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HomeMy WebLinkAboutMEO - Management Employees Organization - 2007-05-21Council/Agency Meeting Held:1/-5-�� Deferred/Continued to: [�Appr ve El Approved ElDenied Cit Ier s Si tune Council Meeting Date: November 5, 2012 Department ID Number: HR 12-012 �. - • �11101411MIM SUBMITTED TO: Honorable Mayor and City Council Members SUBMITTED BY: Fred A. Wilson, City Manager PREPARED BY: Michele 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 Year's Day) and accept Modified Layoff Notification Requirement of 30 Calendar Days by adopting Resolution No. 2012-77 amending the Memorandum of Understanding between the City and the Management Employees' Organization (MEO) 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 five (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. The current MEO MOU provides for 15 calendar days notice in the event of layoff. The revised language would provide for 30 calendar days notice. 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 and/or reduces other available leave banks. The actual amount would be determined by Finance based upon standard accounting methods. There is no estimated financial impact of the modification of the layoff notice timeline. Recommended Action: Motion to: Adopt Resolution No. 2012-77, "A Resolution of the City Council Amending the Memorandum of Understanding Between the City and the Management Employees' Organization (MEO), By Adopting The Side Letter Of 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 Year's Day), and accepting the Modified Layoff Notification Requirement of 30 Calendar Days. 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). Retain current MOU layoff notification requirement of 15 calendar days. HB -489- Item 16. - 1 REQUEST FOR COUNCIL ACTION MEETING DATE: 11/5/2012 DEPARTMENT ID NUMBER: HR 12-012 Analysis: Holiday Closure 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 (administrative leave/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 Management Employees' Organization (MEO). Labor representatives and City Administration have met and conferred regarding the proposal; and MEO 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. Layoff Notice The current MEO MOU provides for 15 calendar days notice in the event an employee is laid - off due to lack of work or lack of funds. The side -letter modifies the notification period to 30 calendar days. Prior notification to impacted staff has been greater than the required 15 calendar days. It is not anticipated that future notification based upon the 30 calendar day notice requirement will result in any adverse impact. Environmental Status: NA Strategic Plan Goal: Improve the City's infrastructure Attachrnent(s): 1 Resolution No. 2012-77, "A Resolution of the City Council Amending the Memorandum of Understanding Between the City and the Management Employees' Organization (MEO), By Adootina The Side Letter Of Aareement" Item 16. - 2 HB -490- ATTACHMENT #1 RESOLUTION NO. 2012-77 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE MANAGEMENT EMPLOYEES' ORGANIZATION (MEO), 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 May 21, 2007, the City Council of Huntington Beach adopted Resolution No. 2007-33 for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the Management Employees' Organization (MEO); Subsequent to the adoption of the MOU, the City of Huntington Beach and MEO 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 MEO ("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 MEO. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 5th day of November. 2012. AN 1 1 ...• b Mayor A OVED AS TO FORM: ity Atto ey l2 Resolution No. 2012-77 Exhibit "A° City of Huntington Beach SIDE LETTER AGREEMENT The Management Employees' Organization ("MEO") and the City of Huntington Beach ("City") hereby agree to this side letter to the 12/20/06 — 12/19/08 MOU, as amended by previous Side Letters, including the 10/15/07, 12/17/07, 03/16/09, 03/15/10, 11/15/10, 11/07/11, 03/05/12, and 08/20/12 Side Letters. ARTICLE IX — HOURS OF WORK/ADMINISTRATIVE LEAVE A. Holiday Closure i. December 24, 26, 27, 28, 31, 2012, will be known and referred to as "Holiday Closure" for the dates specified. ii. Employees will not report to work during the "Holiday Closure". Full time employees will be required to take forty-four (44) hours of time off. Part-time employees will be proportionally required to re -pay time based upon regular assignment (e.g. 25%/50%/75%) as applied to forty-four (44) hours. iii. Employees may elect to furlough (time off without pay) or employees may use approved leave accruals (general leave or administrative leave) to account for the time away from work during the "Holiday Closure". iv. The City may require at the request of the department head, that certain employees 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). Any employee required by the Department Head to work during any portion of the "Holiday Closure" will be required to take the equivalent time off between January 5, 2013 and July 5, 2013. B. Time Accounting i. All employees not required to report to work during the "Holiday Closure" will be paid their regular salary for the "Holiday Closure" but will be required to account via payroll, as set forth below, for the appropriate time associated with the "Holiday Closure". ii. The payroll accounting options for the "Holiday Closure" includes furlough and use of leave accruals (general leave or administrative leave). Payroll accounting for the "Holiday Closure" not specifically listed herein must be approved by the City Manager or designee. iii. Employees required to work during any portion of the "Holiday Closure" will be paid their regular salary for the "Holiday Closure", and will be required to account for the equivalent amount "Holiday Closure" hours via furlough, use of approved leave accruals (general leave or administrative leave), or alternative equivalent time taken notwithstanding having worked during the "Holiday Closure" dates. iv. The payroll accounting methods (furlough, use of leave accruals, alternative equivalent time taken in -lieu of "Holiday Closure" dates) listed herein maybe Resolution No. 2012-77 Exhibit "A° used in any approved combination for a period not to exceed six months but not later than the pay period ending July 05, 2013. 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 but not later than the end 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. Administrative Leave 2. General Leave 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. Administrative Leave 2. General Leave 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. C. 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 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 MEO MOU Exhibit E — Leave Benefits #5 — Holidays, shall apply. ii. All provisions pursuant to MEO MOU Exhibit F — Leave Benefits #5 — Holidays, shall apply. ARTICLE XIII - CITY RULES C. Rules Governing Layoff Reduction in Lieu of Layoff and Re -Employment 3. Notification of Employees a. The Human Resources Department shall give written notice of layoff to the employee by personal service or by sending it by certified mail to the last known mailing address at least thirty (30) calendar days prior to the effective date of the layoff. Normally notices will be served on employees personally at work. Resolution No. 2012-77 Exhibit "A" Side -Letter Implementation The parties agree that the execution of this side -letter agreement may not be challenged by the Association or any employee it is recognized to represent through the City's grievance procedure or in any other forum unless the challenge is based upon a factual allegation that the Agreement was the product of fraud, intentional misrepresentation or unlawful coercion on the part of City representatives. IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to be executed by and through their authorized officers on oyEi�� s �oia, Huntington Beach Management Employees' Organization Scott Field President Dated: Ir/ Z /1L �T ' (a-�4 Lwts Tom Graham Vice President Dated: —to, 2S 42, City of Huntington Beach APPROVED AS TO FORM: j.Jee=n—ni er cGrath ity Attorney Dated: Res. No. 2012-77 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 5, 2012 by the following vote: AYES: Shaw, Harper, Dwyer, Hansen, Carchio, Bohr, Boardman NOES: None ABSENT: None ABSTAIN: None City rk and ex-officio CI9k of the City Council of the City of Huntington Beach, California Council/Agency Meeting Held: Deferred/Continued to: %` r ].App ve ❑ Conditionally Approved ❑ Denied ce,a Cit Cl rk's gnatu r 61 Council Meeting Date: August 20, 2012 Department umber: HR 12-008 • 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. 2012-46 extending and modifying the Management Employees' Organization (MEO) Memorandum of Understanding (MOU) by adopting a Side Letter of Agreement; and, authorize the City Manager to sign and execute the Side Letter Agreement Statement of Issue: City and MEO representatives have met and conferred regarding an increase in the employee -paid portion of CalPERS from 4.25% to 6.75%, establishing a two - tiered retirement benefit formula, and limiting General Leave accumulation and payouts. Financial Impact: Finance has estimated the savings to the City for the period October through December, 2012 to be approximately $59,000 for the General Leave Overage suspension. The annualized value of the increased CalPERS contributions is $232,650. The increased contribution to CalPERS will not sunset. Recommended Action: Motion to: A) Adopt Resolution No. 2012-46, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Management Employees' Organization (MEO), By Adopting the Side Letter Agreement;" and, B) Authorize the City Manager to sign the Side Letter Agreement. Alternative Action(s): Do not Adopt Resolution No. 2012-46, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Management Employees' Organization (MEO), By Adopting the Side Letter Agreement" Item 19. - 1 xB -452- REQUEST FOR COUNCIL ACTION MEETING DATE: 8/20/2012 DEPARTMENT ID NUMBER: FIR 12-008 Analysis: Staff met with representatives of the Management Employees' Organization to discuss alternatives to assisting the City of Huntington Beach in meeting its future projected economic shortfalls. The City and the MEO have agreed to the following modifications to the MOU as summarized herein: ■ MEO hereby exercised the option to extend the side -letter of agreement through December 20, 2012. ■ Effective the beginning of the pay period that includes October 1, 2012, MEO will pay 6.75% of the employee -paid contribution to CaIPERS. All unit employees hired on or after December 21, 2012, will contribute 100% of the employee -share of CaIPERS. ■ Unit employees agree to adopt a second -tier retirement benefit formula (in accordance with CalPERS requirements). All unit employees hired after CalPERS contract modification and implementation of the second -tier will contribute 100% of the employee -share of CaIPERS. ■ General Leave will be capped at 700 hours through the end of the pay period that includes December 20, 2012. Upon expiration, General Leave accruals exceeding 640 hours will not be eligible for cash -out, cash out at separation, or for overage payment. Finance has estimated the annualized savings to the City to be approximately $232,650 for the increased CalPERS contributions. The suspension of General Leave overage through December 20, 2012 is valued at approximately $59,000. Labor representatives and City Administration have met and conferred regarding the proposal and MEO has agreed to the proposal (side -letter agreement is hereby incorporated as an attachment.) Environmental Status: NA Strategic Plan Goal: Improve long-term financial sustainability Attachment(s): 1 Resolution 2012-46, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Management Employees' Organization (MEO), By Adopting the Side Letter Agreement;" includinq Exhibit A: The Side Letter Agreement. HB -453- Item 19. - 2 ATTACHMENT #1 Item 19. - 3 HB -454- RESOLUTION NO. 2012-46 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 (MEO), BY ADOPTING THE SIDE LETTER OF AGREEMENT WHEREAS, on May 21, 2007, the City Council of Huntington Beach adopted Resolution No. 2007-33 for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the Huntington Beach Management Employees' Organization (MEO); Subsequent to the adoption of the MOU, the City of Huntington Beach and MEO 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 MEO ("Side Letter of Agreement") attached hereto as Exhibit A and incorporated herein by this reference. 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 MEO. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 2 0 t h day of August, 2012. REVIMEDIAND APPROVED Mayor DROVED AS TO FORM: 1\ ity Attorn Exhibit "A" - Resolution No. 2012-46 City of Huntington Beach SIDE LETTER AGREEMENT The Management Employees Organization ("MEO') and the City of Huntington Beach ("City') hereby agree to this side letter to the 12/20/06 — 12/19/08 Memorandum of Understanding C'MOU'), as amended by previous Side Letters, including the 12/17/07, 03/15/10, 11/7/11 and 03/05/12 Side Letters. The City and MEO agree that the following provisions of the MOU are amended to read as follows: ARTICLE I - TERM of MOU The Term of the MOU is extended through December 20, 2012. ARTICLE XI — Retirement Benefits Public Employees' Retirement System Reimbursement and Reporting 1. Employee's Contribution Effective October 1, 2012, each employee, hired prior to December 21, 2012, covered by this Agreement shall be reimbursed once bi-weekly in the amount specified herein of the employee's base salary as a pickup of the employee's contribution, or portion of such contribution, to the Public Employees' Retirement System. The above PERS pickup is not base salary, but is done pursuant to Section 414(h) (2) of the Internal Revenue Code. Beginning of the Pay Period that includes: Employer Paid Member Contribution Employee Paid Share October 1 2012 1.25% - Miscellaneous 6.75% October 1 2012 2.25% - Safety 6.75% a.) Employees hired on or after December 21, 2012, shall not be reimbursed under this section, but shall pay 100% of the Employee share under the Safety (9%) or Miscellaneous (8%) retirement plan. Two -Tier Retirement i. If all other impacted units agree, and subject to CalPERS policy and procedures, the Association agrees to the implementation of a 2"d Tier MISCELLANEOUS Retirement Benefit Formula of 2% at 55 during the term of this agreement. The City and MEO shall meet and confer on any lesser retirement formula. All employees hired after the date of implementation of the 2"d Tier Retirement Benefit Formula shall pay 100% of the employee -share of CalPERS. ii. If all other SAFETY units agree, and subject to CalPERS policy and procedure, the Association agrees to the implementation of a 2"d Tier SAFETY Retirement Benefit Formula of 3% at 55 during the term of this agreement. The City and MEO shall meet and confer on any lesser retirement formula. All employees Exhibit "A" - Resolution No. 2012-46 hired after the date of implementation of the 2"d Tier Retirement Benefit Formula shall pay 100% of the employee -share of CalPERS. 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 beginning of the pay period which includes November 1, 2011, and continuing until the end of the pay period which includes December 20, 2012, 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. Effective the end of the pay period which includes December 20, 2012, the parties agree to return to the original language contained in Article XII, Section 1 — General Leave, (b.) Eligibility and Approval of the MEO Memorandum of Understanding as of December 20, 2007. i. All General Leave accruals exceeding 640 hours as of December 20, 2012, will not be eligible for cash -out, for cash out at separation or for overage payment. Employees separating City service through December 20, 2012 shall be limited to 640 hours of General Leave as final pay out. Side -Letter Implementation MEO agrees that these items (CaIPERS Pickup and Two Tier) will NOT sunset at the expiration of the MOU extension period and will remain in effect until a successor agreement is reached. The parties further agree to continue to meet and confer regarding additional items to be considered for inclusion within a successor MOU, including but not limited to, Article IX — Hours of Work/Administrative Leave, Article X — Health and Other Insurance Benefits, Article XIII (C) — Rules Governing Layoff, Reduction in Lieu of Layoff and Re-employment. The parties agree that the execution of this side -letter agreement may not be challenged by the Association or any employee it is recognized to represent through the City's grievance Exhibit "A" - Resolution No. 2012-46 procedure or in any other forum unless the challenge is based upon a factual allegation that the Agreement was the product of fraud, intentional misrepresentation or unlawful coercion on the part of City representatives. IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to be executed by and through their authorized officers on .&4U.57" 12107 Huntington Beach Management Employees' Organization Scott Field President �// ` Dated: % �/ �- Y Tom Graham Vice President Dated: Is ` b L Z. City of Huntington Beach Dated: Micneie warren Director of Human Resources i Dated: P0 21//Z,.) APPROVED AS TO FORM: nnifer. .McGrath ity Attorney Dated: $ /j � Z/ Z- Res. No. 2012-46 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 August 20, 2012 by the following vote: ,OYES: Shaw, Harper, Dwyer, Hansen, Carchio, Bohr, Boardman NOES: None ABSENT: None ABSTAIN: None CityVlerk and ex-officio (Mrk of the City Council of the City of Huntington Beach, California Council/Agency Meeting Held: Deferred/Continued to: "�LApp ved ❑ Conditionally Approved ❑ Denied thPCjd;a Cle W,, s Sig re Council Meeting Date: March 5, 2012 Department ID Number: HR 12-003 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. 2012-12 extending and modifying the Management Employees' Organization (MEO) Memorandum of Understanding (MOU) by adopting a Side Letter of Agreement and authorize the City Manager to execute the Side Letter Agreement Statement of Issue: City and MEO representatives have met and conferred regarding extending and modifying the current Memorandum of Understanding (MOU) via the Side Letter Agreement. Financial Impact: The Finance Department has estimated the savings to the City for the period, March 2012 through June 2012, to be approximately $83,500 for the CalPERS contributions and the suspension of General Leave overage. Should the Association elect to extend the side -letter through December 2012, the savings for the period March 2012 through September 2012 is estimated at approximately $167,000 for the CalPERS contributions and the suspension of General Leave overage. Recommended Action: Motion to: A) Adopt Resolution No. 2012-12, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Management Employees' Organization (MEO), By Adopting the Side Letter Agreement;" and, B) Authorize the City Manager to sign the Side Letter Agreement. Alternative Action(s): Do not Adopt Resolution No. 2012-12, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Management Employees' Organization (MEO) By Adopting the Side Letter Agreement." Item 6. - I xB -56- REQUEST FOR COUNCIL ACTION MEETING DATE: 3/5/2012 DEPARTMENT ID NUMBER: HR 12-003 Analysis: Staff met with representatives of the Management Employees' Organization (MEO) to discuss alternatives to assisting the City of Huntington Beach in meeting its future projected economic shortfalls. The City and the MEO have agreed to the following modifications to the MOU as summarized herein: ■ MEO hereby exercises the option to extend the side -letter of agreement through June 19, 2012, with the exclusive option to extend through December 20, 2012. ■ Effective March 16, 2012, through the end of the pay period that includes June 19, 2012, MEO will pay 4.25% of the employee -paid contribution to CaIPERS. o If MEO exercises the option to extend until December 2012, MEO will continue to pay 4.25% through the end of the pay period that includes September 21, 2012. ■ General Leave will be capped at 700 hours through the end of the pay period that includes June 19, 2012. o If MEO exercises the option to extend until December 2012, General Leave shall continue to be capped at 700 hours through the end of the pay period that includes September 21, 2012. Finance has estimated the savings to the City to be approximately $83,500 for the CalPERS contributions and the suspension of General Leave overage through June 19, 2012. Labor representatives and City Administration have met and conferred regarding the proposal and MEO has agreed to the proposal (side -letter agreement is hereby incorporated as an attachment. Environmental Status: NA Strategic Plan Goal: Improve long-term financial sustainability Attachment(s): 1. Resolution 2012-12, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Management Employees' Organization (MEO), By Adopting the Side Letter Agreement," including Exhibit A: The Side Letter Agreement. HB -57- Item 6. - 2 ATTAC'HMENT #1 Item 6. - 3 HB -58- RESOLUTION NO. 2012-12 A RESOLUTION OF THE CITY COUNCIL. OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION (MEO), BY ADOPTING THE SIDE LETTER OF AGREEMENT WHEREAS, on May 21, 2007, the City Council of Huntington Beach adopted Resolution No. 2007-33 for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the Huntington Beach Management Employees' Organization (MEO); Subsequent to the adoption of the MOU, the City of Huntington Beach and MEO 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 MEO ("Side Letter of Agreement") attached hereto as Exhibit A and incorporated herein by this reference. 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 MEO. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 5 t.h day of March,- 2012. AND APPROVED 794 Mayor of Human Resources APPROVED AS TO FORM: Ci Attorn City of Huntington Beach SIDE LETTER AGREEMENT The Management Employees Organization (" MEO'� and the City of Huntington Beach ("City' hereby agree to this side letter to the 12/20/06 — 12/19/08 MOU, as amended by previous Side Letters, including the 12/17/07, 03/15/10 and 11/7/11 Side Letters. ARTICLE I - TERM OF MOU This Side Letter shall be in effect following City Council approval through any period of extension elected by the Association. MEO previously exercised its exclusive right to extend the term of the agreement for six (6) months, through June 19, 2012; and retains the exclusive right to extend the term of the MOU for an additional six (6) months, through December 20, 2012. ARTICLE XI — RETIREMENT B. California Public Employees' Retirement System (CalPERS) 1. Employee's Contribution a. Effective the beginning of the pay period which includes November 1, 2011, and continuing until the end of the pay period which includes June 19, 2012, the employees shall pay an additional 2% of the employee's contribution to CalPERS plus the 2.25% provided under the December 17, 2007 Side Letter. Total employee contribution from the effective date of this side -letter through and including the pay period ending June 19, 2012 is four and one -quarter percent (4.25%) of the employee share of CalPERS. Should the Association exercise its exclusive right to extend the term of the MOU for an additional six (6) months, through December 20, 2012, this provision will be extended, and the 4.25% employee contribution will continue until the end of the pay period that includes September 21, 2012. Effective the end of the pay period which includes September 21, 2012, the parties agree that the employee contribution to CalPERS shall return to 2.25%, as provided in Article 4 Section C — Retirement — PERS 2.5916 55 of the MEO Memorandum of Understanding as of December 17, 2007 (Reference Resolution No. 2007-87). b. , Any employees covered by this agreement who are enrolled in the PERS 3% at 50 safety retirement plan, or any other CalPERS retirement benefit formula, shall contribute the same percentage to the employees' share of PERS as those enrolled in the 2.5% at 55 plan, as indicated in Section a. above. Should the Association exercise the exclusive right to extend the term of the MOU for an additional six (6) months, through December 20, 2012, this provision will be extended, and the 4.25% employee contribution will continue until the end of the pay period that includes September 21, 2012. Effective the end of the pay period which includes September 21, 2012, the parties agree that the employee contribution to CalPERS shall be 2.25%, as provided in Article 4 Section C — Retirement — PERS 2.5%�55 of the MEO Memorandum of Understanding as of December 17, 2007 (Reference Resolution No. 2007-87). ARTICLE XII — LEAVE BENEFITS A. Leave With Pav 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 beginning of the pay period which includes November 1, 2011, and continuing until the end of the pay period which includes June 19, 2012, 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. Should the Association exercise the exclusive right to extend the term of the MOU for an additional six (6) months, through December 20, 2012, this provision will be extended, and the GL overage suspension will continue until the end of the pay period that includes September 21, 2012. Effective the end of the pay period which includes September 21, 2012, the parties agree to return to the original language contained in Article XII, Section 1 — General Leave, (b.) Eligibility and Approval of the MEO Memorandum of Understanding as of December 20, 2007. L All General Leave accruals exceeding 640 hours as of June 19, 2012, or September 21, 2012 should the Association exercise its exclusive right to extend the term of the MOU for an additional six (6) months, through December 20, 2012, will not be eligible for cash -out, for cash out at separation or for overage payment. Employees separating City service between March 16, 2012 and June 19, 2012, or between September 21, 2012 and December 20, 2012, should the Association exercise its exclusive right to extend the term of the MOU for an additional six (6) months, shall be limited to 640 hours of General Leave as final pay out. All other employees with General Leave in excess of 640 hours as of June 19, 2012, or December 20, 2012, should the Association exercise the exclusive right to extend the term of the MOU for an additional six (6) months, shall have an additional six (6) months to use any hours above 640. All hours above 640 not utilized by the end of the pay period following the six (6) month period shall be forfeited. Side -Letter Implementation The parties agree that the execution of this side -letter agreement may not be challenged. by the Association or any employee it is recognized to represent through the City's grievance procedure or in any other forum unless the challenge is based upon a factual allegation that the Agreement was the product of fraud, intentional misrepresentation or unlawful coercion on the part of City representatives. IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to be executed by and through their authorized officers on �(1 ,,'l o�/a;-' Huntington Beach City of Huntington Beach Management Employees' Organization Scott Field Fr . ilson President &Ma aaer ,3 /Z Dated: Z - ` / Z APPROVED AS TO FORM: ennifer IA. McGrath City Attorney Dated: a - y3, fa — Res. No. 2012-12 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 March 5, 2012 by the following vote: AYES: Shaw, Harper, Dwyer, Hansen, Carchio, Bohr, Boardman NOES: None ABSENT: None ABSTAIN: None Gi c, Ci4klerk and ex-officio Jerk of the City Council of the City of Huntington Beach, California 141 Council/Agency Meeting Held: -7 - a20 Deferred/Continued to: r ved eved ❑ Denied _ %PL City Cle s Sign tune Council Meeting Date: November 7, 2011 Department ID Number: HR 11-017 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 Carr, Director of Human Resources SUBJECT: Authorize the City Manager to sign the Side Letter of Agreement and adopt Resolution No. 2011-82 extending and modifying the current Management Employees' Organization (MEO) Memorandum of Understanding (MOU) by adopting a Side Letter of Agreement Statement of Issue: City and MEO representatives have met and conferred regarding extending and modifying the current Memorandum of Understanding. Financial Impact: Finance has estimated the savings to the City through March 16, 2012, to be approximately $140,000 for the CalPERS contributions and the suspension of General Leave overage. The actual savings for the 2010 Holiday Closure for this group was approximately $3,900 as a result of MEO employees who elected to take the time as unpaid. The potential savings for FY 2011/12 would depend on employee action this year. Recommended Action: Motion to: A) Authorize the City Manager to sign the Side Letter Agreement; and, B) Adopt Resolution No. 2011-82, "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 (MEO), By Adopting The Side Letter Agreement." Alternative Action(s): Do not Adopt Resolution No. 2011-82, "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 (MEO) By Adopting The Side Letter Agreement." Item 12. - I xB -198- REQUEST FOR COUNCIL ACTION MEETING DATE: 11/7/2011 DEPARTMENT ID NUMBER: HR 11-017 Analysis: Staff met with representatives of the Management Employees' Organization to discuss alternatives to assisting the City of Huntington Beach in meeting its future projected economic shortfalls. The City and the MEO have agreed to the following modifications to the MOU as summarized herein: • The MOU term of agreement is hereby extended through June 19, 2012. ■ MEO has the option to extend the MOU term of agreement for an additional six (6) months through December 20, 2012. ■ Effective November 1, 2011, through March 16, 2012, MEO will pay 4.25% of the employee -paid contribution to CalPERS. ® Effective November 1, 2011, through March 16, 2012, General Leave will be capped at 700 hours. ■ Effective March 16, 2012, General Leave hours shall be limited to 640. MEO employees will not report to work during "Holiday Closure" dates of December 27, 28, 29, and 30, 2011. Employees may elect time off without pay or use approved leave accruals. Finance has estimated the savings to the City to be approximately $140,000 for the CalPERS contributions and the suspension of General Leave overage through March 16, 2012. The actual savings for the 2010 Holiday Closure for this group was approximately $3,900 as a result of MEO employees who elected to take the time as unpaid. The potential savings for FY 2011/12 would depend on employee action this year. Labor representatives and City Administration have met and conferred regarding the proposal and MEO 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 2011- 82, "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 (MEO) By Adopting the Side Letter Agreement," including Exhibit A: The Side Letter Agreement. HB -1 99- Item 12. - 2 i Item 12. - 3 HB -200- RESOLUTION NO. 2011-82 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 (MEO), BY ADOPTING THE SIDE LETTER OF AGREEMENT WHEREAS, on May 21, 2007, the City Council of Huntington Beach adopted Resolution No. 2007-33 for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the Huntington Beach Management Employees' Organization (MEO); Subsequent to the adoption of the MOU, the City of Huntington Beach and MEO 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 MEO ("Side Letter of Agreement") attached hereto as Exhibit A and incorporated herein by this reference. 