from the employee's payroll will be effective with the first full pay period beginning thirty (30) days or more after the Human Resources Director receives the employee's written notice. The City and the Association agree that neither shall discriminate nor retaliate against any employee for the employee's participation or non -participation in any Association activity. Payroll Deduction Effective 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 Director. Said form shall be duly completed and signed by the employee. If no form is completed by the employee, the employee shall be subject to the Agency Fee. MEA MOU July 1, 2007 — June 30, 2012 �7 (2) The City shall not be obligated to put into effect any new, changed or discontinued deduction until the first full pay period commencing thirty (30) days or longer after such submission. Every effort will be made by the City to remit dues to the Association within three (3) weeks of receipt. The Association agrees to indemnify and hold the City harmless against any and all suits, claims, demands and liabilities that may arise out of, or by reason of, any action that shall be taken by the City for the purpose of complying with this Section. MEA MOU July 1, 2007 — June 30, 2012 .II Res. No. 2007-85 STATE OF CALIFORNIA COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) I, JOAN L. FLYNN the duly elected, qualified City Clerk of the City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby certify that the whole number of members of the City Council of the City of Huntington Beach is seven; that the foregoing resolution was passed and adopted by the affirmative vote of at least a majority of all the members of said City Council at a regular meeting thereof held on November 19, 2007 by the following vote: AYES: Bohr, Carchio, Coerper, Green NOES: Cook, Hansen, Hardy ABSENT: None ABSTAIN: None I r .�., ��t f erk of the — City Council of the City of Huntington Beach, California RCA ROUTING SHEET INITIATING DEPARTMENT: HUMAN RESOURCES SUBJECT: APPROVAL OF MEMORANDUIVIbF'�NDERSTANDING BETWEEN THE CITY (H-UNTIN"EACH AND T E HUNTINGTON BEACH ONICIPAL EMPLOYEE ASSOCIATION (MEA) COUNCIL MEETING DATE: November 19, 2007 RCA ATTACHMENTS STATUS Ordinance (w/exhibits & legislative draft if applicable) Attached ❑ Not Appiicable Resolution (w/exhibits & legislative draft if applicable) Attached Not Applicable ❑ Tract Map, Location Map and/or other Exhibits Attached ❑ Not Applicable Contract/Agreement (w/exhibits if applicable) Attached (Signed in full by the City Attorney) Not Applicable ❑ Subleases, Third Party Agreements, etc. Attached ❑ (Approved as to form by City Attorney) Not Applicable Certificates of Insurance (Approved by the City Attomey) Attached ❑ Not Applicable Fiscal Impact Statement (Unbudgeted, over $5,000) Attached ❑ Not Applicable Bonds (If applicable) Attached ❑ Not Applicable Staff Report (If applicable) Attached Not Ap licable ❑ Commission, Board or Committee Report (If applicable) Attached ❑ Not A plicable Findings/Conditions for Approval and/or Denial Attached ❑ Not Applicable EXPLlaC9ATOOM FOR 6y�li MSONG ATTACHMENTS GETS REVIEWED` RETURNED FORWARPP Administrative Staff ) ( ) Deputy City Administrator (Initial) ( ) ( ) City Administrator (Initial) ) City Clerk ( ) EXPLANATION FOR RETURN OF ITEM: 1 RCA Author: MICHELE CARR i