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 MEO. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 0 7 t h day of November, 2011. City �xrricv v r,L H� i v r vn wi: City Attorrley Exhibit "A" - Resolution No. 2011-82 City of Huntington Beach SIDE LETTER AGREEMENT The Management Employees' Association ("MEO") and the City of Huntington Beach ("City") hereby agree to this side letter to the 12J2o/o6 - 12/191o8 MOU, as amended by previous Side Letters, including the 12/17107 and 03/15/10 Side Letters. ARTICLE 1- TERM OF MOU This Side Letter shall be in effect following City Council approval through any period of extension elected by the Association. MEO hereby exercises the exclusive right to extend the term of the agreement for six (6) months, through .tune 19, 2012, and retains the exclusive right to extend the term of the MOU for an additional six (6) months, through December 20, 2012. ARTICLE XI - RETIREMENT B. California Public Employees' Retirement System (CalPERS) 1. Employee's Contribution a. Effective the beginning of the pay period which includes November 1, 2o11, and continuing until the end of the pay period which includes March 16, 2o12, the employees shall pay an additional 2% of the employee's contribution to CalPERS in addition to the 2.25% provided under the December 17, 2007 Side Letter. Total employee contribution from the effective date of this side -letter through and including the pay period ending March 16, 2-012, is four and one -quarter percent (4.25%) of the employee share of CalPERS. b. Any employees covered by this agreement who are enrolled in the PERS 3% at 50 safety retirement plan, or any other CalPERS retirement benefit formula, shall contribute the same percentage to the employees' share of PERS as those enrolled in the 2.5% at 55 plan, as indicated in sections a. above. C. This provision regarding Employee's Contribution to CalPERS will expire effective the end of the pay period which includes March 16, 2012, and the parties agree to return to the original language contained in Article XI, Section C - Retirement - PERS 2.S%@55 of the MEO Memorandum of Understanding as of December ` 17, 2007 (Reference Resolution No. 2007-87), unless otherwise specifically modified, either by a subsequent side -letter or a successor Memorandum of. Understanding. 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 Exhibit "A" - Resolution No. 2011-82 permitted to take general leave in excess of actual time earned. Effective the beginning of the pay period which includes November 1, 2011, and continuing until the end of the pay period which includes March 16, 2012, 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 (zoo) 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. This provision regarding General Leave will expire effective March 16, 2012, and the parties agree to return to the original language_ contained in Article XII, Section i - General Leave, (b.) Eligibility and Approval of the MEO Memorandum of Understanding as of December 20, 20o6, unless otherwise extended by a subsequent side letter or a successor memorandum of understanding. However, all General Leave accruals exceeding 64o hours as of March 16, 2012 will not be eligible for cash -out, for cash out at separation or for overage payment. Employees separating City service between March 16, 2012 and June 19, 2012, shall be limited to 64o hours of General Leave as final pay out. Employees will have until the end of the pay period that includes June 19, 2012, to use any hours above 640. All hours above 64o not utilized by the end of the pay period that includes June 19, 2012, shall be forfeited. ARTICLE IX - HOURS OF WORK/ADMINISTRATIVE LEAVE A. Holiday Closure 1. December 27, 28, 29, 30, 2oi1, will be known and referred to as "Holiday Closure" for the dates specified. ii. Employees will not report to work during the "Holiday Closure". Full time employees will be required to take thirty-six (36) hours of time off. Part-time employees will be proportionally required to re -pay time based upon regular assignment (e.g. 25%150%/75%) as applied to thirty-six (36) hours. iii. Employees may elect to furlough (time off without pay) or employees may use approved leave accruals (general leave or administrative leave) to account for the time away from work during the "Holiday Closure". iv. The City may require at the request of the department head, that 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, 12/3o/ii). Any employee required to by the Department Head to work during any portion of the "Holiday Closure" will be required to take the equivalent time off between January 3, 2012 and July 6, 2012. B. Time Accounting i. Ali employees not required to report to work during the "Holiday Closure" will be paid their regular salary for.the "Holiday Closure" but will be required to account via payroll, as set forth below, for the appropriate time associated with the "Holiday Closure". Exhibit "A" - Resolution No. 2011-82 ii. The payroll accounting options for the "Holiday Closure" includes, furlough and use of leave accruals (general leave or administrative leave). Payroll accounting for the "Holiday Closure" not specifically listed herein must be approved by the City Administrator or designee. iii. Employees required to work during any portion of the "Holiday Closure" will be paid their regular salary for the "Holiday Closure", and will be required to account for the equivalent amount "Holiday Closure" hours via furlough, use of approved leave accruals (general leave or administrative leave), or alternative equivalent time taken notwithstanding having worked during the "Holiday Closure" dates worked. iv. The payroll accounting methods (furlough, use of leave accruals, alternative equivalent time taken in -lieu of "Holiday Closure" dates), listed herein may be used in any approved combination for a period not to exceed six -months but not later than the pay period ending July o6, 2012. 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 but not later than 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. Administrative Leave 2. General Leave 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. Administrative Leave 2. General Leave 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. C. 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 12/24/11 - 01/06/12. The alternative flex day may not include 12/27/11, 12/28/11, 12/29/11 or 12/30/11. i. All provisions pursuant to MEO MOU Exhibit E — Leave Benefits #5 — Holidays, shall apply. Exhibit "A" - Resolution No. 2011-82 ii. All provisions pursuant to MEO MOU Exhibit F - Leave Benefits #5 - Holidays, shall apply. Side -Letter Implementation The parties agree that the execution of this side -letter agreement may not be challenged by the Association or any employee it is recognized to represent through the City's grievance procedure or in any other forum unless the challenge is based upon a factual allegation that the Agreement was the product of fraud, intentional misrepresentation or unlawful coercion on the part of City representatives. IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to be executed by and through their authorized officers on AIO VC,4I Huntington Beach Management Employees' Organization Scott Field President i Dated: 1117-111 orah DeBo Vice President Dated: //- 7-// City of Huntington Beach �Aile Carr v D' ector of Human Resources Dated: �® APPROVED AS TO FORM: -'% C ennifer McGrath City Attorney 1b. 9 .11 Dated: Res. No. 2011-82 STATE OF CALIFORNIA COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) I, JOAN L. FLYNN the duly elected, qualified City Clerk of the City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby certify that the whole number of members of the City Council of the City of Huntington Beach is seven; that the foregoing resolution was passed and adopted by the affirmative vote of at least a majority of all the members of said City Council at a regular meeting thereof held on November 7, 2011 by the following vote: AYES: Shaw, Carchio, Bohr, Boardman NOES: Harper, Hansen, Dwyer ABSENT: None ABSTAIN: None 1551�jj� CilyClerk and ex-officio Jerk of the City Council of the City of Huntington Beach, California C�TY OF HUNTINGTON BEACH Interdepartmental Memo TO: Joan Flyryh, City FROM: Michele CaW,, DATE: November, 0011 SUBJECT: Late /C (Mmunication: Replacement Side Letter for the Ma meet Employees' Association (MEO). The Human Resources Department submitted RCA HR 11-017 for Council Action. All MEO signatures were not obtained before the agenda deadline; however, MEO is in agreement and the signatures will be completed as soon as possible. Scott Field, MEO President, was out of the office today in court and unable to finalize the Side Letter. The partially signed MEO Side Letter is attached as a late communication. Attachments: RCA Attachment 1, Exhibit A: Side Letter City of Huntington Beach SIDE LETTER AGREEMENT The Management Employees' Association ("MEO") and the City of Huntington Beach ("City") hereby agree to this side letter to the 12/20/06 — 12/19/08 MOU, as amended by previous Side Letters, including the 12/17/07 and 03/1s110 Side Letters. ARTICLE I - TERM OF MOU This Side Letter shall be in effect following City Council approval through any period of extension elected by the Association. MEO hereby exercises the exclusive right to extend the term of the agreement for six (6) months, through June 19, 2012; and retains the exclusive right to extend the term of the MOU for an additional six (6) months, through December 20, 2012. ARTICLE XI - RETIREMENT B. California Public Employees' Retirement System (CAPERS) 1. Employee's Contribution a. Effective the beginning of the pay period which includes November 1, 2011, and continuing until the end of the pay period which includes March 16, 2012, the employees shall pay an additional 2% of the employee's contribution to CaIPERS in addition to the 2.25% provided under the December 17, 2007 Side Letter. Total employee contribution from the effective date of this side -letter through and including the pay period ending March 16, 2012, is four and one -quarter percent (4.25%) of the employee share of CaIPERS. b. Any employees covered by this agreement who are enrolled in the PERS 3% at 50 safety retirement plan, or any other CaIPERS retirement benefit formula, shall contribute the same percentage to the employees' share of PERS as those enrolled in the 2.5% at 55 plan, as indicated in sections a. above. C. This provision regarding Employee's Contribution to CaIPERS will expire effective the end of the pay period which includes March 16, 2012, and the parties agree to return to the original language contained in Article XI, Section C - Retirement - PERS 2°6 _-55_ of the MEO Memorandum of Understanding as of December 17, 2007 (Reference Resolution No. 2007-87), unless otherwise specifically modified, either by a subsequent side -letter or a successor Memorandum of Understanding. 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 beginning of the pay period which includes November 1, 2011, and continuing until the end of the pay period which includes March 16, 2012, 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. This provision regarding General Leave will expire effective March 16, 2012, and the parties agree to return to the original language contained in Article XII, Section 1 — General Leave, (b.) Eligibility and Approval of the MEO Memorandum of Understanding as of December 20, 20o6, unless otherwise extended by a subsequent side letter or a successor memorandum of understanding. However, all General Leave accruals exceeding 64o hours as of March 16, 2012 will not be eligible for cash -out, for cash out at separation or for overage payment. Employees separating City service between March 16, 2012- and June 19, 2012, shall be limited to 64o hours of General Leave as final pay out. Employees will have until the end of the pay period that includes June 19, 2012, to use any hours above 640. All hours above 64o not utilized by the end of the pay period that includes June 19, 2012, shall be forfeited. ARTICLE IX — HOURS OF WORKLADMINISTRATIVE LEAVE A. 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". Full time employees will be required to take thirty-six (36) hours of time off. Part-time employees will be proportionally required to re -pay time based upon regular assignment (e.g. 25%/50%/75%) as applied to thirty-six (36) hours. iii. Employees may elect to furlough (time off without pay) or employees may use approved leave accruals (general leave or administrative leave) to account for the time away from work during the "Holiday Closure". iv. The City may require at the request of the department head, that certain employees to work a regular or partial schedule on one or more of the "Holiday Closure" days. (12127/11, iz1z8/», 1z/z9Jt1, 1z13o/11). Any employee required to by the Department Head to work during any portion of the "Holiday Closure" will be required to take the equivalent time off between January 3, 2012 and July 6, 2012. B. Time Accounting L All employees not required to report to work during the "Holiday Closure" will be paid their regular salary for the "Holiday Closure" but will be required to account via payroll, asset forth below, for the appropriate time associated with the "Holiday Closure". ii. The payroll accounting options for the "Holiday Closure" includes, furlough and use of leave accruals (general leave or administrative leave). Payroll accounting for the "Holiday Closure" not specifically listed herein must be approved by the City Administrator or designee. iii. Employees required to work during any portion of the "Holiday Closure" will be paid their regular salary for the "Holiday Closure", and will be required to account for the equivalent amount "Holiday Closure" hours via furlough, use of approved leave accruals (general leave or administrative leave), or alternative equivalent time taken notwithstanding having worked during the "Holiday Closure" dates worked. iv. The payroll accounting methods (furlough, use of leave accruals, alternative equivalent time taken in -lieu of "Holiday Closure" dates), listed herein may be used in any approved combination for a period not to exceed six -months but not later than the pay period ending July o6, 2012. 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 06, 2012. vi. All "Holiday Closure" hours are to be accounted for via payroll within six -months but not later than the end of the pay period ending July 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. Administrative Leave 2. General Leave 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: Administrative Leave 2. General Leave 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. C. 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 12/24/11 - 01/06/12. The alternative flex day may not include 12/27111, 12/28/11, 12/29/11 or 12/30/11. i. All provisions pursuant to MEO MOU Exhibit E — Leave Benefits #5 — Holidays, shall apply. ii. All provisions pursuant to MEO MOU Exhibit F - Leave Benefits #5 - Holidays, shall apply. Side -Letter Implementation The parties agree .that the execution of this side -letter agreement may not be challenged by the Association or any employee it is recognized to represent through the City's grievance procedure or in any other forum unless the challenge is based upon a factual allegation that the Agreement was the product of fraud, intentional misrepresentation or unlawful coercion on the part of City representatives. IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to be executed by and through their authorized officers on Huntington Beach Management Employees' Organization Scott Field President Dated: orah DeBo Vice President Dated: /%- 7-i/ City of Huntington Beach Fred A. Wilson City Manager Dated: 7�c le Carr 4-1" D' ector of Human Resources Dated: APPROVED AS TO FORM: +enn=iie cGrath 1 City Attorney (� • j� Dated: C R8CEVE hR ? 4=XIL MEET AS PUELt�G kt .kIRrI) WMG OF 1 1+LYM, OTY Remarks to the Huntington Beach City Council 11/7/11 Daniel P. Gooch Good afternoon Honorable Mayor and City Council members my name is Dan Gooch, I am in my third decade of residency in Huntington Beach. • I come before you today to share my thoughts on Agenda item # 12 proposing to extend the Management Employee's Organization contract through June 19, 2012. Through my review of the Contract and the Side Letters I have come to the following conclusions: 1. The current contract extension once again perpetuates the same tactics taken in extending the Police, Fire, and Marine Safety Officers' contracts through the use of Side Letters — thus avoiding the opportunity to actually negotiate the base contract itself. 2. This extension continues budget busting retirement pensions of 2.5% * 55, single highest year option & only asps for a 4.25% payment of the employees' 9% contribution, less than half. r, 3. The potential "savings" for thislyear extension are placed at $ 140,000. A small price for the union to pay in order to avoid renegotiating the actual contract. The major issue with this extension is that it perpetuates the onerous conditions of the Side Letter of November 27, 2007. It is critical to understand that the 2.5 % g 55 retirement formula that was negotiated in November of 2007 has only been in effect since December 91 2008, less than three years. This is a recent event. In addition, I would point out one other major component of the previous use of Side Letters. On October 17, 2007 City Management proposed and the City Council authorized the movement of 12 classifications of employees into the Management Employee Organization....somewhere in the neighborhood of 15 to 20 employees. Not a significant number... however, those classifications did include the classifications of. Assistant City Attorney Senior Deputy City Attorney Human Resources Manager This was on October 17, 2007. On November 27, 2007, less than four weeks later, City Management, utilizing yet another Side Letter, added five new classifications to the M.E.O. unit and raised their retirement formula from 2% g 55 to 2.5% g 55 ... thereby increasing their retirement benefits by 25%. They moved a number of employees into the unit... and less than 4 weeks later increased the unit's number of classifications by five and then increased the unit's retirement pay by 25%. Your approval of this contract extension through the use of a Side Letter perpetuates this type of action and budget -busting practice. While surrounding cities are taking on the tough task of pension. reform, we're not only avoiding it .... we're compounding the problem. I would recommend that you: • Reject the proposed extension; • Direct the City Manager to immediately begin to negotiate the Contract in order to effectuate long term goals of real pension reform. /�,le'. 1111C�D �:Io,.., ,01/'Agency Meeting Held:- Dr;r ed;fContinued to: � pved ❑Conditionally Approved ❑Denied er sfs"ignatuf Council Meeting Date: November 15, 2010 Department ID Number: HR 10-018 CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION UBMETTED 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. 2010-94 amending the Memorandum of Understanding (MOU) side letter agreements between the City and the Management Employees Organization (MEO) Statement of Issue: Many Orange County cities close their facilities for a designated :per od through the December holidays. Approval is required to post a closure notice to the pui kci 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. 2010-94, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding DebA,,ee n the City and the Management Employees Organization (MEO), by Adopting the lade 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). 41 HB -91- Item 11. - 1 REQUEST FOR COUNCIL ACTION MEETING DATE: 11/15/2010 DEPARTMENT ID NUMBER: HR 10-018 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/Administrative 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 Management Employees Organization (MEO). Labor representatives and City Administration have met and conferred regarding the proposal; MEO has agreed to the proposal (side -letter agreement is hereby incorporated as an attachment). All Non -Associated employees (Executive Management/Department Heads) and Municipal Employees Association members (MEA) 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. Resolution No. 2010-94, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Management Employees Organization (MEO), by Adopting the Side Letter Agreement," including Exhibit A: The Side Letter Aareement Item 11. - 2 HB -2- ATTACHMENT RESOLUTION NO. 2010-94 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE MANAGEMENT EMPLOYEES ORGANIZATION (MEO), BY ADOPTING THE SIDE LETTER 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 May 21, 2007, the City Council of Huntington Beach adopted Resolution No. 2007-33 for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the Management Employees Organization (MEO); Subsequent to the adoption of the MOU, the City of Huntington Beach and MEO agreed to changes, corrections, and clarifications to the MOU that are reflected in a Side Letter Agreement between the City of Huntington Beach and MEO ("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 MEO. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 15thlay of November , 2010. rND APPROVED: .e,� r VY C ty Attorney 10-2671 Resolution No. 2010-94 Exhibit "A" City of Huntington Beach SIDE LETTER AGREEMENT Representatives of the Management Employees' Organization ("MEO") and the City of Huntington Beach ("CITY") have met and conferred regarding the following: ARTICLE IX — HOURS OF WORK/ADMINISTRATIVE LEAVE A. Holiday Closure December 27, 28, 29, 30, 2010, will be known and referred to as "Holiday Closure" for the dates specified. Employees will not report to work during the "Holiday Closure". Full time employees will be required to take thirty-six (36) hours of time off. Part-time employees will be proportionally required to re -pay time based upon regular assignment (e.g. 25%150%/75%) as applied to thirty-six (36) hours. iii. Employees may elect to furlough (time off without pay) or employees may use approved leave accruals (general leave or administrative leave) to account for the time away from work during the "Holiday Closure". iv. The City may require at the request of the department head, that certain employees to work a regular or partial schedule on one or more of the "Holiday Closure" days. (12/27/10, 12/28/l0, 12/29110, 12/3o/io). Any employee required to by the Department Head to work during any portion of the "Holiday Closure" will be required to take the equivalent time off between January 3, 2011 and July 8, 2011. B. Time Accounting All employees not required to report to work during the "Holiday Closure" will be paid their regular salary for the "Holiday Closure" but will be required to account via payroll, as set forth below, for the appropriate time associated with the "Holiday Closure". ii. The payroll accounting options for the "Holiday Closure" includes, furlough and use of leave accruals (general leave or administrative leave). Payroll accounting for the "Holiday Closure" not specifically listed herein must be approved by the City Administrator or designee. iii. Employees required to work during any portion of the "Holiday Closure" will be paid their regular salary for the "Holiday Closure", and will be required to account for the equivalent amount "Holiday Closure" hours via furlough, use of approved leave accruals (general leave or administrative leave), or alternative equivalent time taken notwithstanding having worked during the "Holiday Closure" dates worked. iv. The payroll accounting methods (furlough, use of leave accruals, alternative equivalent time taken in -lieu of "Holiday Closure" dates), listed herein may be used in any approved combination for a period not to exceed six -months but not later than the pay period ending July o8, 2011. V. Employees without adequate leave accruals may borrow against future accruals earned — up to and including time accrued as of the end of the pay period ending July o8, 2011. vi. All "Holiday Closure" hours are to be accounted for via payroll within six -months but not later than the end of the pay period ending July o8, 2011. Resolution No.2010-94 Exhibit "A" vii. Any "Holiday Closure" hours not voluntarily accounted for via payroll as of the end of the pay period ending July o8, 2011,.shall be accounted for in the following order until a zero -balance is achieved: 1. Administrative Leave 2. General Leave 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. Administrative Leave 2. General Leave 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. C. 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 12/24110 - 01107/11. The alternative flex day may not include 12/27/10,12/28/1o,12/29/10 or 12130/10. i. All provisions pursuant to MEO MOU Exhibit E - Leave Benefits #5 -Holidays, shall apply. ii. All provisions pursuant to MEO MOU Exhibit F = Leave Benefits #5 -Holidays, shall apply. Side -Letter The parties agree that this side -letter agreement is not to be subject to Personnel Rule 19 - Grievance Procedure/Non- Disciplinary Matters, or otherwise appealable 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 Management Employees' Organization K e Hoffman MEO President( ctIge Dated: �/ O ,� City of Huntington Beach M %-di I or of Human Resources &—/-- 16) AP ED AS TO FORM:: f f'� Je nifer McGrath City Attorney I� Dated: Res. No. 2010-94 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 Ci Clerk and ex-officio Jerk of the City Council of the City of Huntington Beach, California BEACHCITY OF HUNTINGTON Interdepartmental •. TO: Joan Flynn, City Clerk- 'X` FROM: Michele DATE: November 1V, ?-G10 SUBJECT: Late Corr T"Unication: Management Employees' Organization Side Letter Agreement Change The Human Resources Department submitted RCA HR 10-018 for Council Action. After the documents were submitted, the MEO President signed the side letter agreement. Please replace the revised side letter agreement with the signed version. Thank you for your assistance. Attachment: Page 2 of the Side Letter of Agreement Late Comm Memo - MEO Side letter signature -1- 11/10/2010 Resolution No.20 j 0-94 Exhibit "A" vii. Any "Holiday Closure" hours not voluntarily accounted for via payroll as of the end of the pay period ending July o8, 2011, shall be accounted for in the following order until a zero -balance is achieved. 1. Administrative Leave 2. General Leave 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. Administrative Leave 2. General Leave 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. C. Scheduling - New Years Day — Flex Day/Holiday Substitute Employees assigned to Schedule A flex schedule and employees with 41io Tuesday — Friday flex schedule may select an alternative flex day in lieu of Friday, December 31, 2010, within the pay period of 12/24/10 -- 01/07/11. the alternative flex day may not include 12/27/10, a/28/io, 12/29110 or i2130110. d i. All provisions pursuant to MEO MOU Exhibit E —Leave Benefits45 —Holidays, shall apply. ii. All provisions pursuant to M EO MOU Exhibit F —Leave Benefits #5 —Holidays, shall apply. Side -Letter The parties agree that this side -letter agreement is not to be subject Ito Personnel Rule 19 — Grievance Procedure/Non- Disciplinary Matters, or otherwise appealable either administratively or in a court of competent jurisdiction. IN WITNESS WHEREOF, the parties have caused this SIDE authorized officers on Huntington Beach Management Employees' Organization KXe Hoffman MEO President (Act' g) v Dated: %/ // O �/ 0 AGREEMENT to be executed by and through their City of Huntington Beach Fred A. Wilson City Administr; Dated: e Carr it of Human Resources &--/, /y AP ED AS TO FO�RM^: Je nifer McGrath City Attorney t 1� Dated: Council/Agency Meeting Held:' ' � - fC� [deferred/Continued to: " 1,�y Cl Signre t Ll Denied ` uncil Meeting Date: November 15, 2010 Department ID Number: HR 10-017 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. 2010-88 amending the City's Classification Plan and the Memorandum of Understanding (MOU) between the City and the Management Employees' Organization (MEO) by adopting a Side Letter of Agreement which establishes a new classification of Fleet Operations Supervisor Statement of Issue: The City's Classification Plan requires amendment to incorporate changes considered and approved by the Personnel Commission at their regularly scheduled meeting held October 20, 2010. Financial Impact: Funding for the proposed position classification is included in the FY 2010-11 budget. A fleet study was performed which indicated that the proposed staffing recommendations could save the City approximately $200,000 annually. Recommended Action: Motion to: Adopt Resolution No. 2010-88, "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 Management Employees' Organization (MEO), By Adopting the Side Letter of Agreement." Alternative Action(s): Reject amendment to the classification plan or reject proposed compensation. 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. HB -6- Item 7. - 1 REQUEST FOR COUNCIL ACTION MEETING DATE: 11/15/2010 DEPARTMENT ID NUMBER: HR 10-017 Analysis: The Personnel Commission has considered and approved the following amendment to the City's Classification Plan: At the October 20, 2010, Personnel Commission meeting, staff proposed the establishment of the new classification of FLEET OPERATIONS SUPERVISOR. This position was created to consolidate four independent fleet operations under a single division and chain of command to capture economies of scale, eliminate duplication of effort, and improve internal controls and management capabilities. The proposed changes could result in savings of $200,000 annually. Administration proposes the establishment of the position in response to recommendations contained in a recent consultant fleet study. The position will be key in implementing the recommendations of the fleet study. There is no existing job within the classification plan that is designed to oversee and supervise the entire fleet operation. Therefore, it is necessary to create a new position of FLEET OPERATIONS SUPERVISOR to manage the consolidated organization. The person hired for this position should be experienced with fleet asset management, the production and use of management information, replacement planning and life -cycle cost analysis, fuel management, and other fleet management activities beyond fleet maintenance operations. The City and MEO have met and conferred regarding the establishment of the position and the recommended change to MEO classifications. The recommended base salary range is $6,522 - $8,079 (Range 571). This is equivalent to other similar supervisory classifications within the Public Works Department. No new funds are required in the FY 2010-11 budget as the current funding level is adequate to support this class plan amendment. The classification recommended is the result of the establishment of this new position and the meet and confer process. The Personnel Commission approved the class plan modification, adding the class specification. The approved recommended action is: a) Add the job specification for the classification of FLEET OPERATIONS SUPERVISOR and establish compensation at pay range 571. Environmental Status: N/A Strategic Plan Goal: Improve Internal and External Communication and maintain our financial reserves. Item 7. ® 2 HB -66- REQUEST FOR COUNCIL ACTION MEETING 0',i 0 DEPARTMENT Pi. 'tom D NUMBER: Attachment(s): 2 1. Resolution No. 2010-88 Amending the Memorandum of Understanding between the City of Huntington Beach and the Management Employees' Organization (MEO) by adopting the side letter of agreement, including Exhibit A: The Side Letter of Agreement Specification for Classification 2. 1 Report to Personnel Commission — 10/20/10 HB -67- Item 7. - 3 ATTACHMENT =,1 RESOLUTION NO. 2010-88 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 MANAGEMENT EMPLOYEES' ORGANIZATION (MEO), BY ADOPTING THE SIDE LETTER OF AGREEMENT WHEREAS, on May 21, 2007, the City Council of Huntington Beach adopted Resolution No. 2007-33 for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the Management Employees Organization (MEO); Subsequent to the adoption of the MOU, the City of Huntington Beach and MEO 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 MEO ("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 table modification. NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Huntington Beach as follows: 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 MEO. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 15th day of NovemhPr , 2010. REVIE ND APPROVED: City m' istrator AYY U V Ell AS 1 U FORM: C y Attorn y jv- s ��a Resolution No. _2010 —88 Exhibit "A" City of Huntington Beach SIDE LETTER AGREEMENT Representatives of the Management Employees' Organization ("MEd'} and the City of Huntington Beach ("CITY") have met and conferred regarding the following: ARTICLE 11- REPRESENTATIONAL UNIT/CLASSIFICATIONS The following newly created position is hereby incorporated into the MEO MOU as listed in Exhibit "A" (as approved by the Personnel Commission October zo, 2010). Fleet Operations Supervisor - MEO flange R571 Side -Letter Implementation Except as specifically modified herein, all other terms and conditions of the MOU shall remain in full force and effect. The parties agree that this side -letter agreement is not to be subject to Personnel Rule 19 - Grievance Procedure/Non-Disciplinary Matters, or otherwise appealable 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 Management Employees' ( Hoffma M`EO Presidc4 Acting, City Dated: J/— �_ /D Dad City of Huntington Beach n 11 :tor of Human Resources d: lb-a%-10 �R42ROVED AS TO FORM: nnifer McGrath City Attorney Dated: 1U',�5 �� Res. No. 2010-88 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 15, 2010 by the following vote: AYES: Carchio, Coerper, Hardy, Green, Bohr, Dwyer, Hansen NOES: None ABSENT: None ABSTAIN: None Cit Jerk and ex-officio Werk of the City Council of the City of Huntington Beach, California ATTACHMENT #2 HB -71- Item 7. - 7 TO: FROM: SUBJECT: DATE: CITY OF HUNTINGTON BEACH INTER -DEPARTMENTAL COMMUNICATION HUMAN RESOURCES PERSONNEL COMMISSION MICHELE CARR, DIRECTOR OF HUMAN RESOURCES CREATION OF FLEET OPERATIONS SUPERVISOR JOB CLASSIFICATION OCTOBER 8, 2010 The FLEET OPERATIONS SUPERVISOR is a newly created single -position classification, represented by the Management Employees Organization (MEO). The City is currently seeking to consolidate four independent fleet operations under a single division and chain of command to capture economies of scale, eliminate duplication of effort, and improve internal controls and management capabilities. There is no existing job within the classification plan that is designed to oversee and supervise the entire fleet operation. Therefore, it is necessary to create a new position of FLEET OPERATIONS SUPERVISOR to manage the consolidated organization. The person hired for this position should be experienced with fleet asset management, the production and use of management information, replacement planning and life -cycle cost analysis, fuel management, and other fleet management activities beyond fleet maintenance operations. The City and MEO have met and conferred regarding the creation of this new job classification. The recommendation presented is based upon the department's input and the meet and confer process. At this time staff requests the Personnel Commission to approve staff's recommendation in accordance with Personnel Rule 12 regarding amendments to the City's Classification Plan. STAFF RECOMMENDATION Job Class Title: Fleet Operations Supervisor Action: Create Position in Classification Plan Affected Employees: None Recommendation: Approve the newly -created position class Att: Fleet Operations Supervisor Job Class Specification c Travis Hopkins, Director of Public Works MEO President Item 7. - 8 HB -72- TITLE: FLEET OPERATIONS SUPERVISOR PERSONNEL COMMISSION APPROVAL: OCTOBER 20, 2010 COUNCIL APPROVAL: JOB CODE: 0590 EMPLOYMENT STATUS: REGULAR FULL-TIME UNIT REPRESENTATION: MEO FLSA STATUS: EXEMPT EXAMPLES OF ESSENTIAL DUTIES • Plans and'supervises"tn'o service, repair, and preventative maintenance of various vehicles and equipment; schedules work and determines project priorities ® Analyzes and develops fleet quality control strategies and management programs to establish continuous fleet management improvement opportunities, standard maintenance and repair methods and time elements, predictive maintenance, life - cycle costing and vehicle repair/replacement models • Manages fleet utilization systems; reviews and analyzes utilization documentation to recommend vehicle assignment to departments; oversees and approves the internal Page 1 of 4 Ng -7- Item 7. - 9 TITLE: FLEET OPERATIONS SUPERVISOR transfer and reallocation of vehicles and equipment to optimize utilization for short- term and long-term needs. • Manages fuel orders and deliveries; monitors and reports consumption to ensure proper use and prevention of misuse; identifies fuel management procedures and policies; negotiates fuel acquisition agreements; reconciles fuel purchases and consumption • Maintains computerized records management system to track and review fleet and parts inventory, shop labor, fuel levels and vehicle"utilization • Assists in the planning and monitoring of the ',fleet operations.;.,)?udget regarding manpower, equipment, supplies, parts, and materials; researches data, brochures, and regulations - • Assists in developing specifications for' le�e and equipment that meet operational requirements; evaluates and recommends annual contract bids for parts, services, and the purchase of vehicles,and _equipment • Coordinates work projects and maintenance programs with various City officials, department personnel, and other agencies • Evaluates work methods to ascertain' proper and efficient use of machinery, tools and labor; checks on cleanliness and safety procedures and instructs employees in technical and safety procedures • Implements and :maintains safety, programs; conducts meetings and instructs employees on shop and equipment safety, tool uses, equipment upgrade projects, and other related topics • Performs personnel administrative functions; counsels subordinates on compliance With,, procedures, rules, and regulations; evaluates performance and assesses discipline as needed • Interprets and applies regulatory requirements associated with air pollution control, hazardous material and waste management, underground and above ground fuel storage tanks ,and facilities, recycling, etc.; ensures compliance with local, state, and federal requirements, standards, codes, and laws • Researches data, operational brochures, and regulations; keeps abreast of new equipment, service and part manuals, and new maintenance devices and test equipment • Monitors contracts with outside service providers to ensure compliance with established standards; conducts on -site inspections to review work being performed Page 2 of 4 Item 7. - 10 HB -74- TITLE: FLEET OPERATIONS SUPERVISOR ® 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: - Operations, services, and activities of fleet operations management, including repair, preventative maintenance and utilization of various vehicles and equipment - Laws, rules and regulations pertaining to fleetmanagement operatibhs�: - Administrative principles and techniques, including budgeting, planning, safety, staff organization and development - Materials, methods, practices and equipment used in maintenance and repair programs - Principles and practices of supervision Ability to:. - Plan, organize, and monitor the work of skilled and unskilled craft personnel engaged in mechanical maintenance and repair of vehicles and equipment Communicate effectively "orally and, in writing Prep,a and maintain records and reports - Exercise judgment and creativity in making conclusions and recommendations - Operate computers - Meet productivity demands - Analyze situations, identify problems, and recommend solutions - Understand, interpret; and apply laws, rules, regulations, policies, procedures, contracts, budget ;and labor/management agreements - Interact professionally with various levels of employees and outside representatives - Travel to offsite locations within a reasonable timeframe Conduct on -site audits of subcontractors and obtain compliance when the work being performed is not in compliance with the conditions of the contract. Page 3 of 4 Hg -75- Item 7. - 11 TITLE: FLEET OPERATIONS SUPERVISOR 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: High school diploma or equivalent, supplemented by one year (30 semester units or equivalent) of college level course work or specialized training in mechanical trades, equipment maintenance and repair. and/or ,other directly related subjects. Associates degree preferred. Experience: Five (5) years experience in maintenance and repair of mechanical equipment including two (2) years experience m a lead or supervisory role:: Certification/License: A valid California Class C driver's`'license and an' 'acceptable driving record are required by time of appointment HYSICAL TASKS AND ENVIRONMENTAL CON The incumbent must be able to meet the physical. requirements of the class and have mobility, balance, coordination, vision, hearing and dexterity levels appropriate to the duties to be performed. Work is performed., in a general office, mechanical repair shop environment with exposure to extreme noise, exhaust fumes,: -dust, solvents, oils and other physical, electrical, mechanical;:, and,, chemical;,mhazards. The incumbent uses a computer keyboard and related equipment; sits;'41stands; ' walks, climbs, stoops, crouches, twists, bends, pushes, pulls, reaches, grasps, lifts and moves tools and equipment weighing 50 pounds or less. When work is performed outdoors, there is full exposure to various weather conditions including elevated noise, wind, rain, sun exposure, extreme temperatures, etc. Must utilize approved safety equipment and protective gear, including but not limited toi hard hats, respirators and/or hearing protective devices. Reasonable accommodation(s) for an individual with a qualified disability will be considered on a case -by -case basis. Est. Oct. 2010 Page 4 of 4 Item 7. - 12 Ng -7- Council/Agency Meeting Held: .� D Deferred/Continued to: A roved ❑ Conditionall A proved ❑ De ied W CI r ' Signat Council Meeting Date: 03/15/10 Department ID Number: HR 10-10 CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: Honorable Mayor and City SUBMITTED BY: Fred A. Wilson, City Adm PREPARED BY: Michele Carr, Director SUBJECT: MEO Side -Letter Cap An Additional Employ Mem C' 0 General Leave Overage and Authorizing id CalPERS Pickup Statement of Issue, Funding Source, Recommended Action, Alternative Action(s), Analysis, Environmental Status, Attachment(s) Statement of Issue: City and Management Employees' Organization (MEO) representatives have met and conferred regarding capping the 640 General Leave overage payout and increasing the employee -paid portion of CalPERS from 2.25% to 4.25% (an increase of 2%, to be implemented in two 1 % increments). Funding Source: N/A Recommended Action: Motion to: Adopting Resolution No. 2010- 26 , a Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Management Employees' Organization (MEO), By Adopting the Side Letter Agreement Alternative Action(s): Do not Adopt Resolution No. 2010-_ 6 , a Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Management Employees' Organization (MEO). REQUEST FOR CITY COUNCIL ACTION MEETING DATE: 03/15/10 DEPARTMENT ID NUMBER: HR 10-10 Analysis: Staff met with representatives of the Management Employees Organization (MEO) to discuss alternatives to assisting the City of Huntington Beach in meeting its future projected economic shortfalls. MEO was provided with a variety of labor cost and expense data related to its membership. Based upon the data, MEO has elected to increase the employee -paid share of CalPERS from 2.25% to 4.25%, (in two separate 1 % increments). Effective April 3, 2010 and continuing until the end of the pay period which includes September 30, 2011, employees shall contribute an additional 1 % towards the employee -paid share of CalPERS (the employee -paid contribution increases to 3.25% until the next 1 % pickup scheduled for December 2010). Effective the beginning of the pay period that includes December 20, 2010 and continuing through the end of the pay period that includes September 30, 2011, employees shall contribute an additional 1 % towards the employee -paid share of CalPERS (for a total of 4.25% employee -paid contribution). Effective April 3, 2010 and continuing until the end of the pay period which includes September 30, 2011, the automatic payout of General Leave Accruals above 640 hours will be suspended. The General Leave Accrual cap will be modified to 700 hours during the suspension period. All General Leave hours earned in excess of 640 hours may only be used for purposes of leave and may not be cashed out either as overage or in the event the employee separates from city service. The Association will have the option to extend the MOU twice for a period of six (6) months each; the first extension option is through June 19, 2012 and the second extension option is through December 20, 2012. Finance has estimated the savings to the City to be $560,000 for the 18-month period. The additional CalPERS pickup and General Leave cap proposal has been presented to MEO. Labor representatives and City Administration have met and conferred regarding the proposal; and MEO 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 1. Resolution 2010- 26 Amending the Memorandum of Understanding between the City of Huntington Beach and the Management Employees' Organization (MEO) by adopting the side letter of agreement, including Exhibit A: The Side Letter Agreement .2. 3/9/2010 11:59 AM f RESOLUTION NO. 2010-26 A RESOLUTION OF THE CITY COUNCIL. OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE MANAGEMENT EMPLOYEES' ORGANIZATION (MEO), BY ADOPTING THE SIDE LETTER OF AGREEMENT WHEREAS, on May 21, 2007, the City. Council of Huntington Beach adopted Resolution No. 2007-33 for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the Management Employees' Organization (MEO); and WHEREAS, subsequent to the adoption of the MOU, the City of Huntington Beach and MEO 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 MEO ("Side Letter Agreement") attached hereto as Exhibit A and incorporated herein by this reference. The Side Letter Agreement pertains to employee -paid Ca1PERS contributions and suspension of General Leave overage. 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 MEO. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 15th day of March, 2010. AND APPROVED: Cift Adinini PPROVED AS TO FORM: Attorne Exhibit "A" - Resolution No. 2010-26 City of Huntington Beach SIDE LETTER AGREEMENT The Management Employees' Association ('"MEO") and the City of Huntington Beach ("City") hereby agree to this side letter to the 12/20/06 - 12/19/08 MOU, as amended by previous Side Letters, including the 12/17/07 Side Letter extending the MOU through December 19, 2011. ARTICLE I - TERM OF MOU This Side Letter shall be in effect for a period beginning April 3, 2010 through December 19, 2011. MEO has the exclusive right to extend the term of the agreement for six (6) months, through June 19, 2012 and for an additional six (6) months, through December 20, 2012. ARTICLE XI - RETIREMENT B. California Public Employees' Retirement System (CaIPERS) 1. Employee's Contribution a. Effective April 03, 2010 and continuing until the end of the pay period that includes September 30, 2011 (18 months), the. employees shall pay an additional 1% of the employee's contribution to CaIPERS in addition to the 2.25% provided under the December 17, 2007 Side Letter. Total employee contribution from April 3, 2010 through and including the pay period ending December 10, 2010, is three and one -quarter percent (3.25%) of the employee share of CaIPERS. b. Effective the beginning of the pay period that includes December 20, 2010 and continuing until the end of the pay period that includes September 30, 2011 (9 months), the employees shall pay an additional 1% of the employee's contribution to CaIPERS. Total employee contribution from December 11, 2010 through and including the pay period ending which includes September 30, 2011, is four and one -quarter percent (4.25%) of the employee share of. CaIPERS. C. Any employees covered by this agreement who are enrolled in the PERS 3% at 50 safety retirement plan, or any other CaIPERS retirement benefit formula, shall contribute the same percentage to the employees' share of PERS as those enrolled in the 2.5% at 55 plan, as indicated in sections a. and b. above. Exhibit "A" - Resolution No. 2010-26 d. This provision regarding Employee's Contribution to CalPERS 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 2.501o055 of the MEO Memorandum of Understanding as of December 17, 2007 (Reference Resolution No. 2007-87), unless otherwise specifically modified, either by a subsequent side -letter or a successor Memorandum of Understanding. ARTICLE XIg - 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 April 3, 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. This provision regarding General Leave 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 andApproval Approval of the MEO Memorandum of Understanding as of December 20, 2006, unless otherwise specifically modified, either by a subsequent side letter or successor memorandum of understanding. 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 between April 3, 2010 and December 31, 2011, 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. Exhibit "A" - Resolution No. 2010-26 Side -Letter Implementation The parties agree that the execution of this Side Letter Agreement may not be challenged by the Association or any employee it is recognized to represent through the City's grievance procedure or in any other forum unless the challenge is based on a factual allegation that the Agreement was the product of fraud, intentional misrepresentation or unlawful coercion on the part of City representatives. IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to be executed by and through their authorized officers on Huntington Beach Management Employees' Organization Colleen E. Keith President Dated: MOyt.Gh Il , Qb la h Vice Dated: �t&k �fi�)�CD City of Huntington Beach fzneie k-arr rector of Human Resources APPROVED AS TO F0 71, ennifer cGrath City Attorney Dated: 3' if - /© Res. No. 2010-26 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 March 15, 2010 by the following vote: AYES: Carchio, Coerper, Hardy, Green, Bohr, Dwyer, Hansen NOES: None ABSENT: None ABSTAIN: None CitV,lerk and ex-officio Vlerk of the City Council of the City of Huntington Beach, California RCA ROUTING SHEET INITIATING DEPARTMENT: Human Resources SUBJECT: MEO 640 Overage Suspension and CaIPERS Pickup COUNCIL MEETING DATE: March 15, 2010 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 Ap licable 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 Findings/Conditions for Approval and/or Denial Attached ❑ Not Applicable RCA Author: MSC a 1 Clip OF HUNTINGTON BEACH Interdepartmental 6Viern® TO: Joan Flynn, City Cle FROM: Michele Carr, DATE: March 11, 20 SUBJECT: Late ComnWication: Management Employees' Organization Side Letter Agreement Change The Human Resources Department submitted RCA HR 10-10 for Council Action. After the documents were submitted, changes were made to Exhibit A: The Side Letter Agreement as follows: THE SIDE LETTER OF AGREEMENT - PAGE 3 As submitted: Side -Letter Imolementatiion 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 or otherwise appealed either 'administratively or in a court of competent jurisdiction. Modified language: Side -Letter Implementation The parties agree that the execution of this Side Letter Agreement may not be challenged by the Association or any employee it is recognized to represent through the City's grievance procedure or in any other forum unless the challenge is based on a factual allegation that the Agreement was the product of fraud, intentional misrepresentation or unlawful coercion on the part of City representatives. Please replace page 3 of the Side Letter of Agreement with the attached corrected version. Thank you in advance for your help. Attachment: Exhibit A: Page 3 of the Side Letter of Agreement Late Comm Memo - MEO Side letter - j�'" 3/11/2010 Side -Letter Implementation The parties agree that this side -letter agreement and the implement ion thereof will not be subject to Personnel Rule 19 - Grievance Procedure/N -Disciplinary Matters or otherwise appealed either administratively or in a cou of competent jurisdiction. IN WITNESS WHEREOF, the parties have caused this SIDE LER AGREEMENT to be executed by and through their author" ed officers on Huntington Beach Management Employees' Organization Colleen E. Keith President Dated: Deborah DeBow Vice President Dated: of Huntington Beach Fred A. Wilson City Administrator Dated: Larr r of. Human Resources 1-1 Dated: APPROVED AS TO FORM: Jennifer M. McGrath City Attorney Dated: Council/Agency Meeting Held: all Deferred/Continued to: .Approved ❑ Conditionally Approved ❑ Denied C I s Signa e Council Meeting Date: 03/01/10 Department ID Number: HR 10-07 CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: Honorable Mayor and City C SUBMITTED BY: Fred A. Wilson, PREPARED BY: Michele Carr, Di SUBJECT: MEO Concessio Statement of Issue, Funding Source, Me Alternative Action(s), Analysis, Environmental Status, Attachment(s) Statement of Issue: City and Management Employees' Organization (MEO) representatives have met and conferred regarding a variety of options with respect to possible labor -related concessions. Funding Source: N/A Recommended Action: Continue discussions until agreement is reached. Alternative Action(s): Discontinue discussions. REQUEST FOR CITY COUNCIL ACTION MEETING DATE: 03/01/10 DEPARTMENT ID NUMBER: HR 10-07 Analysis: Staff met with representatives of the Management Employees Organization (MEO) to discuss alternatives to assisting the City of Huntington Beach in meeting its future projected economic shortfalls. MEO was provided with a variety of labor cost and expense data related to its membership. To date, no specific plans have been agreed to at this time. Labor representatives and City Administration have met and conferred regarding possible options; and MEO has not yet agreed to a specific proposal. Strategic Plan Goal: Maintain financial viability and our reserves. Environmental Status: N/A Attachment(s): N/A -2- 2/24/2010 10:05 AM INITIATING DEPARTMENT: Human Resources SUBJECT: MEO Concessions COUNCIL MEETING DATE: March 1, 2010 ATTACHMENT'S AN T ;TA U S Ordinance (w1exhibits & legislative draft if applicable) Attached El Not Applicable Resolution (w/exhibits & legislative draft if applicable) Attached Not Applicable ❑ Tract Map, Location Map and/or other Exhibits Attached F-1 Not Applicable Contract/Agreement (w/exhibits if applicable) Attached (Signed in full by the City Attorney) Not Applicable El Subleases, Third Party Agreements, etc. Attached o (Approved as to form by City Attorney) Not Applicable E Certificates of Insurance (Approved by the City Attorney) Attached El Not Applicable z Fiscal Impact Statement (Unbudgeted, over $5,000) Attached El Not Applicable Bonds (If applicable) Attached ❑ Not Applicable Staff Report (If applicable) Attached ❑ Not App icable Commission, Board or Committee Report (If applicable) Attached El Not Applicable Findings/Conditions for Approval and/or Denial Attached ❑ Not Applicable RCA Author: MSC Council/Agency Meeting Held: Deferred/Continued to: *App ved ElConditionally 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 y Coun SUBMITTED BY: Fred A. Its n, C" Adlm­ r i PREPARED BY: Michele Car , r Bob Wingenro Hance irector 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). �iLE S%�L /7— s ys 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-,017 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 #2 RESOLUTION NO. 2009-74 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE MANAGEMENT EMPLOYEES ORGANIZATION (MEO), BY ADOPTING THE SIDE LETTER 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 May 21, 2007, the City Council of Huntington Beach adopted Resolution No. 2007-33 for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the Management Employees Organization (MEO),- Subsequent to the adoption of the MOU, the City of Huntington Beach and MEO agreed to changes, corrections, and clarifications to the MOU that are reflected in a Side Letter Agreement between the City of Huntington Beach and MEO ("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 MEO. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 16t' day of November 2009. Mayor City Attorney _ �.� _ bl _ -I - oq Exhibit "A" - Resolution No. 2009-74 City of Huntington Beach SIDE LETTER AGREEMENT Representatives of the Management Employees' Organization ("MEO") and the City of Huntington Beach ("City") have met and conferred regarding the City's Five Year Financial Plan (the "Plan"). Pursuant to the Plan, the City has determined that it may be necessary to reduce labor costs. In an effort to assist the City in this endeavor, MEO agrees to the following terms with the mutual understanding that resulting savings to the City will be acknowledged as a contribution by MEO. ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS A. CalPERS Within 90 days of Council approval of this side -letter agreement, the City will commence an actuarial study in accordance with Government Code 7507 regarding the impact on future short and long term costs for retirement and/or other post employment benefits as it relates to joining CalPERS Health. ARTICLE IX — HOURS OF WORKIADMINISTRATIVE LEAVE A. Holiday Closure 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 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 to furlough (time off without pay) or employees may use approved leave accruals (general leave or administrative leave) to account for the time away from work during the Holiday Closure. iv. The City may require at the request of the department head, that certain employees work a regular or partial schedule on one or more of the Holiday Closure days. Any employee required by their Department Head to work during any portion of the Holiday Closure will be required to take the equivalent time off between January 2, zoio and July 9, zoio. B. Time Accounting All employees not required to report to work during the Holiday Closure will be paid their regular salary for the Holiday Closure but will be required to account via payroll, as set forth below, for the appropriate time associated with the Holiday Closure. ii. The payroll accounting options for the Holiday Closure includes, furlough and use of leave accruals (general leave or administrative leave). Payroll accounting for the Holiday Closure not specifically listed herein must be approved by the City Administrator or designee. Exhibit "A" - Resolution No. 2009-74 iii. Employees required to work during any portion of the Holiday Closure will be paid their regular salary for the Holiday Closure and will be required to account for the equivalent amount of Holiday Closure hours via furlough, use of approved leave accruals (general leave or administrative leave), or alternative equivalent time taken notwithstanding having worked during the Holiday Closure dates worked. iv. The payroll accounting methods (furlough, use of leave accruals, alternative equivalent time taken in -lieu of Holiday Closure dates), listed herein may be used in any approved combination for a period not to exceed six -months but not later than the pay period ending July 9, 2010. 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. vi. All Holiday Closure hours are to be accounted for via payroll within six -months but not later than the end of the pay period ending July 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. Administrative Leave 2. General Leave 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. Administrative Leave 2. General Leave 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. C. 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 — 01/08/10. The alternative flex day may not include 12/28/09, 12/29/09, 12/30/09 or 12/31/09. i. All provisions pursuant to MEO MOU Exhibit E — Leave Benefits - #5 Holidays, shall apply. ii. All provisions pursuant to MEO MOU Exhibit F — Leave Benefits — #5 Holidays, shall apply. Exhibit "A" - Resolution No. 2009-74 Side -Letter The parties agree that this side -letter agreement is not be subject to Personnel Rule 19 - Grievance Procedure/Non-Disciplinary Matters or otherwise appealable either administratively or in a court of competent jurisdiction. IN WITNESS WHEREOF, the parties hav caused this SIDE LETTER AGREEMENT to be executed by and through their authorized officers on {/ "yrj 16, AOOg 01 Huntington Beach Management Employees' Organization Leonie Mulvihill MEO President Dated: l I `(p l o g City of Huntington Beach APPROVED AS TO FORM: Id JenniferM. McGrath kv - 0-9-6i City Attorney Dated: Res. No. 2009-74 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 16, 2009 by the following vote: AYES: Carchio, Dwyer, Green, Bohr, Coerper, Hardy, Hansen NOES: None ABSENT: None ABSTAIN: None Q00-4i 0) 1-di4vt4) CClerk and'ex-officilyClerk of the City Council of the City of Huntington Beach, California RCA ROUTING SHEET INITIATING DEPARTMENT: HUMAN RESOURCES SUBJECT: Holiday Closure 2009 COUNCIL MEETING DATE: November 16, 2009 RCA ATTACHMENTS STATUS Ordinance (w/exhibits & legislative draft if applicable) Attached ❑ Not Ap licable Resolution (w/exhibits & legislative draft if applicable) Attached ❑ Not Applicable Tract Map, Location Map and/or other Exhibits Attached ❑ Not Ap licable Contract/Agreement (w/exhibits if applicable) Attached ❑ (Signed in full by the City Attomey) 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) Attachd El Not Applicable Staff Report (If applicable) Attached El Not Applicable Commission, Board or Committee Report (If applicable) Attached ❑ Not Applicable Findings/Conditions for Approval and/or Denial Attached ❑ Not Applicable EXPLANATION FOR MISSING ATTACHMENTS REVIEWED RETURNED FORWARDED Administrative Staff Deputy City Administrator (initial) City Administrator Initial City Clerk ( ) EXPLANATION FOR RETURN OF ITEM: RCA Author: MSC XZ 761 %41 Council/Agency Meeting Held: Deferred/Continued to: AAppr ed ❑ Conditionally Approved ❑ Denied City s Sig ature Council Meeting Date: 3/16/2009 Department ID Number: HR CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: Honorable Mayor and City SUBMITTED BY: Fred A. Wilson, Crity Adm? PREPARED BY: SUBJECT: Michele Carr, D ncil Members i Dan Villella, Fina e irector 45� 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. 200g-j 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. 20nn-i s 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 A 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. CalPERS 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): ....._...... __ - .................... __.. . 1. 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 BEFORE 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 1 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. Ifyou have someone eligible for Survivor Continuance, the reduction is applied only to the option portion of your 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.caipers.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 CalPERS with a judgment that awards you the entire interest in your CalPERS benefits; and • You notify CalPERS 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 CaIPERS with a judgment that awards you the entire interest in your CaIPERS benefits; and You notify CalPERS 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 CalPERS 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 (or 888-225-7377) 1 www.calpers.ca.gov ATTACHMENT NO. RESOLUTION NO. 2009-17 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 A SIDE LETTER OF AGREEMENT REGARDING SUPPLEMENTAL RETIREMENT BENEFIT OPTIONS WHEREAS, the City Council of Huntington Beach adopted Resolution No. 2007-33 for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the Huntington Beach Managementl Employees Organization (MEO); and Subsequent to the adoption of the MOU, the City of Huntington Beach and the MEO agreed to changes to the MOU that are reflected in a Side Letter of Agreement between the City of Huntington Beach and the MEO ("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: 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 MEO. 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 7200 9 19L11, lor4L, Mayor , It APPROVED: INIT City 4or f iNstrator )�;rre cAr of /A ROVED ASTOFORM: V 1 _., ` ity Attorney Iti7'1t1'1I Exhibit "A", Resolution NO. 2009-17 SIDE LETTER AGREEMENT-- MEO Representatives of the Huntington Beach Management Employees Organization ("MEO") 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 MEO and City effective December 20, 2006. EMPLOYEE SUPPLEMENTAL RETIREMENT PLAN: Effective June 16, 2008 , Article XI A.1.a. of the MOU between MEO and City is hereby deleted and replaced as follows: Self Funded Supplemental Retirement Benefit Employees hired prior to August 17, 1998 are eligible for the Self -Funded Supplemental Retirement Benefit, which provides that: a. In the event a member elects Option #1, #2, #2W, #3, #3W or #4 of the Public Employees' Retirement Law, the City shall pay the difference between such elected options and the unmodified allowance which the member would have received for his or her life alone as provided in California Government Code sections 21455, 21456, 21457, and 21548 as said referenced Government Code sections exist as of the date of this agreement. This payment shall be made only to the member shall be payable by the City during the life of the member, and upon that member death, the City obligation shall cease. The method of funding this benefit shall be at the sole discretion of the City. This benefit is vested for employees covered by this Agreement. b. Employees hired on or after August 17, 1998 shall not be eligible for this benefit referenced in A.1.a. herein above. Fnr KAFCI For ithAluntington Beach Pitj Administrator Dated: 3 —`{--G I IAppred as to form: nnifer McGrath, City AAorney Dated: 3, " a 25966 Res. No. 2009-1 7 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 City Jerk and ex-officio rk of the City Council of the City of Huntington Beach, California K Council/Agency Meeting Held: 2� D Deferred/Continued to: �] Appr v d ❑ Conditional) A proved ❑ Denied CI 's Si ature Council Meeting Date: 12/17/2007 Department ID Number: HR - 07 - 18 CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION SUBJECT: ADOPT A RESOLUTION �APP OVING A SIDE LETTER TO THE MEMORANDUM OF UNDE STANDING BETWEEN THE CITY AND THE MANAGEMENT M OYEES' ORGANIZATION (MEO) Statement of Issue, Funding Source, Recommended Act/-On,/Alternative Action(s), Analysis, Environmental Status, Attachment(s) Statement of Issue: The Memorandum of Understanding (MOU) with the Huntington Beach Management Employees' Organization (MEO) was approved by the City Council on May 21, 2007. The City and MEO representatives met and conferred regarding the following additional terms: • Term of Agreement • Wage Increases • Health Benefits • Retirement Benefits • Unit Modification Funding Source: No additional funding is required for Fiscal Year 2007/2008. Funding will be budgeted for successive fiscal years. Recommended Action: Motion to: Adopt Resolution No. 2007-87, a Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Management Employees' Organization (MEO), By Adopting the Side Letter of Agreement. Alternative Action(s): Do not adopt Resolution No. 2007- 87 a Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Management Employees' Organization (MEO), By Adopting the Side Letter of Agreement. REQUEST FOR CITY COUNCIL ACTION MEETING DATE: 12/17/2007 DEPARTMENT ID NUMBER: HR - 07 - 18 Analysis: Term of Agreement The parties agree to extend the term of agreement an additional three (3) years to midnight, December 19, 2011. Wage Increases The parties agree to additional wage increases as follows: • 2.0% percent effective the beginning of the pay period that includes 12/20/08 • 2.0% percent effective the beginning of the pay period that includes 12/20/09 • 2.0% percent effective the beginning of the pay period that includes 12/20/10 Health Benefits The parties agree that MEO has the option to allocate one-half of one percent (.50%) in years three (3), four (4) and five (5) of the agreement to offset the cost of health benefits OR the one-half of one percent (.50%) may be taken in an additional wage increase for each year. Retirement Benefits The parties agree that subject to agreement by all impacted groups, the City will implement the CalPERS 2.5% @ 55 benefit formula. The MEO members agree to pay the full cost of the additional employee share of costs associated with the plan change from implementation until the end of contract year two (2) — 12/19/08. Effective year three (3) and thereafter, MEO members agree to pay two and one -quarter percent (2.25%) of the employee share of PERS for the enhanced benefit formula. Unit Modification The parties agree to modify the unit to include additional positions, modified positions, and one (1) non -associated position (omitted previously in error): • Energy Project Manager (new) • General Services Manager (new) • Payroll Systems Analyst (modified) • Personnel Analyst, Principal (n/a — previously omitted in error) • Project Manager (new) Representatives of MEO 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 MEO MOU (Resolution No. 2007-33) as contained in the Side Letter Agreement - "Exhibit A". Environmental Status: Not applicable -2- 11/26/2007 12:28 PM REQUEST FOR CITY COUNCIL ACTION MEETING DATE: 12/17/2007 DEPARTMENT ID NUMBER: HR - 07 - 18 Attachment(s): Resolution 2007-87 - Amending the Memorandum of Understanding between the City of Huntington Beach and the Management Employees' Organization (MEO) by adopting the side letter of agreement. includina Exhibit A: The Side Letter Aareement. -3- 11/28/2007 3:37 PM ATTACHMENT #1 RESOLUTION NO. 2007-87 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE MANAGEMENT EMPLOYEES' ORGANIZATION (MEO), BY ADOPTING THE SIDE LETTER OF AGREEMENT WHEREAS, on May 21, 2007, the City Council of Huntington Beach adopted Resolution No. 2007-33 for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the Management Employees' Organization (MEO); Subsequent to the adoption of the MOU, the City of Huntington Beach and MEO 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 MEO ("Side Letter of Agreement") attached hereto as Exhibit A and incorporated herein by this reference. The Side Letter of Agreement pertains to extension of the term of agreement, additional wage increases, health benefits cost provisions, retirement benefits and unit modification. 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 MEO. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 17thday of December. 2007 REVIEWED AND APPROVED: APPROVED AS TO FORM: City A inistrator 07-1353/15863 EXHIBIT A Resolution No. 2007- 87 Exhibit "A" City of Huntington Beach SIDE LETTER AGREEMENT Representatives of the Management Employees' Organization ("MEO") and the City of Huntington Beach ("City") hereby agree to the following terms related to the MEO MOU: Article I — Term of MOU The term of agreement shall be extended for an additional three (3) years to midnight, December 19, 2011. Article VI — Salary Schedule Wage Increases g. Effective the beginning of the pay period that includes December 20, 2008, all employees shall receive a two percent (2.0%) wage increase. h. Effective the beginning of the pay period that includes December 20, 2009, all employees shall receive a two percent (2.0%) wage increase. i. Effective the beginning of the pay period that includes December 20, 2010, all employees shall receive a two percent (2.0%) wage increase. Article VH — Special Pay A. Educational Tuition 1. Upon approval of the Department Head and the Director of Human Resources, permanent employees may be compensated for courses from accredited educational institutions, including vocational schools. Tuition reimbursement shall be limited to job -related courses or job -related educational degree objectives and requires prior approval by the Department Head and the Director of Human Resources. 2. Education costs shall be reimbursed to permanent employees on the basis of a f t' re fti ,a for tuition, books, parking (if a required fee) and any other required fees upon presentation of receipts. However, the maximum reimbursement shall not be more than one thousand five hundred dollars ($1,500) in any fiscal year period, per employee. 2a. Employees may not carry-over and be reimbursed for prior fiscal year education costs in successive fiscal years. 3. Reimbursements shall be made when the employee presents proof to the Director of Human Resources that he/she has successfully completed the course with a grade of "C" or better; or a "Pass" if taken for credit. Article X — Health and Other Insurance Benefits J. Health Insurance Option In addition to the wage increase available in Article VI, Section 2.g-1, MEO has the option to spend either one-half of one percent (.50%) in years three (3), four (4) or five (5) of this agreement, to offset health insurance cost increases OR MEO may elect to take the one-half of one percent (.50%) in a wage increase in years three (3), four (4), or five (5) of this agreement. MEO must notify the City in writing of its election by August 15, in year three (3), year four (4) and year five (5). Article XI — Retirement Benefits C. Retirement Contract Reopener — Language Deleted C. PERS 2.5% 9 55 If all other affected units agree, and subject to a formal ratification vote conducted in accordance with Ca1PERS regulations, the City shall implement the 2.5% @ 55 PERS retirement formula effective in year two (2) of this agreement (12/20/07 — 12/19/08). Effective the beginning of the first pay period Resolution No. 2007- 87 Exhibit "A" following implementation, the employee shall pay all additional costs of the employee share of PERS to implement the 2.5% @ 55 PERS retirement formula. In years three (3) four (4) and five (5) and thereafter, the employee shall pay 2.25% of the employee share of PERS. Article XIV (E) — Unit Modification The City of Huntington Beach proposes to include the following modified, newly created, and non - associated positions into MEO (as approved by the Personnel Commission 10/17/07 and Adopted by City Council 11/19/07) • Energy Project Manager (new) • General Services Manager (new) • Payroll Systems Analyst (modified) • Personnel Analyst, Principal (NA - omitted from prior side letter agreement in error) • Project Manager (new) IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AMENDMENT to be executed by and through their authorized officers on December 17, 2007 For MEO For the City of Huntington Beach Kav Hoffinan, resi r. Penel pe Culbreth-Graft City Administrator Dated: //- % Dated: 12,- ( � -O `7 APPROVED AS TO FORM: J nnifer McGrath, City Attorn Dated: /;, / a 1 b�- 2 Res. No. 2007-87 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, 2007 by the following vote: AYES: Bohr, Coerper, Green, Carchio NOES: Hansen, Hardy, Cook ABSENT: None ABSTAIN: None Ci Clerk and ex-officio Jerk of the City Council of the City of Huntington Beach, California RCA ROUTING SHEET INITIATING DEPARTMENT: I ADMINISTRATION SUBJECT: ADOPT A RESOLUTION AMENDING THE MANAGEMENT EMPLOYEES' ORGANIZATION (MEO) MOU BY ADOPTING A SIDELETTER OF AGREEMENT I COUNCIL MEETING DATE: I December 17, 2007 1 RCA ATTACHMENTS 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 ❑ Not Applicable 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 -EXPLANATION Ai ATTACHMENTS -REVIEWED RETURNED FORWARDED Administrative Staff Deputy City Administrator Initial City Administrator (Initial) ( ) ( ) City Clerk EXPLANATION FOR RETURN OF ITEM: RCA Author: M. Carr E, w Council/Agency Meeting Held:ID�/�/o�QO Deferred/Continued to: �App oved ❑Conditionally Approved ❑Denied�c�Cit ler ' Signatu Council Meeting Date: 10/15/07 Department ID Number: HR.,.07-14 CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: HONARABLE MAYOR AN SUBMITTED BY: PEN`ELOPE CULBRETH- f PREPARED BY: MICHELE CARR, DIRECT SUBJECT: ADOPT RESOLUTION APP MEMORANDUM OF UN THE MANAGEMENT UNIT MODIFICATION V/P� K9VING SIDE LETTER TO THE TANDING BETWEEN THE CITY AND OYEES' ORGANIZATION (REGARDING Statement of Issue, Funding Source, Recommended Action, Alternative Action(s), Analysis, Environmental Status, Attachment(s) Statement of Issue: The Memorandum of Understanding (MOU) with Huntington Beach Management Employees' Organization (MEO) approved by the City Council on May 21, 2007. This MOU delineates the positions governed by the MEO unit. The City and MEO met and conferred regarding modification of the unit to include additional positions, previously considered non -associated. The City and MEO have come to a side letter agreement regarding this unit modification. Funding Source: No additional funding is required. Recommended Action: Motion to: Adopt Resolution No. 2007-69 a Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding between the City and the Management Employees' Organization, By Adopting the Side Letter of Agreement (Regarding Unit Modification) Alternative Action(s): Do not adopt Resolution No. 2007-. 69 a Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Management Employees' Organization, By Adopting the Side Letter of Agreement (Regarding Unit Modification) REQUEST FOR CITY COUNCIL ACTION MEETING DATE: 10/15/07 DEPARTMENT ID NUMBER: HR-07-14 Analysis: Representatives of MEO and the City of Huntington Beach have agreed to terms and conditions related to Unit Modification pursuant to Article II and Article XIV(E) of the MOU between MEO and the City effective, December 20, 2006. Under the side letter agreement, the City hereby modifies the classifications listed in "Exhibit A" of the MEO MOU (Resolution No. 2007-33). Environmental Status: Not applicable Attachment(s): Resolution 2007- 69 - Amending the Memorandum of Understanding between the City of Huntington Beach and the Management Employees' Organization by adopting the side letter of agreement (regarding Unit Modification), including Exhibit A: The Side Letter Agreement. -2- 10/1/2007 4:34 PM ATTACHMENT #1 RESOLUTION NO. 2007-69 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE MANAGEMENT EMPLOYEES' ORGANIZATION, BY ADOPTING THE SIDE LETTER OF AGREEMENT PERTA11N:11'G TO UNIT MODIFICATION WHEREAS, on May 21, 2007, the City Council of Huntington Beach adopted Resolution No. 2007-33 for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the Management Employees' Organization (MEO); Subsequent to the adoption of the MOU, the City of Huntington Beach and MEO 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 the MEO ("Side Letter of Agreement") attached hereto as Exhibit A and incorporated herein by this reference. The Side Letter of Agreement pertains to unit modification. 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 the MEO. 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 2007. REVIEWED AND APPROVED: 6W-12� rty Admk istrator APPROVED AS TO FORM: y Attorney / !�_ 27.0• 07-1254/14380 Resoluuion %!o. 2007-69 Exhibit "A" City of Huntington Beach SIDE LETTER AGREEMENT Representatives of the Management Employees' Organization ("MEO") and the City of Huntington Beach ("City") hereby agree to the following terms related to MEO Unit Modification: Article XIV (E) — Unit Modification The City of Huntington Beach proposes to move the following Non -Associated positions into MEO • Administrative Analyst • Administrative Analyst Principal • Administrative Analyst Senior • Assistant City Attorney • Budget Analyst Senior • Community Relations Officer • Human Resources Manager • Payroll Analyst • Personnel Analyst • Personnel Analyst Senior • Risk Manager • Senior Deputy City Attorney The City Administrator reserves the right to designate up to nine (9) Management Employees' Organization employees as confidential. The City Administrator shall provide said designation in writing to the organization within 120 calendar days from City Council ratification of this agreement. 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 dealing with employee associations. Said confidential employees shall not serve as board members or members of the negotiations team on behalf of the labor organizations while designated as confidential. Article VI — Salary The City proposes to pay the above -listed group a 4.5% salary adjustment from the period of 12/20/06 — 01 /26/07. Administrative Leave Employees incumbent to the positions listed above will be entitled to all "old administrative" leave that is currently accrued on the books, available for use on the date of Council ratification. They will also receive the full benefit of the fifty (50) hours with the same use requirements as other members. Employees moving from NA to MEO will be given a thirty (30) day period of time to "cash out" a maximum of forty (40) additional hours of General Leave. The beginning of the thirty (30) Resol ut i ot, Nio. 2 007-69 Exhibit "A" calendar day period is effective on the date of Council ratification. All other provisions of the MEO MOU would apply to NA members moving into MEO. IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AMENDMENT to be executed by and through their authorized officers on 0c700LE Q f� p�- For MEO to Hoffman, Pret Dated: / 0 -- / "7 U -7 For the City of Huntington Beach r. Penel e Culbreth-Gra t City Administrator Dated: October 22, 2007 APPROVED AS TO FORM: IV Yq Je ifer McGrath, City AttFq. al Dated: �a' f✓ . Cam' Res. No. 2007-69 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, 2007 by the following vote: AYES: Bohr, Carchio, Cook, Coerper, Green, Hansen, Hardy NOES: None ABSENT: None ABSTAIN: None CU Clerk and ex-offici Jerk of the City Council of the City of , Huntington Beach, California RCA ROUTING SHEET INITIATING DEPARTMENT: ADMINISTRATION SUBJECT: ADOPT RESOLUTION AMENDING THE MANAGEMENT EMPLOYEES' ORGANIZATION MOU BY ADOPTING THE SIDELETTER OF AGREEMENT REGARDING UNIT MODIFICATION COUNCIL MEETING DATE: October 15, 2007 RCA ATTACHMENTS 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 Attomey) Attached ❑ Not Applicable Fiscal Impact Statement (Unbudgeted, over $5,000) Attached ❑ Not Applicable Bonds (If applicable) Attached El Not Applicable 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 EXPLANATION FOR MISSING ATTACHMENTS REVIEWED RETURNED FOR DED, Administrative Staff ) ( ) Deputy City Administrator (Initial) ( ) ( ) City Administrator (Initial) ( ) City Clerk ( ) I EXPLANATION FOR RETURN OF ITEM: RCA Author: M. Carr q a Council/Agency Meeting Held: 0 Deferred/Continued to: Approve ❑ Conditionally Approved ❑ Denied it erW Signat r Council Meeting Date: 5/21/2007 Department ID Number: HR 07-05 CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: HONORABLE MAYOR AND CITY COUNCIL MEMBERS SUBMITTED BY: P NELOP CU RETH-GRAFT, ITY ADMINSTRATOR PREPARED BY: BOB HALL, DEPUTY CITY ADMINSTRATO� SUBJECT: APPROVAL OF MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION (MEO) Statement of Issue, Funding Source, Recommended Action, Alternative Action(s), Analysis, Environmental Status, Attachment(s) Statement of Issue: Should the City and the Huntington Beach Management Employee's Organization (MEO) enter into a new Memorandum of Understanding (MOU) covering the period December 20, 2006 through December 19, 2008? Funding Source: Funding is contained in the current Fiscal Year 2006/2007 budget and funding will be included in the budgets for Fiscal Years 2007/08 and 2008/09. The cost to implement the MEO MOU in the current Fiscal Year is $680,331. The cost to implement the MEO MOU in Fiscal Years 2007/08 and 2008/09 is $947,779 and $138,766. Total estimated cost of this MOU for a two-year term is $1,766,876. Recommended Action: Motion to: Adopt Resolution No. 2007-33 , 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 Management Employees' Organization (MEO) for the term of December 20, 2006 through December 19, 2008. Alternative Action(s): Do not approve the Resolution for employees of the MEO and direct staff to either attempt to continue to rneet and confer with the Association or utilize the impasse procedures under the City's Employer -Employee Relations Resolution. REQUEST FOR CITY COUNCIL ACTION MEETING DATE: 5/21/2007 DEPARTMENT ID NUMBER: HR 07-05 Analysis: Representatives of the City and the MEO have completed the meet and confer process with agreement on a new Memorandum of Understanding (MOU) for the period of December 20, 2006 through December 19, 2008. The negotiation process focused primarily on classification and compensation issues related to recruitment, retention, internal alignment and market competitiveness. Both City and MEO negotiations teams spent a significant amount of time reviewing and discussing the results and recommendations of Cooperative Personnel Services (CPS) classification and compensation study. Highlights from the listing of proposed pay and benefit changes include the following: Wage Increases - 4.5% wage increase retroactive to the first pay period that includes December 20, 2006 - 4.5% wage increase effective the first pay period that includes December 20, 2007 Classification and Compensation Study: In March of 2006, CPS Human Resources Services (CPS) was retained to perform a, classification and compensation study for a total of sixty-five (65) .classifications, twenty-six. (26) of which were MEO classifications. The classifications were selected based on Department requests and those identified in the MEO MOU. 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. Upon receipt of the classification recommendations and compensation analyses, Human Resources staff met with each Department to receive additional input. With a few exceptions, the City is in concurrence with CPS's recommendations. The City and Association have met and conferred regarding recommended changes to MEO classifications. In order to address recruitment, retention, market and internal alignment issues, the City and the Association have agreed to the following: 1) Effective with the first pay period following City Council ratification, the classifications listed below shall receive the noted market compensation adjustments: Principal Plumbing & Mechanical Inspector — 2.5% Principal Electrical Inspector — 2.5% Inspection Supervisor — 2.5% Inspection Manager — 4.5% Plan Check Engineer — 2.5% Permit & Plan Check Manager — 12.5% Facilities, Development & Concessions Manager — 7.5% Senior Information Systems Analyst — 2.5% Public Safety Systems Manager — 1 % Principal Civil Engineer — 12.5% -2- 5/8/2007 11:21 AM REQUEST FOR CITY COUNCIL ACTION MEETING DATE: 5/21/2007 DEPARTMENT ID NUMBER: HR 07-05 Contract Administrator — 5% Transportation Manager — 4% Construction Manager — 5% Maintenance Operations Manager — 8% City Engineer — 2% Deputy Director Public Works — 2.5% Administrative Analyst — 1.5% Senior Administrative Analyst — 1.5% 2) The City and the Association agreed to the classification and compensation changes to the following positions: GIS Administrator to GIS Manager — 18% Associate Civil Engineer to Senior Civil Engineer — 5% Associate Traffic Engineer to Senior Traffic Engineer — 4.5% Principal Administrative Analyst to Project Manager — 2% Cultural Affairs Supervisor to Senior Supervisor Cultural Services — 17:"0% Office Automation Systems Administrator to Senior Information Systems Analyst — 2.5% IS Computer Operations Supervisor to IS Computer Operations Manager 30% The proposed changes to City's classification plan and the job specifications for the classifications listed above will be presented to the Personnel Commission for review. Upon review by the Personnel Commission and subsequent approval by the City Council, the classification and compensation changes to the positions of GIS Administrator, Associate Civil Engineer, Associate Traffic Engineer and Principal Administrative Analyst will be retroactively effective to the first pay period that follows City Council ratification of the 2006-2008 MEO MOU. The proposed classification and compensation changes to the positions of Cultural Affairs Supervisor, Office Automation Systems Administrator and IS Computer Operations Supervisor are reclassifications and as such, these changes will be retroactively effective to the pay period that includes December 20, 2006. 3) The City and the Association further agreed that the classification and compensation changes outlined above resolve any and all outstanding issues raised by either party prior to the execution of the 2006-2008 MEO MOU. Health Benefits Effective with the January 2008 health insurance deduction, the City's contribution shall increase in an amount not to exceed ten percent (10%) for medical insurance, five percent (5%) for dental insurance and five percent (5%) for vision insurance. The increases shall be based on potential increases to the City's Blue Shield HMO, Delta Dental PPO, Delta Care HMO and Vision Service plans in 2008. In the event that the premiums for the aforementioned plans increase by less than ten percent (10%), five percent (5%) and five -3- 5/8/2007 11:21 AM REQUEST FOR CITY COUNCIL ACTION MEETING DATE: 5/21/2007 DEPARTMENT ID NUMBER: HR 07-05 percent (5%) respectively, the City contribution caps will be adjusted based on the actual percentage increases Any premium amounts that exceed the City's contribution caps shall be the employee's responsibility. Effective with the first pay period following City Council ratification, the City contribution or "Medical Cash Out" for employees who opt out of City health coverage shall increase from $92.31 bi-weekly, to the lowest, employee only, City contribution to medical coverage offered to this unit. A summary of these and all other negotiated provisions are included as Attachment #1. Non -Associated On January 16, 2007, the City Council approved Resolution 2007-08, which modified salaries and benefits for the City's Non -Associated employees. Per Section 1.A.4 of Resolution 2007- 08, the employees listed in Exhibit 1 of the Non -Associated resolution shall receive the same salary increases and health care contributions as determined by the MEO MOU. The salary increases for the Exhibit 1 group shall be effective the pay period that includes January 16, 2007. The classifications in Exhibit 1 include all non -represented (Non -Associated) exempt, non -executive employees (excluding the Deputy City Treasurer position). Additionally, the Non -Associated classifications of Administrative Analyst and Senior Administrative Analyst are recommended for a 1.5% compensation adjustment as a result of the classification and compensation study. The compensation adjustment shall be effective the first pay period following City Council ratification. The classification of Payroll Analyst is recommended for reclassification to Senior Payroll Analyst. The cost to implement the wage and health benefits increases (including the classification and compensation study adjustments) for the selected Non -Associated employees will be $62,854 in Fiscal Year 2006/2007, $94,082 in Fiscal Year 2007/2008 and $23,790 in Fiscal Year 2008/2009. The total cost to implement Section 1.A. 4 of Resolution 2007-08 is $180,726. These costs are included in the cost figures to implement the MEO MOU reflected in the Funding Source section above. Strategic Plan Goal: Not applicable Environmental Status: Not applicable -4- 5/8/2007 3:55 PM REQUEST FOR CITY COUNCIL ACTION MEETING DATE: 5/21/2007 DEPARTMENT ID NUMBER: HR 07-05 Attachment(s): City Clerk's .- Number 1. Proposed Changes in Terms and Conditions of Employment between the City M. of Huntington Beach and the Management Employees' Organization MEO 2. PowerPoint Presentation — Summary of Negotiated Provisions 3. Legislative Draft - Memorandum of Understanding between the City of Huntington Beach and the MEO for December 20, 2006 through December 19, 2008 4. Resolution to Adopt Memorandum of Understanding between the City of Huntington Beach and the MEO for December 20, 2006 through December 19, 2008, including Exhibit A. Final Memorandum of Understanding between the City of Huntington Beach and the MEO for December 20, 2006 through December 19, 2008 -5- 5/8/2007 11:21 AM ATTACHMENT #1 .1 PROPOSED CHANGES IN TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN CITY OF HUNTINGTON BEACH AND THE MANAGEMENT EMPLOYEES' ORGANIZATION (MEO) Proposed Changes FY 2006/2007 FY 2007/2008 FY 2008/2009 Est. Cost for Term Staff Comments in Terms and Estimated Cost Estimated Cost: Estimated Cost: of the Agreement Conditions a.) Base Salary* a.) Base Salary* a.) Base Salary* a.) Base Salary* b.) Salary Driven b.) Salary Driven b.) Salary Driven b.) Salary Driven Costs** Costs** Costs** Costs** c.) Total c.) Total Estimated c.) Total Estimated c.) Total Estimated Cost*** Cost*** Cost*** Estimated Cost*** Term �, v 12/20/06 — 12/19/08 Wa a 1ncre4ses,MEO ; �... 4.5% wage increase a.) $ 393,562 a.) $393,562 retroactive to b.) $ 86,347 b.) $86,347 12/20/06 c.) $479,909 c.) $479,909 Class & Comp Study a.) $112,816 a.) $162,004 a.) $274,820 This includes Compensation b.) $24,752 b.) $35,544 b.) $60,296 classification and/or Adjustments c.) $137,568 c.) $197,548 c.) $335,116 compensation adjustments to 22 positions effective upon ratification. Reclassifications of three add'I positions will be retroactive to 12/20/06. 4.5% wage increase a.) $490,956 a.) $81,239 a.) $572,195 retro to 12/20/06 and b.) $107,716 b.) $17,824 b.) $125,540 4.5% increase c.) $598,672 c.) $99,063 c.) $697,735 effective 12/20/07 * Base salary is the cost of raising salary; ** Salary driven costs are the additional costs associated with raising base salary, which include employer taxes, worker's compensation and retirement *** Total estimated are costs are based upon cost information available in 2006/2007 N/C No measurable cost Page 1 of 10 PROPOSED CHANGES IN TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN CITY OF HUNTINGTON BEACH AND THE MANAGEMENT EMPLOYEES' ORGANIZATION (MEO) Proposed Changes FY 2006/2007 FY 2007/2008 FY 2008/2009 Est. Cost for Term Staff Comments in Terms and Estimated Cost Estimated Cost: Estimated Cost: of the Agreement Conditions a.) Base Salary* a.) Base Salary* a.) Base Salary* a.) Base Salary* b.) Salary Driven b.) Salary Driven b.) Salary Driven b.) Salary Driven Costs** Costs** Costs** Costs** c.) Total c.) Total Estimated c.) Total Estimated c.) Total Estimated Cost*** Cost*** Cost*** Estimated Cost*** .Wage Increases,Non-Associated_, 4.5% increase a.) $49,640 a.) $49,640 retroactive to 1/16/07 b.) $10,892 b.) $10,892 c.) $60,532 c.) $60,532 Class & Comp Study a.) $1,904 a.) $1,947 a.) $3,851 Compensation b.) $418 b.) $427 b.) $845 Adjustments Effective c.) $2,322 c.) $2,374 c.) $4,696 Upon Ratification 4.5% wage increase a.) $68,552 a.) $17,291 a.) $85,843 retro to 1/16/07 and b.) $15,040 b.) $3,794 b.) $18,834 4.5% increase c.) $83,592 c.) $21,085 c.) $104,677 effective 12/20/07 * Base salary is the cost of raising salary; ** Salary driven costs are the additional costs associated with raising base salary, which include employer taxes, worker's compensation and retirement *** Total estimated are costs are based upon cost information available in 2006/2007 N/C No measurable cost Page 2 of 10 PROPOSED CHANGES IN TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN CITY OF HUNTINGTON BEACH AND THE MANAGEMENT EMPLOYEES' ORGANIZATION (MEO) Proposed Changes FY 2006/2007 FY 2007/2008 FY 2008/2009 Est. Cost for Term Staff Comments in Terms and Estimated Cost Estimated Cost: Estimated Cost: of the Agreement Conditions a.) Base Salary* a.) Base Salary* a.) Base Salary* a.) Base Salary* b.) Salary Driven b.) Salary Driven b.) Salary Driven b.) Salary Driven Costs** Costs** Costs** Costs** c.) Total c.) Total Estimated c.) Total Estimated c.) Total Estimated Cost*** Cost*** Cost*** Estimated Cost*** HealthpBenefits „ s Effective with the MEO: $47,740 MEO: $15,913 MEO: $63,653 Employee is January 2008 health responsible for insurance deduction, NA: $8,116 NA: $2,705 NA: $10,821 medical, dental and the City's contribution vision premium costs shall increase in an that exceed the 10%, amount not to 5% and 5% caps exceed 10% for (respectively). medical, 5% for dental and 5% for O.C. Blue Shield HMO vision. The increases rates to be used as the will be based on base for determining potential increases to the City's contribution the City's Blue Shield cap for medical. HMO plan, Delta Dental HMO & PPO Enhanced health plans and Vision coverage is vital to the Service plans recruitment and respectively. attraction of qualified personnel. * Base salary is the cost of raising salary; *' Salary driven costs are the additional costs associated with raising base salary, which include employer taxes, worker's compensation and retirement *`* Total estimated are costs are based upon cost information available in 2006/2007 N/C No measurable cost Page 3 of 10 PROPOSED CHANGES IN TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN CITY OF HUNTINGTON BEACH AND THE MANAGEMENT EMPLOYEES' ORGANIZATION (MEO) Proposed Changes FY 2006/2007 FY 2007/2008 FY 2008/2009 Est. Cost for Term Staff Comments in Terms and Estimated Cost Estimated Cost: Estimated Cost: of the Agreement Conditions a.) Base Salary* a.) Base Salary* a.) Base Salary* a.) Base Salary* b.) Salary Driven b.) Salary Driven b.) Salary Driven b.) Salary Driven Costs** Costs** Costs** Costs** c.) Total c.) Total Estimated c.) Total Estimated c.) Total Estimated Cost*** Cost*** Cost*** Estimated Cost*** Increase in Medical MEO: $9,737 MEO: $9,737 Increase in City Cash Out contribution to lowest NA: $0 NA: $0 cost, employee only, city contribution to medical offered to this unit. Effective upon ratification. Language modified to reflect current State law. Marine Safety Chief N/C N/C N/C N/C The City will provide Program Eligibility the Marine Safety Chief a plan that is designed specifically for Safety employees. Section A.C. Long- N/C N/C N/C N/C Amended to include Term Disability provision to disallow Insurance employees from receiving more than 100% of regular salary while receiving disability benefits and paid leave. * Base salary is the cost of raising salary; ** Salary driven costs are the additional costs associated with raising base salary, which include employer taxes, worker's compensation and retirement *** Total estimated are costs are based upon cost information available in 2006/2007 N/C No measurable cost Page 4 of 10 PROPOSED CHANGES IN TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN CITY OF HUNTINGTON BEACH AND THE MANAGEMENT EMPLOYEES' ORGANIZATION (MEO) Proposed Changes FY 2006/2007 FY 2007/2008 FY 2008/2009 Est. Cost for Term Staff Comments in Terms and Estimated Cost Estimated Cost: Estimated Cost: of the Agreement Conditions a.) Base Salary* a.) Base Salary* a.) Base Salary* a.) Base Salary* b.) Salary Driven b.) Salary Driven b.) Salary Driven b.) Salary Driven Costs** Costs** Costs** Costs** c.) Total c.) Total Estimated c.) Total Estimated c.) Total Estimated Cost*** Cost*** Cost*** Estimated Cost*** Special Pa Article VII. C. N/C N/C N/C N/C Effective with the first Process Owner Pay full pay period following Council ratification, the pay shall end. Employees currently receiving this pay will continue to receive Process Owner Pay while they remain assigned to their position. Paid Leave Article IX.B. N/C N/C N/C N/C Amended to provide all Administrative Leave unit employees with 50 hours of Administrative Leave per calendar year. Employees who have accrued a bank of old admin leave shall have the right to use their accrued leave time. * Base salary is the cost of raising salary; ** Salary driven costs are the additional costs associated with raising base salary, which include employer taxes, worker's compensation and retirement *** Total estimated are costs are based upon cost information available in 2006/2007 N/C No measurable cost Page 5 of 10 PROPOSED CHANGES IN TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN CITY OF HUNTINGTON BEACH AND THE MANAGEMENT EMPLOYEES' ORGANIZATION (MEO) Proposed Changes FY 2006/2007 FY 2007/2008 FY 2008/2009 Est. Cost for Term Staff Comments in Terms and Estimated Cost Estimated Cost: Estimated Cost: of the Agreement Conditions a.) Base Salary* a.) Base Salary* a.) Base Salary* a.) Base Salary* b.) Salary Driven b.) Salary Driven b.) Salary Driven b.) Salary Driven Costs** Costs** Costs** Costs** c.) Total c.) Total Estimated c.) Total Estimated c.) Total Estimated Cost*** Cost*** Cost*** Estimated Cost*** Article XII. A.2 N/C N/C N/C N/C Increase General General Leave Leave maximum accrual from 600 hrs. to 640 hrs. Also, includes provision for automatic cash out of all hours in excess of 640. Article XII.2.13. N/C N/C N/C N/C Effective with Council Conversion to Cash ratification and until 30 — General Leave days that follow, employees shall have the one-time option to cash an additional 40 hours of general leave. Increase annual cash out from 120 hours to 160 hours. * Base salary is the cost of raising salary; ** Salary driven costs are the additional costs associated with raising base salary, which include employer taxes, worker's compensation and retirement *** Total estimated are costs are based upon cost information available in 2006/2007 N/C No measurable cost Page 6 of 10 PROPOSED CHANGES IN TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN CITY OF HUNTINGTON BEACH AND THE MANAGEMENT EMPLOYEES' ORGANIZATION (MEO) Proposed Changes FY 2006/2007 FY 2007/2008 FY 2008/2009 Est. Cost for Term Staff Comments in Terms and Estimated Cost Estimated Cost: Estimated Cost: of the Agreement Conditions a.) Base Salary* a.) Base Salary* a.) Base Salary* a.) Base Salary* b.) Salary Driven b.) Salary Driven b.) Salary Driven b.) Salary Driven Costs** Costs** Costs** Costs** c.) Total c.) Total Estimated c.) Total Estimated c.) Total Estimated Cost*** Cost*** Cost*** Estimated Cost*** Article XII.B.b. N/C N/C N/C N/C Amend to allow an City Paid Holidays employee to take another day off within the same pay period if a holiday falls on his/her scheduled day off. Article XII. E. N/C N/C N/C N/C Amend to include Bereavement Leave registered domestic partner Contracts L'an" ua e U dates Add Management N/C N/C N/C N/C N/C Rights clause Article XIV.5 N/C N/C N/C N/C Added Detention Vehicle Policy Administrator Article XIV.G N/C N/C N/C N/C Language modified to Required reflect current law Fingerprinting of Employees * Base salary is the cost of raising salary; ** Salary driven costs are the additional costs associated with raising base salary, which include employer taxes, worker's compensation and retirement *** Total estimated are costs are based upon cost information available in 2006/2007 N/C No measurable cost Page 7 of 10 PROPOSED CHANGES IN TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN CITY OF HUNTINGTON BEACH AND THE MANAGEMENT EMPLOYEES' ORGANIZATION (MEO) Proposed Changes FY 2006/2007 FY 2007/2008 FY 2008/2009 Est. Cost for Term Staff Comments in Terms and Estimated Cost Estimated Cost: Estimated Cost: of the Agreement Conditions a.) Base Salary* a.) Base Salary* a.) Base Salary* a.) Base Salary* b.) Salary Driven b.) Salary Driven b.) Salary Driven b.) Salary Driven Costs** Costs** Costs** Costs** c.) Total c.) Total Estimated c.) Total Estimated c.) Total Estimated Cost*** Cost*** Cost*** Estimated Cost*** Article XIV.H. N/C N/C N/C N/C Amended to provide Acting Assignment that acting pay must be a minimum of 5.5% Article XIV N/C N/C N/C N/C Amended to give City Personnel Rule 19 10 days response time at each step of a grievance Article XIV N/C N/C N/C N/C Policy statement on Provision for the City's right to Controlled. Substance _ _ _ conduct reasonable and Alcohol Testing, suspicion testing. Article XIV N/C N/C N/C N/C During the term of the Management and agreement, the City Executive Relations and MEO agree to Committee meet quarterly to discuss ways to improve management and executive management relations. * Base salary is the cost of raising salary; ** Salary driven costs are the additional costs associated with raising base salary, which include employer taxes, worker's compensation and retirement *** Total estimated are costs are based upon cost information available in 2006/2007 N/C No measurable cost Page 8 of 10 PROPOSED CHANGES IN TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN CITY OF HUNTINGTON BEACH AND THE MANAGEMENT EMPLOYEES' ORGANIZATION (MEO) Proposed Changes FY 2006/2007 FY 2007/2008 FY 2008/2009 Est. Cost for Term Staff Comments in Terms and Estimated Cost Estimated Cost: Estimated Cost: of the Agreement Conditions a.) Base Salary* a.) Base Salary* a.) Base Salary* a.) Base Salary* b.) Salary Driven b.), Salary Driven b.) Salary Driven b.) Salary Driven Costs** Costs** Costs** Costs** c.) Total c.) Total Estimated c.) Total Estimated c.) Total Estimated Cost*** Cost*** Cost*** Estimated Cost*** Meet'and Confer During Term of Agreement Article XI. C. N/C N/C N/C N/C During the term of the Contract Re -opener agreement, the Enhanced Association may Retirement request to reopen this agreement for the purpose of meeting and conferring on enhanced retirement. Article_XI_V.._F.. _U nit _ ___. _N/C___ __ _ _ _. __ _ _ _ -N/C __ __ _ _ _ N/C_ _ _ _ _ _ _ . N/C_.. _ -- _ - _ _ _ The City and the - - - Modification Association agree to meet and confer within 45 days of Council ratification of the MOU, regarding the possibility of adding positions to the MEO bargaining unit. * Base salary is the cost of raising salary; ** Salary driven costs are the additional costs associated with raising base salary, which include employer taxes, worker's compensation and retirement *** Total estimated are costs are based upon cost information available in 2006/2007 N/C No measurable cost Page 9of10 PROPOSED CHANGES IN TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN CITY OF HUNTINGTON BEACH AND THE MANAGEMENT EMPLOYEES' ORGANIZATION (MEO) Proposed Changes FY 2006/2007 FY 2007/2008 FY 2008/2009 Est. Cost for Term Staff Comments in Terms and Estimated Cost Estimated Cost: Estimated Cost: of the Agreement Conditions a.) Base Salary* a.) Base Salary* a.) Base Salary* a.) Base Salary* b.) Salary Driven b.) Salary Driven b.) Salary Driven b.) Salary Driven Costs** Costs** Costs** Costs** c.) Total c.) Total Estimated c.) Total Estimated c.) Total Estimated Cost*** Cost*** Cost*** Estimated Cost*** Modified N/C N/C N/C Agreement to meet Work/Return to Work and confer to establish Program a modified work/return to work policy during the term of the MOU (for work and non -work related illnesses/injuries) Update the N/C N/C N/C To reflect current State Employer -Employee law Relations Resolution Total Cost of a.) $ 557,922 a.) "Y` $7231459 a.) $ 98,`530'­ a.) $1,379,911 Proposed Changes b.) $ 122,409 b.) $224,320 b.) $ 40,236 b.) $ 386,965 c.)..$ 680,331 -..c ' $947,779 c: $138;766 C.. $1,766,876 * Base salary is the cost of raising salary; "* Salary driven costs are the additional costs associated with raising base salary, which include employer taxes, worker's compensation and retirement *** Total estimated are costs are based upon cost information available in 2006/2007 N/C No measurable cost Page 10 of 10 ATTACHMENT #2 PROPOSED CHANGES IN TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN CITY OF HUNTINGTON BEACH AND THE MANAGEMENT EMPLOYEES' ORGANIZATION TERM OF MEMORANDUM OF UNDERSTANDING 12/20/06 - 12/19/08 Employees in Management Employees' Organization: 109 SUMMARY OF NEGOTIATED PROVISIONS INCLUDING COSTS I. WAGE INCREASES MEO ➢ 4.5% wage increase FY 2006/07 Estimated Cost: retroactive to the pay period Base Salary* $3933562 that includes 12/20/06 Salary Driven Cost** $ 86,347 Total Est. Cost*** $4791909 Base Salary is the cost of raising salary ** Salary Driven Costs are the additional costs associated with raising base salary, which include employer taxes, workers compensation and retirement *** Total estimated costs are based upon cost information available in 2006/2007 N/C No measurable cost I. WAGE INCREASES MEO ➢ Class & Comp Study Market Adjustments: • 22 positions will receive market adjustments following Council ratification • Reclassifications of 3 add'I positions retro to 12/20/06 ➢ Class & Comp Study Market Adjustments: • 22 positions will receive market adjustments following Council ratification • Reclassifications of 3 add'I positions retro to 12/20/06 FY 2006/07 Estimated Cost: Base Salary* $112,816 Salary Driven Cost** $ 24,752 Total Est. Cost*** $1377568 FY 2007/08 Estimated Cost: Base Salary* $162,004 Salary Driven Cost** $ 35,544 Total Est. Cost*** $1971548 Base Salary is the cost of raising salary ** Salary Driven Costs are the additional costs associated with raising base salary, which include employer taxes, workers compensation and retirement *** Total estimated costs are based upon cost information available in 2006/2007 N/C No measurable cost I. WAGE INCREASES MEO ➢ 4.5% wage increase FY 2007/08 Estimated Cost: retroactive to 12/20/06 Base Salary* $490)956 ➢ 4.5% wage increase effective Salary Driven Cost** $107,716 12/20/07 Total Est. Cost*** $5981672 ➢ 4.5% wage increase FY 2008/09 Estimated Cost: retroactive to 12/20/06 Base Salary* $ 811239 ➢ 4.5% wage increase effective Salary Driven Cost** $ 17,824 12/20/07 Total Est. Cost*** $ 99 063 Base Salary is the cost of raising salary ** Salary Driven Costs are the additional costs associated with raising base salary, which include employer taxes, workers compensation and retirement *** Total estimated costs are based upon cost information available in 2006/2007 N/C No measurable cost I. WAGE INCREASES NON -ASSOCIATED (EXHIBIT 1 GROUP) ➢ 4.5% wage increase retroactive to 1 /16/07 ➢ 4.5% wage increase effective 12/20/07 ➢ 4.5% wage increase retroactive to 1 /16/07 ➢ 4.5% wage increase effective 12/20/07 FY 2007/08 Estimated Cost: Base Salary* $ 68,552 Salary Driven Cost** $ 15,040 Total Est. Cost*** $ 831592 FY 2008/09 Estimated Cost: Base Salary* $ 171291 Salary Driven Cost** $ 31794 Total Est. Cost*** $ 217085 Base Salary is the cost of raising salary ** Salary Driven Costs are the additional costs associated with raising base salary, which include employer taxes, workers compensation and retirement *** Total estimated costs are based upon cost information available in 2006/2007 N/C No measurable cost I. WAGE INCREASES NON -ASSOCIATED (EXHIBIT 1 GROUP) ➢ Class & Comp Study Market FY 2006/07 Estimated Cost: Adjustments: Base Salary* $ 11904 • 1.5% adjustment for the NA SalaryDriven Cost** $ 418 classifications of Admin. Analyst & y Sr. Admin Analyst effective upon Total Est. Cost*** $ 2,322 ratification ➢ Class & Comp Study Market FY 2007/08 Estimated Cost: Adjustments: Base Salary* $ 1,947 • 1.5% adjustment for the NA SalaryDriven Cost** $ 427 classifications of Admin. Analyst & Sr. Admin Analyst effective upon Total Est. Cost*** $ 2,374 ratification Base Salary is the cost of raising salary ** Salary Driven Costs are the additional costs associated with raising base salary, which include employer taxes, workers compensation and retirement *** Total estimated costs are based upon cost information available in 2006/2007 N/C No measurable cost I. WAGE INCREASES NON -ASSOCIATED (EXHIBIT 1 GROUP) ➢ 4.5% wage increase retroactive to the pay period that includes 1 /16/07 for the classifications in Exhibit 1 of the NA resolution 2007-08 Base Salary is the cost of raising salary FY 2006/07 Estimated Cost: Base Salary* Salary Driven Cost** $ 10,892 Total Est. Cost*** $ 60,532 ** Salary Driven Costs are the additional costs associated with raising base salary, which include employer taxes, workers compensation and retirement *** Total estimated costs are based upon cost information available in 2006/2007 N/C No measurable cost II. HEALTH BENEFITS Effective with the Jan. 2008 health insurance deduction, the City's contribution shall increase in an amount not to exceed 10% for medical premiums, 5% for dental and 5% for the vision plan. The City's contributions shall be based on potential increases to the City's Blue Shield HMO, Delta Dental (HMO & PPO), and Vision Service plans. FY 2007/2008 MEO $47740 NA $ 8)116 FY 2008/2009 MEO $ 157913 NA $ 27705 Total Estimated Cost MEO $631653 for Term of Agreement. NA $ 10821 II. HEALTH BENEFITS ➢Increase in Medical Cash Out FY 2007/2008 MEO $ 91737 NA $ 0 Total Estimated Cost MEO $ 91737 for Term of Agreement NA $ 0 SUMMARY OF NEGOTIATED PROVISIONS NO MEASURABLE COST CONSIDERATIONS I. HEALTH BENEFITS • Provide plan for Marine Safety Chief that is specifically designed for Safety employees • Long Term Disability Insurance is amended to disallow employees from receiving more than 100% of salary while receiving disability benefits and paid leave.. II. SPECIAL PAY • Process Owner Pay will end. Employees currently receiving this pay will continue while they remain assigned to their position. III. PAID LEAVE • Administrative Leave is amended to provide all unit employees with 50 hours per calendar year. • General Leave is increased from 600 to 640 hours and includes a provision for automatic cash out of all hours in excess of 640. • Conversion to Cash — Employees shall have the one time option to cash out an additional 40 hours of general leave. Increase annual cash out from 120 to 160 hours. • City Paid Holidays are amended to allow an additional day off within the same pay period if a holiday falls on an employee's scheduled day off. Bereavement Leave is amended to include registered domestic partner. IV. CONTRACT LANGUAGE UPDATES • Added Management Rights clause. • Vehicle Policy modified to include Detention Administrator. • Provisions for Controlled Substance and Alcohol Testing. • Personnel Rule 19 amended City response time to 10 days at each step of grievance. • Fingerprinting language modified to reflect current law. IV. CONTRACT LANGUAGE UPDATES • Management and Executive Relations Committee agree to meet quarterly to discuss ways to improve relations.. • Amend Acting Assignment pay to a minimum of 5.5%. V. DURING THE TERM OF THE AGREEMENT • Modified Work/Return to Work Program • The Association may request to reopen this agreement for the purpose of meeting and conferring on enhanced retirement. • Update the Employer -Employee Relations Resolution to reflect current law. • Agree to meet and confer on unit modification within 45 days of ratification. Total Cost Summary Estimated Cost for Term of the Agreement 12/20/06 — 12/19/08 1. Wages Base Salary $17379,911 Salary Driven Costs $ 3021754 Total Est. Cost $116827665 II. Health Benefits Salary Driven Costs $ 847211 Base Salary $113797911 TOTAL ESTIMATE salary Driven costs $ 3867965 Total Est. Cost $1,7667876 ATTACHMENT #3 MEMORANDUM OF UNDERSTANDING BETWEEN CITY OF HUNTINGTON BEACH AND HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION DECEMBER 20, 2006 - DECEMBER 19, 2008 PREAMBLE..................................................................................................................................4 ARTICLEI - TERM OF MOU........................................................................................................4 ARTICLE II - REPRESENTATIONAL UNIT/CLASSIFICATIONS................................................5 ARTICLE III - ARTICLE NUMBER RESERVED..........................................................................5 ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT......................................................5 ARTICLE V - SEVERABILITY......................................................................................................5 ARTICLE VI - SALARY SCHEDULE............................................................................................5 ARTICLE VII - SPECIAL PAY......................................................................................................6 A. EDUCATIONAL TUITION....................................................................................................................... 6 B. BILINGUAL PAY ......... :........................................................................................................................ 6 C. PROCESS OWNER ASSIGNMENT PAY..................................................................................................... 7 ARTICLE VIII - UNIFORMS..........................................................................................................7 A. GENERAL POLICY......................................................................................:........................................ 7 B. AFFECTED PERSONNEL....................................................................................................:.................. 7 C. PERSONAL PROTECTIVE EQUIPMENT.................................................................................................... 8 D. EMPLOYEE RESPONSIBILITIES.............................................................................................................. 8 E. CITY RESPONSIBILITIES....................................................................................................................... 8 F. DEPARTMENT HEAD OR DESIGNEE RESPONSIBILITIES........................................................................... 9 ARTICLE IX - HOURS OF WORK/nVERT-I E/ADMINISTRATIVE LEAVE................................9 A. OVERTIME......................................................................................................................................... 9 B. ADMINISTRATIVE LEAVE...................................................................................................................... 9 C. FLEX SCHEDULE AND HOURS OF WORK.............................................................................................. 9 ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS................................................10 A. HEALTH........................................................................................................................................... 10 B. ELIGIBILITY CRITERIA AND COST....................................................................................................... 11 1. City and Employee Paid Medical Insurance — Employee and Dependents....................................................11 2. Health and Other Insurance Premiums...........................................................................................................11 a. Year 2005 Employer and Employee Contribution.....................................................................................11 b. Future Premiums......................................................................................................................................13 3. Medical Cash-Out...........................................................................................................................................13 4. Section 125 Plan............................................................................................................................................13 C. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT......................................................................... 14 D. LONG TERM DISABILITY INSURANCE.................................................................................................. 14 E. MISCELLANEOUS.............................................................................................................................. 14 1. City Paid Premiums While On Medical Disability...........................................................................................14 2. Insuance Benefits Advisory Committee..........................................................................................................14 3. Health Plan Over-Payments...........................................................................................................................14 a. Reduction of Employee's Bi-Monthly Salary Warrant................................................................................15 b. Notice of Ineligible Dependents.................................................................................................................15 c. Twelve Month Recovery Period.................................................................................................................15 MEO MOU 2006-2008 DRAFT V.5-2-07 F. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR CITY MEDICAL SUBSIDY PLAN ................ 15 G. POST 65 SUPPLEMENTAL MEDICARE COVERAGE................................................................................. 16 H. MARINE SAFETY CHIEF MEDICAL PROGRAM ELIGIBILITY........................................................................ 16 I. INCREASE IN ANNUAL MAXIMUM BENEFIT FOR DENTAL PPO PLAN.......................................................... 16 ARTICLE XI - RETIREMENT BENEFITS...................................................................................16 A. BENEFITS........................................................................................................................................ 16 1. Self Funded Supplemental Retirement Benefit..............................................................................................16 2. Medical Insurance for Retirees.......................................................................................................................17 a. Medical Insurance Upon Retirement..........................................................................................................17 b. Health Savings Account for Post Retirement Medical Insurance (Vantage Care).....................................17 B. PUBLIC EMPLOYEES' RETIREMENT SYSTEM REIMBURSEMENT AND REPORTING .................................... 17 1. Employee's Contribution.................................................................................................................................17 2. Two Percent at Age 55 Formula.....................................................................................................................18 3. Pre -Retirement Optional Settlement 2 Death Benefit.....................................................................................18 4. Fourth Level of 1959 Survivor Benefits..........................................................................................................18 ARTICLE XII - LEAVE BENEFITS.............................................................................................18 A. GENERAL LEAVE.............................................................................................................................. 18 1. Accrual...........................................................................................................................................................18 2. Eligibility and Approval............................................................. :.................. ........ ........ .................................... 18 3. Leave Benefit Entitlements............................................................................................................................19 4. Conversion to Cash........................................................................................................................................19 5. One Week Minimum Vacation Requirement................................................... ....................... :....................... 19 B. HOLIDAYS...................................................................................................:.................................... 19 C. SICK LEAVE..................................................................................................................................... 20 D. VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM.................................................................. 21 E. BEREAVEMENT LEAVE...................................................................................................:................... 21 F. RELEASE TIME.............................................................. .................................................................... 21 ARTICLE XIII - CITY RULES.....................................................................................................22 A. PERSONNEL RULES........................................................................................................................ 22 B. EMPLOYER -EMPLOYEE RELATIONS RESOLUTION.............................................................................. 22 C. RULES GOVERNING LAYOFF, REDUCTION IN LIEU OF LAYOFF AND RE-EMPLOYMENT .......................... 23 ARTICLE XIV - MISCELLANEOUS...........................................................................................29 A. PHYSICAL EXAMINATION................................................................................................................... 29 B. VEHICLE POLICY.............................................................................................................................. 29 C. DEFERRED COMPENSATION LOAN PROGRAM..................................................................................... 30 D. COLLECTION OF PAYROLL OVERPAYMENTS........................................................................................ 31 E. SALARY STUDY FOR CERTAIN CLASSIFICATIONS.................................................................................. 31 F. UNIT MODIFICATION........................................................................................................................... 32 G. REQUIRED FINGERPRINTING OF EMPLOYEES THAT WORK WITH SENIOR CITIZENS ................................. 33 H. ACTING ASSIGNMENT....................................................................................................................... 33 ARTICLE XV - CITY COUNCIL APPROVAL.............................................................................34 EXHIBIT A - MEO SALARY SCHEDULE............................................................................................... 35 EXHIBIT B - DELTA DENTAL BROCHURE........................................................................................... 39 EXHIBIT C - DELTA CARE PLAN BROCHURE..................................................................................... 40 EXHIBIT D - EMPLOYEE HEALTH PLAN BROCHURE......................................................................... 41 EXHIBIT E - RETIREE SUBSIDY MEDICAL PLAN................................................................................ 42 MEO MOU 2006-2008 DRAFT V.5-2-07 SCHEDULE OF BENEFITS.............................................................................................. 42 A. Minimum Eligibility for Benefits.......................................................................................................................42 B. Disability Retirees...........................................................................................................................................42 C. Maximum Monthly Subsidy Payments............................................................................................................43 RETIREE SUBSIDY MEDICAL PLAN/MISCELLANEOUS PROVISIONS .............................................. 43 A. Eligibility..........................................................................................................................................................43 B. Benefits..........................................................................................................................................................44 C. Subsidies........................................................................................................................................................44 D. Medicare.........................................................................................................................................................44 E. Cancellation....................................................................................................................................................45 EXHIBIT F - VEHICLE USE/ASSIGNMENT................................................................................:.......... 46 EXHIBIT G - PHYSICAL EXAMINATION DESCRIPTION...................................................................... 47 EXHIBIT H - 9/80 WORK SCHEDULE................................................................................................... 48 EXHIBIT I -4/10 WORK SCHEDULE..................................................................................................... 50 EXHIBIT J -VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM GUIDELINES ............... 52 MEO MOU 2006-2008 DRAFT V.5-2-07 IV MEMORANDUM OF UNDERSTANDING between THE CITY OF HUNTINGTON BEACH (Hereinafter called CITY) and THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION (Hereinafter called ASSOCIATION or MEO) PREAMBLE This Memorandum of Understanding is entered into by and between the City of Huntington Beach, a Municipal Corporation of the State of California, herein called "City," and the Huntington Beach Management Employees' Organization, a California Organization, herein called "Association." WHEREAS, pursuant to California law, the City, acting by and through its designated representatives, duly appointed by the governing body of said City, -and the representatives of the Association, a duly recognized employee association have met and conferred in good faith and have fully communicated and exchanged information concerning wages, hours, and other terms and conditions of employment for the period December 20, 2002 2006 through December 19, 2906 2008. WHEREAS, except as otherwise expressly provided herein, all terms and conditions of this Agreement shall apply to all employees represented by the Association, and WHEREAS, the representatives of the City and Association desire to reduce their agreements to writing, NOW THEREFORE, this Memorandum of Understanding (MOU) is made to become effective December 20, 2003 2006 and it is agreed as follows: ARTICLE I - TERM OF MOU This Agreement shall be in effect for a period of three-(3) two (2) years commencing December 20, 2000 2006 and ending midnight December 19, 2006 2008. ARTICLE II - REPRESENTATIONAL UNIT/CLASSIFICATIONS It is recognized that Association is the employee association which has the right to meet and confer in good faith with the City on the behalf of employees whose classifications are listed in Exhibit A, attached hereto and incorporated. by reference herein. ARTICLE III — MANAGEMENT'S RIGHTS The parties agree the City has the right to make unilateral management decisions that are outside the scope of bargaining, as defined by state and federal law and Public Employment Relations Board (PERB) decisions. Except as expressly abridged or modified herein, the City retains all rights, powers and authority with respect to the management and direction of the performance of City services and the work forces performing such services, provided that nothing herein shall change the City's obligation to meet and confer as to the effects of any such management decision upon wages, hours and terms and conditions of employment or be construed as granting the City the right to make unilateral changes in wages, hours and terms and conditions of employment. Such rights include, but are not limited to, consideration of the merits, necessity, level or organization of City services, including establishing of work stations, nature of work to be performed, contracting for any work or operation, reasonable employee performance standards, including reasonable work and safety rules and regulations in order to maintain the efficiency and economy desirable for the performance of City services. ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT Except as otherwise expressly provided herein, the adoption of this Memorandum of Understanding shall not change existing benefits and terms and conditions of employment which have been established in prior Memoranda of Understanding, and/or provided for in the Personnel and Departmental Rules of the City of Huntington Beach. ARTICLE V - SEVERABILITY If any section, subsection, sentence, clause, phrase, or portion of this MOU or any additions or amendments thereof, or the application thereof to any person, is for any reason held to be invalid or unconstitutional by the decision of any court of competent jurisdiction, such decision shall not affect the validity of the remaining portions of this resolution or its application to other persons. The City Council hereby declares that it would have adopted this MOU and each section, subsection, sentence, clause, phrasea#, or portion, and any additions or amendments thereof, irrespective of the fact that any one or more sections, subsections, sentences, clauses, phrases, or portions, or the application thereof to any person, be declared invalid or unconstitutional. MEO MOU 2006-2008 DRAFT V.5-2-07 0 ARTICLE VI - SALARY SCHEDULE A. Salary Schedule 1. All M60 F8PFeseRte i employees are required to utilize direct deposit of payroll checks. The City shall issue each employee direct deposit advice (payroll receipt) each pay period that details all income, withholdings, and deductions. 2. Wage Increases ,,. ,,. R 1 ~1101 ... .. 110-_ �. .� a. Effective with the first pay period that includes December 20, 2006, all employees shall receive a four and one-half percent (4.5%) wage increase. b. Effective with the pay period that includes December 20, 2007, all employees shall receive a four and one-half percent (4.5%) wage increase. c. Effective with the first pay period that follows City Council ratification of this agreement, to address recruitment, retention, market and internal alignment issues, the City and Association agree to the compensation changes outlined below: MEO MOU 2006-2008 1. Principal Plumbing & Mechanical Inspector — 2.5% 2. Principal Electrical Inspector — 2.5% 3. Inspection Supervisor — 2.5% 4. Inspection Manager — 4.5% 5. Plan Check Engineer — 2.5% 6. Permit & Plan Check Manager — 12.5% 7. Facilities, Development & Concessions Manager — 7.5% 8. Senior Information Systems Analyst — 2.5% 9. Public Safety Systems Manager— 1% 10. Principal Civil Engineer — 12.5% 11. Contract Administrator 5% 12. Transportation Manager — 4% 13. Construction Manager — 5% DRAFT V.5-2-07 7 14. Maintenance Operations Manager - 8% 15.City Engineer - 2% 16. Deputy Director Public Works - 2.5% 17.Administrative Analyst- 1.5% 18. Senior Administrative Analyst - 1.5% d. Upon review by the Personnel Commission and approval by the City Council, the City and the Association agree to the classification and compensation changes outlined below. The effective date of the change in classification and compensation will be retroactively effective to the first pay period that follows City Council ratification of this agreement. 1. GIS Administrator to GIS Manager - 18% 2. Associate Civil Engineer to Senior Civil Engineer - 5% 3. Associate Traffic Engineer to Senior Traffic Engineer - 4.5% 4. Principal Administrative Analyst to Project Manager - 2% e. Upon review by the Personnel Commission and approval by the City Council, the City and Association agree to the classification and reclassification feNewing changes i,R Glasci{�ations listed below i,,,-Exhibit B.2. Feslass +fGa' 0 Rs and The effective date of the classification and compensation changes will be retroactively effective to the pay period that includes December 20, 2006. 1. Cultural Affairs Supervisor to Senior Supervisor Cultural Services - 17.0% 2. Office Automation Systems Administrator to Senior Information Systems Analyst - 2.5% 3. IS Computer Operations Supervisor to IS Computer Operations Manager 30% f. The parties further agree that these classification and compensation changes resolve any and all outstanding issues raised by either party prior to execution of this agreement. A€ffected classification titles are set forth in Exhibit A attached hereto and incorporated herein by this reference. 3. .0 ._ ef ._ ._aGh ._ velepmeRt MEO MOU 2006-2008 ARTICLE VII - SPECIAL PAY DRAFT V.5-2-07 Ff A. Educational Tuition 1. Upon approval of the Department Head and the Director of Human Resources MaRageF, permanent employees may be compensated for courses from accredited educational institutions, including vocational schools. Tuition reimbursement shall be limited to job -related courses or job -related educational degree objectives and requires prior approval by the Department Head and the Director of Human Resources MaRageF. 2. Education costs shall be reimbursed to permanent employees on the basis of a full refund for tuition, books, parking (if a required fee) and any other required fees upon presentation of receipts. However, the maximum reimbursement shall be not more than one thousand five hundred dollars ($1,500) in any fiscal year period per employee. 3. Reimbursements shall be made when the employee presents proof to the Director of Human Resources MaRageF that he/she has successfully completed the course with a grade of "C" or better; or a "Pass" if taken for credit. B. Bilingual Pay Permanent employees who are required by their Department Head to use Spanish, Vietnamese, or Sign Language skills as part of their job assignment, shall be paid an additional five -percent (5%) of their base base hourly rate in addition to their regular bi- weekly salary. Permanent employees may accept assignments utilizing bilingual skills in other languages on a short-term assignment with approval by the City Administrator. Such employees shall receive the additional five percent (5%) for every bi-weekly pay period that the assignment is in effect. In order to be eligible for said compensation, an employee's language proficiency will be tested and certified by the Director of Human Resources MaRaW or designee. The special pay shall be effective the first full pay period following certification as verified to the Department Head in writing by the Director of Human Resources MaRageF or designee. C. Process Owner Assignment Pay Those employees performing assignments designated by the City as "process owner" assignments shall receive premium pay equal to ten percent (10%) of base salary (calculated at the employee's base hourly rate). Process owner assignments are designated by the employee's Department Head and approved by the City Administrator or designee. Designated employees are responsible for JD Edwards applications setup, design, troubleshooting, and training. Process owners have system coordination responsibilities as distinguished from users of the system. Effective with the first full pay period following City Council ratification of this agreement, Process Owner Assignment Pay shall end. All employees receiving Process Owner Assignment Pay prior to this date shall continue to receive this pay while they remain assigned to their position. MEO MOU 2006-2008 DRAFT V.5-2-07 9 ARTICLE VIII - UNIFORMS The City agrees to provide uniforms to employees on active duty who are required to wear uniforms. A. General Policv The City shall furnish uniforms to those peFSGRRet employees designated by the various Department Heads as required to wear a standard uniform for appearance, uniformity and public recognition purposes, in the procedures and guidelines set forth hereinafter. B. Affected Personnel All employees GategGIFiZedin classifications listed below shall wear a standard City adopted uniform. Each Department Head shall determine which employees must wear a uniform. M Department Job Type Classification Category of Uniform Notes Comm Svcs 0032 Marine Safety Division Chief 14 2 Suit not replaced every year Comm Svcs 0133 Prkng & Cmping Fac Supervisor Fire 0473 Dev & Petro -Chem Supervisor 7 Fire 0131 Fire Med Coordinator 2 Not required daily; frequency of use is 1X week Fire 0 330 Fire Protection Analyst 7 Police 0089 Senior Admin Analyst 3 Not required daily Police 0486 Detention Administrator 3 Police 0022 Police Communications M a n a g e r 3 Police 0094 Police Records Administrator 3 Bldg & Safety 0072 Principal Electircal Inspector 5 Bldg & Safety 0073 Inspection Supervisor 5 Bldg & Safety 0076 Principal Inspector Plumb/Mech 5 C. Personal Protective Equipment All personal protective equipment shall be provided based on employee safety needs for the performance of duties as approved by the Department Head. D. Employee Responsibilities 1. To wear a clean and complete uniform as required. 2. Uniform appearance shall include: a. Patch to be worn above left shirt or jacket pocket. b. Pants to have no cuffs. c. Worn with pride in appearance to public, i.e., shirt buttoned, shirttail tucked in. MEO MOU 2006-2008 DRAFT V.5-2-07 10 3. To wash and provide minimum repair; i,e,, buttons, small tears. 4. To provide any alterations necessary including sewing on of City patches. 5. To not wear the uniform for other than City duties or work. 6. To notify supervisor of need to replace due to disrepair or severe staining producing an undesirable appearance. 7. To turn in all uniform components, including patches, upon termination. 8. To turn in all personal protective equipment upon termination. 9. To wear all personal protective equipment prescribed by the City safety officer and/or Supervisor of the division. E. City Responsibilities 1. To f, 1FRiGh A RdiRg fE)r the agFee.d U R49Fm alle w aRGers pay for City -required uniforms. 2. To report to the California Public Employees' Retirement System (CaIPERS) the cost of uniforms provided as set forth in Section B (above) for each classification as special compensation in accordance with Title 2, California Code of Regulations, Section 571(a)(5). For employees that are not required to wear uniforms on a daily basis or who are not actively employed for an entire payroll calendar year, a prorated cost of uniforms may apply. 3. To,provide one or more retail clothing outlets for the various allotments. City reserves the right to name vendor. 4. To maintain records of purchases. F. Department Head or Designee Responsibilities 1. To ensure employee compliance with the Uniform Policy. 2. To approve replacement of deteriorated uniform component(s) and personnel protective equipment as required and to maintain a listing for each eligible employee, by name and classification, of all uniform component(s) and personal protective equipment purchased. 3. To confirm receipt of uniforms, patches and personal protective equipment from an employee upon termination. A Termination Checklist Form is to be completed, signed by the employee, and submitted to the Human Resources 8ffiee Department. MEO MOU 2006-2008 DRAFT V.5-2-07 11 4. To report to the Director of Human Resources ManageF any changes to the Uniform Listing by Category/Classification (Section B above). The City reserves the right to add, delete, change or modify the Uniform Listing as required. ARTICLE IX - HOURS OF WORK/nVERT-I E/ADMINISTRATIVE LEAVE It is the intent of the City to provide an opportunity for MEO employees to select a flex schedule and/or alternative work schedule that is consistent with the City's objective that such schedules shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. A. Overtime Employees represented herein shall not be eligible for -paid overtime compensation, B. Administrative Leave All unit employees shall be entitled to 49 fifty (50) hours of administrative leave UPGR per calendar year. Administrative leave shall not carry over to the next year and holds no cash value. hey ors werked in evness Gf ceVenty five (75) in a n-lenidnr yeaF Old Administrative Leave — Effective with the City Council ratification of this agreement, employees who have accrued a bank of old administrative leave and are eligible to receive the administrative leave hours based on the old administrative leave provision, shall have the right to use the accrued leave time on the same terms and conditions as any other approved leave time. However old administrative leave holds no cash value for current employees or employees separating from City service. C. Flex Schedule and Hours of Work With supervisor and Department Head approval, MEO employees may flex regularly scheduled start times between the hours of 7:00 a.m. to 9:00 a.m. Flex schedules shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. MEO MOU 2006-2008 DRAFT V.5-2-07 12 MEO employees will have the option of working a 5/40 or 9/80 work schedule with supervisor and Department Head approval. MEO employees assigned the 4/10-work schedule shall retain the option of working the 4/10-work schedule with supervisor and Department Head approval. In order to maintain service to the public, departmental effectiveness, productivity and/or efficiency a Department Head may assign an employee a different work schedule that is in compliance with the requirements of the Fair Labor Standards Act (FLSA) with City Administrator approval. 1. 5/40 Work Schedule The 5/40 work schedule shall be defined as working five (5) eight (8) hour days Monday through Friday each week plus a one -hour lunch during each work shift, totaling a forty (40) hour work week. The assigfled5140 WGF GG ;e,e must be in nemnlianne with the requffiFewents of FLSA and all ether annlinahle laws 2. 9/80 Work Schedule The 9/80 work schedule, as outlined in Exhibit H, shall be defined as working nine (9) days for eighty (80) hours in a two -week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for eight (8) hours (Friday), plus a one -hour lunch during each work shift, totaling forty (40) hours in each FLSA work week. The 9/80-work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. 3. 4/10 Work Schedule The 4/10 work schedule, as outlined in Exhibit I, shall be defined as working four (4) ten (10) hour days Monday through Thursday or Tuesday thru Friday each week plus a one -hour lunch during each work shift, totaling a forty (40) hours work week. The assigned 4/10-work schedule must be in compliance with the requirements of FLSA and all other applicable laws. The 4/10-work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS MEO MOU 2006-2008 DRAFT V.5-2-07 13 � IcoIcoIC(DI 0 N N H LL Q 0 2 i��t�l7 G1:T�L'�9ti i�7�TiL�i9 TT.�R.17 �T—T�::1 TTiez fi7�TiL� MEO MOU 2006-2008 DRAFT V.5-2-07 15 MINN WHEAS - - ��- A. Health The City shall make available group medical, dental and vision benefits to all employees. A copy of the medical, dental and vision plan brochures may be obtained from the Human Resources Department. B. Eligibility, Criteria and Cost 1. City and Employee Paid Medical Insurance — Employees and Dependents The City and employee shall each pay for health insurance premiums for qualified employees and dependent(s) effective the first of the month following the employee's date of hire. The employee deduction for premium contributions shall be aligned with the effective date of coverage and the ending date of coverage upon the employee's separation. The payroll deduction amount shall begin no later than the first full pay period following the effective date of coverage and pro -rated for coverage through the end of the month in which employment was separated. MEO MOU 2006-2008 DRAFT V.5-2-07 16 Health and Other Insurance Premiums a. 2007 Premiums and Contributions PLAN TIER Monthly Premium Max City Contribution Monthly Employee Contribution Monthly Employee Contribution Bi-Weekly Kaiser EE ONLY 316.34 274.03 42.31 19.53 EE +1 692.78 555.51 137.27 63.36 EE+2OR MORE 911.06 720.18 190.88 88.10 Blue Shield HMO EE ONLY 352.29 274.03 78.26 36.12 EE +1 767.75 555.51 212.24 97.96 EE+2OR MORE 993.82 720.18 273.64 126.30 Blue Shield Low PPO EE ONLY 463.20 373.77 89.43 41.28 EE +1 979.29 702.25 277.04 127.86 EE+2OR MORE 1,213.63 851.34 362.29 167.21 Blue Shield High PPO EE ONLY 644.97 373.77 271.20 125.17 EE +1 1383.42 702.25 681.17 314.39 EE+2OR MORE 1809.14 851.34 957.80 442.06 Blue Shield Safety PPO EE ONLY 432.49 373.77 58.72 27.10 EE +1 819.44 702.25 117.19 54.09 EE+20R MORE 1041.00 851.34 189.66 87.54 Delta Dental PPO EE ONLY 58.31 42.88 15.43 7.12 EE +1 108.85 81.82 27.03 12.48 EE+2OR MORE 143.45 116.36 27.09 12.50 Delta Care HMO EE ONLY 24.87 23.00 1.87 0.86 EE +1 42.29 39.11 3.18 1.47 EE+20R MORE 64.67 59.81 4.86 2.24 VSP EE ONLY 22.38 17.58 4.80 2.22 EE +1 22.38 17.58 4.80 2.22 EE+2OR MORE 22.38 17.58 4.80 2.22 MEO MOU 2006-2008 DRAFT V.5-2-07 17 3. Future Premiums and City Contributions Effective with the January 2008 health insurance deduction, the City's contribution shall increase in an amount not to exceed ten percent (10%) for medical insurance, five percent (5%) for dental insurance and five percent (5%) for vision insurance. The increases will be based on potential increases to the City's Blue Shield HMO, Delta Dental PPO, Delta Care HMO and Vision Service plans in 2008. In the event that the premium rates for City's Blue Shield HMO, Delta Dental PPO, Delta Care HMO and Vision Services plans increase by less than ten percent (10%), five percent (5%) and five percent (5%) respectively, the City contribution caps will be adjusted based on the actual percentage increase. In the event that these caps are exceeded, the employee shall pay any increased amount above the City's contribution cap. As a result of these formulas, it is understood that the employee contribution shall not decrease during the term of this Agreement nor is there any expectation of compensation or benefit in the event the City's contribution cap is not reached. 4. Employee payroll deductions shall be made on a pre-tax basis. 5. Medical Cash -Out Effective with the first payment 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 ^,1mir,ie+ram+i.,o Ser.,iGes Department Human Resources Department), they may elect to discontinue City medical coverage and receive Rine+., tWG idellars -Anr) +hir+., eRe non+s, ($92 31) hi weekly the amount equal to the City's contribution to the lowest cost, Employee -only medical premium offered to this unit., to deposit ir,+„ their Deferred GempeRssatiem aGG-GUn+ er an" ether pFe tax pFegFam effeFed by the Gi+., 6.. Section 125 Plan This plan allows employees to use pre-tax salary to pay for Fegula childcare, adult dependent care and/or medical expenses allowable under the Internal Revenue Service rules for a Section 125 plan. C. Life and Accidental Death & Dismemberment Each employee shall be is provided with $50,000 (fifty thousand) life insurance and $50,000 (fifty thousand) accidental death & dismemberment insurance paid for by the City. Each employee shall have the option, at his or her own expense, to purchase additional amounts of life insurance and accidental death & dismemberment insurance to the extent MEO MOU 2006-2008 DRAFT V.5-2-07 IN provided by the City's current providers. Evidence of insurability is contingent upon total participation in additional amounts. D. Long Term Disability Insurance This program provides, for each incident of illness or injury, a waiting period of thirty (30) calendar days, during. which the employee may use accumulated sick leave, general leave pay, or the employee may elect to be in an Rea -pay unpaid status. Subsequent to the thirty (30) day waiting period, the employee will be covered by an insurance plan paid for by the City, providing 66 2/3 (sixty six and two -third) percent of the first $12,500 (twelve thousand five hundred) of the employee's basic monthly earnings. The maximum benefit period for disability due to accident or sickness shall be to age sixty five (65). Days and months refer to calendar days and months. Benefits under the plan are integrated with sick leave, Worker's Compensation, Social Security and other non -private program benefits to which the employee may be entitled. Disability is defined as: "The inability to perform all of the duties of regular occupation during two years, and thereafter the inability to engage in any employment or occupation for which 4e. the employee is fitted by reason of education, training or experience." Rehabilitation benefits are provided in the event the individual, due to disability, must engage in another occupation. Survivor's benefits continue plan payment for three (3) months beyond death. A copy of the plan is on file in the Human Resources Department. The. intent of long term disability is to assist employees who are off work for an extended period of time. While long term disability benefits can be coordinated with accrued leave benefits to achieve one hundred percent (100%) of regular salary, no employee may receive more than their regular salary while receiving disability benefits and paid leave. E. Miscellaneous 1. City -Paid Premiums While on Medical Disability When an employee is off work without pay for reason of medical disability, the City shall maintain the City -paid employee's insurance premiums during the period the employee is in an ROR pay unpaid status for the length of said leave, not to exceed twenty-four (24) months. 2. Insurance and Benefits Advisory Committee The City and the Association agfee-to participate in a si#)w+de City-wide joint labor and management insurance and benefits advisory committee to discuss and study issues relating to insurance and benefits available for employees. MEO MOU 2006-2008 DRAFT V.5-2-07 19 depeRdeRtS 49M health 3iaR GGVGFage. The Gity`shall have the right tG reGoVer aAY Pn,rr min m n-+id byGit�i�h�eh.�I��IncII�Iy�G--depeRdeRtS. ce6yveFy OfSUGh EweFpayments s6hall he merle ass fellews: : : the The City rhnll u s;e its; hest efferts; to advise all unit members �g e� in the c�tnti �c of rlenenrlent� Whir- affent their eligibility F. Retiree Medical Coverage for Retirees Not Eligible for the City Medical Retiree Subsidy Plan Employees who retire from the City after January 1, 2004 and are granted a retirement allowance by the California Public Employees' Retirement System and are not eligible for the City's Retiree Subsidy Medical Plan may choose to participate in City -sponsored medical insurance plans until the first of the month in which they turn age sixty-five (65). The retiree shall pay the full premium for City -sponsored medical insurance for themselves and/or qualified dependents without any City subsidy. Employees who retire from the City and receive a retirement allowance from the California Public Employees' Retirement System and are not eligible for the City's Retiree Subsidy Medical Plan and choose not to participate in City -sponsored medical insurance upon retirement, permanently lose eligibility for this insurance. However, if a retiree who is not eligible for the City's Retiree Subsidy Medical Plan chooses not to participate in City -sponsored medical insurance plans because the retiree has access to other group medical insurance and subsequently loses eligibility for that group medical insurance, the retiree and their qualified dependents will have access to City -sponsored medical insurance plans reinstated. Eligibility for Retiree Medical Coverage terminates the first of the month in which the retiree or qualified dependent turns age sixty-five (65). MEO MOU 2006-2008 DRAFT V.5-2-07 20 G. Post-65 Supplemental Medicare Coverage Retirees who are participating in the Retiree Subsidy Medical Plan as of January 1, 2004 and all future retirees who meet the criteria to participate in City -sponsored medical insurance, with or without the Retiree Medical Subsidy Plan, may participate in City - sponsored medical insurance plans that are supplemental to Medicare after GE)RtF Gt in WaGe hetweeR the Gity and a health iFIG IFaRGe p myideF A retiree or qualified dependent must choose to participate in City -sponsored medical insurance plans that are supplemental to Medicare beginning the first of the month in which the retiree or qualified dependent turns age sixty-five (65). The retiree shall pay the full premium to participate in City -sponsored medical insurance plans that are supplemental to Medicare for themselves or qualified dependents without any City subsidy. Retirees or qualified dependents, upon turning age sixty five (65), who choose not to participate in City -sponsored medical insurance plans that are supplemental to Medicare permanently lose their eligibility for this insurance. H. Marine Safety Chief Medical Program €Iig+b+I+t�F The City will provide the Marine Safety Chief an equivalent plan that is designed specifically for Safety employees. I. '^Grease i^ Annual Maximum Benefit for Dental PPO Plan EffeGtive jaRuaFy 1,'^« tThe Dental PPO plan maximum annual benefit shall is $2,000. ARTICLE XI - RETIREMENT BENEFITS A. Benefits 1. Self Funded Supplemental Retirement Benefit Employees hired prior to August 17, 1998 are eligible for the Self -Funded Supplemental Retirement Benefit, which provides that: MEO MOU 2006-2008 DRAFT V.5-2-07 21 a. In the event a member elects Option #2 (Government Code Section 21456) or Option #3 (Government Code Section 21457) of the Public Employees' Retirement Law, the City shall pay the difference between such elected options and the unmodified allowance which the member would have received for his or her life alone. This payment shall be made only to the member -shall be payable by the City during the life of the member, and upon that member -death, the City 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 the allowance is payable to the member until his or her death, and then either the entire allowance [Option #2] or one-half of the allowance [Option #31 is paid to the beneficiary for life.) b. Employees hired on or after August 17, 1998 shall not be eligible for this benefit referenced in A.1.a. herein above. 2. Medical Insurance for Retirees a. Medical Insurance Upon Retirement Upon retirement, whether service or disability, each employee shall have the following options in regards to medical insurance under City -sponsored plans: 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 wed allowed by Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) Federal or State Law, or 2) Retirees retiring after approval of this MOU may participate in the Retiree Subsidy Medical Plan, attached hereto as Exhibit E, or the Health Maintenance Organization (HMO) Plan currently being offered to retirees at the retiree's own expense if the requirements set forth in Exhibit €R are met, or if the retiree meets the eligibility requirements described in Exhibit €B, the retiree may receive a subsidy from the City for retiree medical insurance pursuant to the schedule set forth in Exhibit-E-6. b. Health SaVt F Pe�cZ7FerneRt MedaGal !RSiiraRGe-(Vantage Care) The Gity shall implement a health sayinn6 aGG9 Int plan Vantage Care, dUFiRg the term of the agreement fer the p irpese of r+llEMORn the eppertl unity fer e B. Public Employees' Retirement System Reimbursement and Reporting 1. Employee's Contribution Each employee covered by this Agreement shall continue to be reimbursed once bi- weekly in an amount equal to seven percent (7%) of the employee's base salary (nine MEO MOU 2006-2008 DRAFT V.5-2-07 22 percent (9%) for safety employees) as a pickup of the employee's contribution, or portion of such contribution, to the Public Employees' Retirement System. The above PERS pickup is not base salary, but is done pursuant to Section 414(h) (2) of the Internal Revenue Code. 2. Two Percent at Aqe 55 Formula WRit eEmployees 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 Unit eEmployees receive the benefit of the Pre -Retirement Optional Settlement 2 Death Benefit, as identified in Government Code Section 21548 with CaIPERS. 4. Fourth Level of 1959 Survivor Benefits WRit eEmployees receive the benefit of the Fourth Level of the 1959 Survivor Benefit, as identified in Government Code Section 21574 with CalPERS. C. Retirement Contract Reopener During the term of this agreement, the Association may request to reopen this agreement for the purpose of the meeting and conferring on enhanced retirement for employees. The parties agree that the City agrees to this reopener as a result of the sole request of the Association and it makes no offer to pay any cost related to any possible enhanced retirement plan nor implies agreement to implementing any enhanced retirement plan by agreeing to this reopener. ARTICLE XII - LEAVE BENEFITS A. General Leave 1. Accrual Employees accrue General leave at the accrual rates outlined below. General leave may be used for any purpose, including vacation, sick leave, and personal leave. MEO MOU 2006-2008 DRAFT V.5-2-07 23 Years of Service 'Annual General Leave Bi'Weekly General Leaver �, Allowance -�Allowance °= First through Fourth Year 176 Hours 6.77 Fifth through Ninth Year 200 Hours 7.69 Tenth through Fourteenth Year 224 Hours 8.62 Fifteenth Year and Thereafter 256 Hours 9.85 2. Eligibility and Approval General leave must be pre -approved except for illness, injury or family sickness, which may require a physician's statement for approval. General leave accrued time is to be computed from the employee's anniversary of their hiring date ""ems Employees shall Rot be are not permitted to take general leave in excess of actual time earned. Members, Employees shall not accrue general leave in excess of sox hURdFed haws (6nn) EffeGtiVe the first full pay peFied 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. 3. Leave Benefit Entitlements The City shall comply with all State and Federal leave benefit entitlement laws. An eligible employee on an approved leave shall -be allowed is permitted to use earned Sick Leave, General Leave, and/or Administrative Leave for serious and non -serious family or personal health issues. For more information on employee leave options contact the Human Resources D+viSiGR Department. 4. Conversion to Cash Twice during each fiscal year, each employee shallhave has the option to convert into a cash payment or deferred compensation up to a total of epe hundred +weRty (120) one hundred sixty (160) hours of earned general leave benefits at the base hourly rate. The employee shall give two (2) weeks advance notice to Payroll of his/her desire to exercise such option. Effective with the City Council ratification of this agreement and until the thirty (30) days that follow, employees shall have the one-time option to cash an additional forty (40) hours of general leave. MEO MOU 2006-2008 DRAFT V.5-2-07 24 B. City Paid Holidays Permanent full-time employees FepFesonted by the AssGnin+iGR shall receive the following tega4 paid holidays as of the first pay peFied folle ding rotifina+iGR of this agreement paid- in #per the employee's regularly scheduled work shift: 1. New Year's Day (January 1) 2. Martin Luther King Jr., (third Monday in January) 3. Presidents Day (third Monday in February 4. Memorial Day (last Monday in May) 5. Independence Day (July 4) 6. Labor Day (first Monday in September) 7. Veteran's Day (November 11) 8. Thanksgiving Day (fourth Thursday in November) 9. The Friday after Thanksgiving 10. Christmas Day (December 25) Any day declared by the President of the United States to be a national holiday and adopted as an employee holiday by the City Council of Huntington Beach. City paid #holidays which fall on Saturday shall be observed the preceding Friday, and those falling on Sunday shall be observed the following Monday. a. In the event that an employee is required to work on the a City paid holiday rese�f}i-ed-� #e-Gity, the holiday hours shall be credited to the employee's er genal leave bank. Approval of this transaction shall be handled by the Department Head or designee, in the payroll period that includes the holiday worked. b. If a City paid holiday falls on an employee's scheduled day off and with approval from the Department Head or designee, the employee may take another day off during the same week payroll period as the holiday or opt to be credited with general leave the number of hours of the employee's regularly scheduled work shift. c. A permanent half-time (1/2) or three quarter -time (3/4) employee shall have #;e- City paid holidays paid as time off with a pro -rated amount of four (4) or six (6) hours, respectively. C. Sick Leave 1. Accrual - No employee shall accrue sick leave after December 24, 1999. MEO MOU 2006-2008 DRAFT V.5-2-07 25 2. Credit —Employees assigRed to MEG shall carry forward their sick leave balance and shall no longer accrue sick leave credit. 3. Usage — Employees may use accrued sick leave for the same purposes for which it was used prior to December 25, 1999. 4. Pay Off At Termination a. Employees ^eYe'ed by this agFeemept aAd on the payroll on November 20, 1978 cheer are entitled to the following sick leave payoff plan: At involuntary termination by reason of disability, eF by death or by retirement, employees (or in the case of death, their beneficiary) shall be compensated at their then current rate of pay for seventy-five percent (75%) of all unused sick leave accumulated as of July 1, 1972, plus fifty percent (50%) of unused sick leave accumulated subsequent to July 1, 1972, up to a maximum of seven hundred twenty (720) hours of unused, accumulated sick leave, except as provided in paragraph 4 below. Upon termination for any other reason, employees shall be compensated at their then current rate of pay for fifty percent (50%) of all unused, accumulated sick leave, up to a maximum of seven hundred twenty (720) hours of such accumulated sick leave. b. Employees hired after November 20, 1978 shall be entitled to the following sick leave payoff plan: Upon termination, all employees shall be paid, at their then current salary rate, for twenty-five percent (25%) of unused, earned sick leave to four hundred eighty (480) hours accrued, and for thirty-five percent (35%) of all unused, earned sick leave in excess of four hundred eighty (480) hours, but not to exceed seven hundred twenty (720) hours, except as provided in paragraph 4 below. c. Except as provided in paragraph 4 d. below, no employee shall be paid at termination for more than seven hundred twenty (720) hours of unused, accumulated sick leave. However, employees may utilize accumulated sick leave on the basis of "last in, first out" meaning that sick leave accumulated in excess of the maximum for payoff may be utilized first for sick leave, as defined in Personnel Rule 18-8. d. Employees who had unused, accumulated sick leave in excess of seven hundred twenty (720) hours as of July 5, 1980, shall be compensated for such excess sick leave remaining on termination under the formulas described in paragraphs 1 and 2 above. In no event shall any employee be compensated upon termination for any accumulated sick leave in excess of the "cap" established by this paragraph (i.e., seven hundred twenty (720) hours plus the amount over seven hundred twenty (720) hours existing on July 5, 1980). Employees may continue to utilize MEO MOU 2006-2008 DRAFT V.5-2-07 26 sick leave accrued after that date in excess of such "cap" on a "last in, first out" basis. e. To the extent that any "capped" amount of excess sick leave over seven hundred twenty (720) hours is utilized, the maximum compensable amount shall be correspondingly reduced. (Example: Employee had 1,000 hours accumulated. Six months after July 5, 1980, employee has accumulated another 48 hours. Employee is then sick for 120 hours. Employee's maximum sick leave "cap" for compensation at termination is now reduced by seventy two (72) hours to nine hundred twenty eight (928) hours. Employees electing to participate in the City's group health insurance program after retirement Fnay Cause can request the premiums to be paid by the City out of any available funds due and owing them under the terms of this agreement for unused sick leave benefits upon retirement. D. Voluntary Catastrophic Leave Donation Program Under certain conditions, an employee may donate leave time to another employee in need. The program is outlined in Exhibit J. E. Bereavement Leave Employees shall be entitled to bereavement leave not to exceed twenty-four (24) work hours in each instance of death in the immediate family. Immediate family is defined as father, mother, sister, brother, spouse, registered domestic partner, children, grandfather, grandmother, stepfather, stepmother, step grandfather, step grandmother, grandchildren, stepsisters, stepbrothers, mother-in-law, father-in-law, son-in-law, daughter-in-law, brother- in-law, sister-in-law, stepchildren, or wards of which the employee is the legal guardian. F. Release Time Notwithstanding any other provisions of this Agreement, the Association and the City and the Association agree to continue discussion during the term of the MOU on Release Time for negotiation, including City's consideration of the number of hours, based on the establishment of a mutually agreed upon written provision for the use of such leave by Association representatives and its members. Such leave shall be limited to use for the purpose of Association business not covered within the scope of legal requirements. It remains the City's intent to enforce reasonable standards for the administration and control of current Release Time use. A. Personnel Rules MEO MOU 2006-2008 ARTICLE XIII - CITY RULES DRAFT V.5-2-07 27 All MOU provisions that supersede the City's Personnel Rules shall automatically update the City's Personnel Rules and be incorporated into such rules. B. Employer -Employee Relations Resolution During the term of the agreement, the City and the Association agree to update the Employee -Employer Relations Resolution to reflect current State law. 1. Modification of Section 7 — Decertification and Modification a. The City and the Association desire to maintain labor stability within the representational unit to the greatest extent possible, consistent with the employee's right to select the representative of his or her own choosing. For these purposes, the parties agree that this Agreement shall act as a bar to appropriateness of this unit and the selection of the representative of this unit, except during the month of August prior to the expiration of this Agreement. Changes in bargaining unit shall not be effective until expiration of the MOU except as may be determined by the Personnel Commission pursuant to the procedures outlined below. This provision shall modify and supersede the time limits, where inconsistent, contained in Section 7 of the current Employer - Employee Relations Resolution of the City of Huntington Beach. b. The City and the Association have agreed to a procedure whereby the City, by and through the Director of Human Resources MaRageF, would be entitled to propose a Unit Modification. The Association and the City agree to jointly recommend a modification of the City of Huntington Beach Employer -Employee Relations Resolution (Resolution Number 3335) upon the City having completed its obligation to meet and confer on this issue with all other bargaining units. The proposed change to the Employer -Employee Relations Resolution is as follows: 7.3 Director of Human Resources Maaa%e+ Motion of Unit Modification - The Director of Human Resources MaflageF may propose, during the same period for filing a petition for decertification, that an established unit be modified in accordance with the following procedure: 1. The Director of Human Resources Maflager shall give written notice of the proposed modification(s); to any affected employee organization and any affected employees. 2. The Personnel Commission shall hold a meeting concerning the proposed modification(s) at which time all affected employee organizations and employees shall be heard; 3. Thereafter, the Personnel Commission shall determine the composition of the appropriate unit or units and shall give written notice of such determination to the affected employee organizations and any affected employees. MEO MOU 2006-2008 DRAFT V.5-2-07 W] The City Administrator, employee organization or employee aggrieved by an appropriate unit determination of the Personnel Commission may, within ten (10) days of notice thereof, request a review of such determination by the City Council. Within thirty (30) days of receipt of a request to review a unit determination of the Personnel Commission the City Council shall review the matter. The City Council's decision shall be final. 4. Except as provided otherwise in this MOU, the salary, benefit, and working conditions specified by this MOU shall be provided to employees in classifications listed in Exhibit A and have completed or are in the process of completing a probationary period in a permanent position in the competitive service in which the employee regularly works twenty (20) hours or more per week. C. Rules Governing Layoff, Reduction in Lieu of Layoff and Re -Employment 1. Part 1 — Layoff Procedure a) General Provisions 1) Whenever it is necessary, because of lack of work or funds to reduce the staff of a City department, employees may be laid off pursuant to these rules. 2) Whenever an employee is to be separated from the competitive service because the tasks assigned are to be eliminated or substantially changed due to management -initiated changes, including but not limited to automation or other technological changes, it is the policy of the City that steps be taken by the Human Resources Div+s+ee Department on an interdepartmental basis to assist such employee in locating, preparing to qualify for, and being placed in other positions in the competitive service. This shall not be construed as a restriction on the City government in effecting economies or in making organizational or other changes to increase efficiency. 3) A department shall reduce staff by identifying which positions within the department are to be eliminated. 4) The employee who has the least side City-wide service credit in the class within the department shall have a City-wide transfer rights in the class pursuant to Part 1, Section 3, Transfer or Reduction to Vacancies in Lieu of Layoffs, or within the occupational series pursuant to Part 2, Bumping Rights. 5) If a deadline within this procedure falls on a day that City Hall is closed, the deadline shall be the next day City Hall is open. MEO MOU 2006-2008 DRAFT V.5-2-07 29 b) Service Credit 1) Service credit means total time of full-time continuous service within the City at the time the layoff is initiated, including probation, paid leave, or military leave. Permanent part-time employees earn service credit on a pro-rata basis. 2) Except as required by law, leaves of absence without pay shall not earn service credit. 3) As between two or more employees who have the same amount of service credit, the employee who has the least amount of service in class shall be deemed to be the least senior employee. c) Transfer or Reduction to Vacancies in Lieu of Layoff 1) In lieu of layoff, a transfer within class shall be offered to an employee(s) with the least amount of service credit in the class designated for staff reduction within a department subject to the following: a) The employee has the necessary qualifications to perform the duties of the position. b) The employee shall be given the opportunity, in order of service credit, to accept a transfer to a vacant position in the same class within the City, provided the employee has the necessary qualifications to perform the duties of the position. c) If no position in the same class is vacant, the employee shall be given the opportunity, in order of service credit, to transfer to the position in the same class that is held by an incumbent in another department with the least amount of service credit whose position the employee has the necessary qualifications to perform. 2) If an employee(s) is not eligible for transfer within the employee's class, the employee shall be offered, in order of service credit, a reduction to a vacant position in the next lower class within the City in the occupational series in lieu of layoff provided the employee has the necessary qualifications to perform the duties of the position. 3) If the employee refuses to accept a transfer or reduction pursuant to a. or b., above, the employee shall be laid off. MEO MOU 2006-2008 DRAFT V.5-2-07 30 a) If the employee(s) in the class with the least amount of service credit is in the position(s) to be eliminated or displaced by transfer, the employee shall be offered bumping rights, pursuant to Part 2, Bumping Rights. b) Any employee who takes a reduction to a position in a. lower class within the occupational series in lieu of layoff shall be placed on the reinstatement/reemployment list(s) pursuant to Part 3. Reemployment. 2. Order of Layoff a) Prior to implementing a layoff, vacant positions that are authorized to be filled shall be identified by side City-wide occupational series. If the employee refuses to accept a position pursuant to Section 3. above, the employee shall be laid off. b) No promotional probationary employee or permanent employee within a class in the department shall be laid off until all temporary, nonpermanent part-time and non -promotional probationary employees in the class are laid off. Permanent employees whose positions have been eliminated may exercise citywide bumping rights to a lower class in the occupational series pursuant to Part 2. c) When a position in a class and/or occupational series is eliminated, any employee in the class who is on authorized leave of absence or is holding a temporary acting position in another class shall be included for determining order of service credit and be subject to these layoff procedures as if the employee was in his or her permanent position. 3. Notification of Employees a) The Human Resources Div+6ion Department shall give written notice of layoff to the employee by personal service or by sending it by certified mail to the last known mailing address at least fifteen (15) calendar days prior to the effective date of the layoff. Normally notices will be served on employees personally at work. b) Layoff notices may be initially issued to all employees who may be subject to layoff as a result of employees exercising voluntary reduction/bumping rights. c) The notice of layoff shall include the reason for the layoff, the effective date of the layoff, the employee's hire date, and the employee's service credit ranking. The notice shall also include the employee's right to bump the person in a lower class with the least service credit within the occupational series provided the employee possesses the necessary qualifications to successfully perform the duties in the lower class and the employee has more service credit than the incumbent in the lower class. MEO MOU 2006-2008 DRAFT V.5-2-07 31 d) The written layoff notice given to an employee shall include notice that he or she has seven (7) calendar days from the date of personal service, or date of delivery of mail if certified, to notify the Director of Human Resources MaRageF in writing if the employee intends to exercise the employee's bumping rights, if any, pursuant to Part 2, Bumping Rights. e) Whenever practicable, any employee with the least amount of service credit in a lower class within an occupational series which is identified for work force reduction shall also be given written notice that such employee may be bumped pursuant to Part 2. This notice shall include the items referred to in C., above. f) If an employee disagrees with the City's computation of service credit or listed date of hire, the employee shall notify the Director of Human Resources MaRageF as soon as possible, but in no case later than five (5) calendar days after the personal service or certified mail delivery. Disputes regarding date of hire or service credit shall be jointly reviewed by the Director of Human Resources MaRageF and the employee and/or the employee's representative as soon as possible, but in no case later than five (5) calendar days from the date the employee notifies the Director of Human Resources MaFageF of the dispute. Within five (5) calendar days after the dispute is reviewed, the employee shall be notified in writing of the decision. 4. Part 2 — Bumping Rights a) Voluntary Reduction or Bumping in Lieu of Layoff MEO MOU 2006-2008 1) A promotional probationary employee or permanent employee who receives a layoff notice may request a reduction to a position in a lower class within the occupational series provided the employee possesses the necessary qualifications to perform the duties of the position. 2) Employees electing reduction under "a" above, shall be reduced to a position authorized to be filled in a lower class within the employee's occupational series. The employee may reduce to a lower class in his/her occupational series by: 1) filling a vacancy in that class, or 2) if no vacancy exists, displacing the employee in the class with the least service credit whose position the employee has the necessary qualifications to perform. A displaced employee shall have bumping rights. 3) An employee who receives a layoff notice must exercise bumping rights within seven (7) calendar days of receipt of the notice as specified in Part 1 - Layoff Procedure. Failure to respond within the time limit shall result in a reputable presumption that the employee does not intend to exercise any right of reduction or bumping to a lower class. The employee must carry the burden of proof to show that the employee's failure to respond within the time limits was reasonable. If the employee establishes that failure to respond within the time limit was reasonable, to the Human DRAFT V.5-2-07 32 Resource Manager's satisfaction, the employee shall be permitted to exercise bumping rights, but shall not be reinstated to a paid position until the employee to be bumped has vacated the position. If the employee disagrees with the Human Resource Manager decision, the employee may appeal pursuant to the provisions of Sections 3 and 4 below. b) Reinstatement/Re-Employment Lists Any employee who takes a reduction to a position in a lower class within the occupational series in lieu of layoff shall be placed on tile reinstatement/re- employment list pursuant to Part 3, Re -Employment. c) Qualifications Appeal Any employee who is denied a reduction to a position in a lower class within the occupational series on the basis that the employee does not possess the necessary qualifications to successfully perform the duties of the lower position may appeal the decision. The appeal shall be filed with the Human Resource Manager within five (5) calendar days of the employee's receipt of written notice of the decision and reason(s) for denial. The employee's appeal shall be in writing and shall include supporting facts or documents supporting the appeal. d) Qualifications Appeal Hearing 1) Upon receipt of an appeal, the Human Resource Manager shall contact a mediator from the California State Mediation and Conciliation Service to schedule a hearing within two (2) weeks after receipt of the appeal. If the California State Mediation and Conciliation Service is not available within that time frame, the parties shall mutually select a person who is available within the time frame. If the California State Mediation and Conciliation Service and the person mutually selected are not available within t+4e the time frame, the parties shall select the earliest date either is available to conduct the hearing. The parties shall split the cost, if any, of the hearing officer. In addition, the parties shall meet within three (3) workdays to attempt to resolve the dispute. If the dispute remains unresolved, the parties shall endeavor in good faith to submit to the hearing officer a statement of all agreed upon facts relevant to the hearing. 2) Appeal hearings shall be limited to two (2) hours, except as otherwise agreed by the parties or directed by the hearing officer. 3) The hearing officer shall attempt to resolve the dispute by mutual agreement if possible. If no agreement is reached, the hearing officer shall render a decision at the conclusion of the hearing, which shall be final and binding 5. Part 3 — Re -Employment a) Re -Employment MEO MOU 2006-2008 DRAFT V.5-2-07 33 1) Employees who are laid off or reduced in class to avoid layoff shall have their names placed upon a re-employment list, for each class in the occupational series, in seniority order at or below the level of the class from which laid off or reduced. 2) Names of persons placed on the re-employment lists shall remain on the list for two (2) years from the date of layoff or reduction. 3) Vacancies shall be filled from the re-employment list for a class, starting at tile top of the list, providing that the person meets the necessary qualifications for tile position. 4) Names of persons are to be removed from the reemployment list for a class if on two (2) occasions they decline an offer of employment or on two (2) occasions fail to respond to .offers of employment in a particular class within five (5) calendar days of receipt of written notice of an offer. Any employee who is dismissed from the City service for cause shall have his or her name removed from all re-employment lists. 5) Re-employment lists shall be available to HBMEO and affected employees upon reasonable request, 6) Qualification appeals involving re-employment rights shall be resolved in the same manner as that identified in Part 2. Section 4. b) Status on Re -Employment MEO MOU 2006-2008 1) Persons re-employed from layoff within a two (2) year period from the date of layoff shall receive the following considerations and benefits: a) Service credit held upon layoff shall be restored, but no credit shall be added for the period of layoff. b) Prior service credit shall be counted toward General Leave accruals. c) Employees may cash in sick leave upon layoff or at any time after layoff in the manner and amount set forth in existing Memoranda of Understanding for that employee's unit. S+& General Leave shall be paid to an employee when the re-employment list(s) expire(s), if not previously paid. d) Upon reinstatement the employee may have his or her siGk General Leave re -credited by repayment to the City thel� cashed amount. S+s leave-aGGHP Y'a+tivTrvf less+chaR 480-heu% shall be FesteFed U PGR Fe DRAFT V.5-2-07 912 e) The employee shall be returned to the salary step of the classification held at the time of the layoff and credited with the time previously served at that step prior to being laid off. f) The probationary status of the employee shall resume if incomplete. 2) Employees who have been reduced in class to avoid layoff and are returned within two (2) years to their former class shall be placed at the salary step of the class they held at the time of reduction and have their merit increase eligibility date recalculated. ARTICLE XIV - MISCELLANEOUS A. Physical Examination Employees GeyeFed by this agFee , 8Rt shall be provided, once every two (2) years, with a City -paid physical examination. Said exam shall be comprehensive in nature and shall include: 1. A complete medical history, physical exam, laboratory testing and review of results by a physician. (See Exhibit G, Physical Exam Description.) 2. A stress EKG will be provided for employees forty (40) years of age or older. No more than one-half (1/2) of the eligible employees shall receive examinations in any one fiscal year. B. Vehicle Policv 1. Approval is required by the City Administrator or his/her designee for any City vehicle to be taken home by an MEG employee. 2. The auto allowance for qualifying employees is shall beGRe hWRdFed siXt�*C dellam and fifty thFee-sc8weekly. EffeGtive ceptember 24, 2905, the ante-allewaRGe shall be ORGFeasoii tG two hundred seven dollars and sixty-nine cents ($207.69) bi-weekly. 3. No unit -employee shall have their automobile allowance eliminated until the City's Fleet Management Policy is re -negotiated. 4. Eligibility for automobile allowance shall be determined in accordance with the City's Fleet Management Program dated August 1999. MEO MOU 2006-2008 DRAFT V.5-2-07 35 5. Employees in the following classifications are eligible to receive Auto Allowance: Beach Operations Supervisor Building Maintenance Supervisor City Engineer Combination Structural Inspection Supervisor Construction Manager Deputy Director of Public Works Detention Administrator Development, Concessions & Facilities Manager Fire Protection Analyst Human Services Program Supervisor Inspection Manager Landscape Architect Landscape Maintenance Supervisor Maintenance Operations Manager Marine Safety Chief Mechanical Maintenance Supervisor Parking/Camping Facility Supervisor Police Communications Manager Police Records Administrator Principal Electrical Inspector Principal Plumbing Mechanical Inspector Public Safety Systems Manager Real Estate Services Manager Recreation, Human & Cultural Affairs Superintendent Street & Building Maintenance Supervisor Transportation Manager Tree Maintenance Supervisor Utilities Manager Wastewater Supervisor Water Distribution Supervisor Water Production Supervisor C. Deferred Compensation 1. Loan Program In accordance with federal law, a€mployees may borrow from up to 50% per -Gent) „f their deferred compensation funds for critical needs such as medical costs, college tuition, or purchase of a home. MEO MOU 2006-2008 DRAFT V.5-2-07 36 2. Deferred Compensation Contribution at Time of Separation In accordance with Internal Revenue Service rules, Tthe value of any unused earned leave benefits may be transferred to deferred compensation at separation (including retirement), but only during the time that the employee is actively employed with the City. The latest opportunity for such transfer must be the pay period prior to the employee's last day of employment. D. Collection of Payroll Overpayments In the event that a payroll overpayment is discovered and verified, and considering all reasonable factors including the length of time that the overpayment was made and if and when the employee could have reasonably known about such overpayment, the City shall take action to collect from the employee the amount of overpayment(s). Such collection shall be processed by payroll deduction over a reasonable period of time considering the total amount of overpayment. In the event the employee separates from employment during the collection period, the final amount shall be deducted from the last payroll check of the employee. If applicable, the balance due from the employee shall be communicated upon employment separation if the last payroll check does not sufficiently cover the amount due the City. It shall be the responsibility of the employee and the City to periodically monitor the accuracy of compensation payments or reimbursements due to the possibility of a clerical oversight or error. The City reserves the right to also collect compensation overpayments caused by or the result of misinterpretation of a pay provision by non - authorized personnel. The interpretation of all pay provisions shall be administered by the City Administrator or designee and as adopted by the City Council. Unauthorized compensation payments shall not constitute a past practice. MEO MOU 2006-2008 DRAFT V.5-2-07 37 •_ �. a all ra ._ aa ._ •_ ■_ MEO MOU 2006-2008 DRAFT V.5-2-07 F. Unit Modification Notwithstanding any other provisions of this agreement, the City and Association agree to meet and confer within forty-five (45) days of the City Council ratification of this agreement dWiRg the teFm of l4 agreement regarding the possibility of adding positions to the Feview 9 #iL—MEO bargaining unit. G. Required Fingerprinting of Employees +h:+ IA/nrie with SLQRO 1r f WZe P, MEO MOU 2006-2008 DRAFT V.5-2-07 W The City requires all employees who are hired, transferred, or promoted to positions with oversight responsibilities for senior citizens to be fingerprinted for California Department of Justice (DOJ) clearance that require fingerprinting by federal, state or local law(s) be fingerprinted according to said law(s). The City may also require employees be fingerprinted if they are transferred, or promoted to positions with oversight responsibilities for senior citizens or oversight responsibilities for confidential, and or sensitive documents or equipment. H. Acting Assignment Acting assignments are not intended to exceed six (6) months unless extraordinary circumstances warrant an extension as recommended and approved by the Director of Human Resources MaRageF. Under no circumstances shall an acting assignment exceed one (1) year nor shall it be considered a reclassification or a promotion. Acting pay must be a minimum of 5.5% and the Department Head has the discretion to set compensation at any step on the pay range of the acting class, not to exceed the top step of the range. J. Return to Work Policy The City and Association agree to reopen this agreement to establish a Return to Work Policy for employees who experience industrial and non -industrial injury and/ or illness. K. Controlled Substance and Alcohol Testing The City maintains the right to conduct a controlled substance and/or alcohol test during working hours of any employee that it reasonably suspects is under the influence of alcohol or a controlled substance in the workplace. L. Management and Executive Management Relations Committee During the term of this agreement, the City and MEO agree to meet quarterly to discuss ways to improve management and executive management relations. MEO MOU 2006-2008 DRAFT V.5-2-07 40 ARTICLE XV - CITY COUNCIL APPROVAL It is the understanding of the City and the Association that this Memorandum of Understanding is of no force or effect unless and until adopted by resolution of the City Council of the City of Huntington Beach. IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of Understanding this day of MaFGh 2005-.-May 2007 HUNTINGTON BEACH CITY OF HUNTINGTON BEACH MANAGEMENT EMPLOYEES' A Municipal Corporation ORGANIZATION By: By: Penelope Culbreth-Graft Kate Hoffman City Administrator MEO President By: By: Bob Hall Eric Charlonne Deputy City Administrator MEO Vice President By: By: Patti Ahumada Jim Moore Senior Human Resources Analyst Negotiations Team By: By: Jennifer Lampman Beverly Braden Senior Administrative Analyst Negotiations Team By: By: Renee Mayne Jason Churchill Chief Negotiator Negotiations Team Approved as to Form: Approved as to Form: By: By: Jennifer M. McGrath James G. Harker, MEO Counsel City Attorney By: Kathy Sage, MEO Counsel MEO MOU 2006-2008 DRAFT V.5-2-07 41 N 9 m O 9 O c N O O Q) N O O O u n r N N O 4 � �. 1■ 1■ 1■ 1■ 1■ 1■ 1■ 1■ 1■ 1 1 1 1 1 1 1 1 1 111 III UI 10 ■1C ■1C 11C ■1p 777 ' ' ' ' ' '• 1 n 'r n it " O 1■ 1■ L L � L L ' � �' 1 • 1 , 1� '• ' ' 777. n u o . , � � � 'r • ' • o • o n n '• 1 ' o 0 'r 1 1 1■ 'r o r o u - • q ,r 1 �. n . �• o :. � o � u• P1 u• u• n. � �• a :. u• a �• �• �• u u o• � u• :. u . o :. u u u �. u• :• � u• u u u• , . � u . u . . . ,. a :. �• :■ a �. u• u• �• 11 U �• �. o :. :, .• a u• u• 0 11 �• �• �. 1■ � �• :. �. a• :. u• a :. u• �. u u �• �. u• : � u• �• w u u• .• :• a u• �• ..--Film ' 01 v M.I. - - -- 0 _... MEO MOU 2006-2008 DRAFT V.5-2-07 4 cn D E. Q� D z ^D Y, m ic m z -I m 0 n O '< O m „ rnm c Oz z� NO Dz Om zD Nn D= r D N n m v r- m EXHIBIT A CITY OF HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION SALARY SCHEDULE EFFECTIVE DECEMBER 16, 2006 Job Type Description Pay Grade A B C D E 0516 Accounting Manager 577 $38.78 $40.91 $43.16 $45.53 $48.03 0025 Administrative Analyst MEO 522 $29.47 $31.09 $32.80 $34.60 $36.50 0084 Administrative Analyst Principal MEO 569 $37.25 $39.30 $41.46 $43.74 $46.15 0089 Administrative Analyst Senior MEO 550 $33.88 $35.74 $37.71 $39.78 $41.97 0132 Assistant City Clerk 513 $28.17 $29.72 $31.35 $33.07 $34.89 0069 Associate Civil Engineer 567 $36.88 $38.91 $41.05 $43.31 $45.69 0071 Associate Planner 542 $32.56 $34.35 $36.24 $38.23 $40.33 0034 Associate Traffic Engineer 568 $37.07 $39.11 $41.26 $43.53 $45.92 0569 Beach Maintenance Operations Manager 592 $41.77 $44.07 $46.49 $49.05 $51.75 0044 Beach Operations Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0501 Business Applications Supervisor 597 $42.82 $45.18 $47.66 $50.28 $53.05 0500 Business Systems Manager 617 $47.31 $49.91 $52.66 $55.56 $58.62 0070 Chief Criminalist 602 $43.91 $46.32 $48.87 $51.56 1 $54.40 0024 City Engineer 642 $53.61 $56.56 $59.67 $62.95 $66.41 0092 Claims Supervisor 560 $35.61 $37.57 $39.64 $41.82 $44.12 0065 Community Services Manager 561 $35.79 $37.76 $39.84 $42.03 $44.34 0097 Construction Manager 582 $39.73 $41.92 $44.23 $46.66 $49.23 0085 Contract Administrator 550 $33.88 $35.74 $37.71 $39.78 $41.97 0045 Criminalist Supervisor 574 $38.18 $40.28 $42.50 $44.84 $47.31 0253 Cultural Affairs Supervisor 505 $27.06 $28.55 $30.12 $31.78 $33.53 0081 De uty City Attorney 1 555 $34.73 $36.64 $38.66 $40.78 $43.02 0080 Deputy City Attorney II 592 $41.77 $44.07 $46.49 $49.05 $51.75 0079 Deputy City Attorney III 620 $48.03 $50.67 $53.46 $56.40 $59.50 0068 De ty City Engineer 614 $46.62 $49.18 $51.89 $54.74 $57.75 0090 Deputy City Treasurer MEO 598 $43.04 $45.41 $47.91 $50.54 $53.32 0571 Deputy Director of Economic Development 617 $47.31 $49.91 $52.66 $55.56 $58.62 0035 Deputy Director of Public Works 642 $53.61 $56.56 $59.67 $62.95 $66.41 0486 Detention Administrator 553 $34.38 $36.27 $38.27 $40.38 $42.60 0473 Development & Petro/Chemical Supervisor 554 $34.55 $36.45 $38.46 $40.58 1 $42.81 0039 Economic Development Project Manager 573 $38.00 $40.09 $42.29 $44.62 $47.07 0474 Facilities, Development & Concessions Mgr 567 $36.88 $38.91 $41.05 $43.31 $45.69 0131 Fire Medical Coordinator 550 $33.88 $35.74 $37.71 $39.78 $41.97 0130 Fire Protection Analyst 550 $33.88 $35.74 $37.71 $39.78 $41.97 0498 GIS Administrator 567 $36.88 $38.91 $41.05 $43.31 $45.69 0489 Info System Communications Manager 603 $44.13 $46.56 $49.12 $51.82 $54.67 0200 Info Systems Computer Operations Supervisor 543 $32.72 $34.52 $36.42 $38.42 $40.53 0116 Info Systems Analyst II 530 $30.66 $32.35 $34.13 $36.01 $37.99 0038 1 Info Systems Manager 618 $47.55 $50.17 $52.93 $55.84 $58.91 0075 Inspection Manager 586 $40.55 $42.78 $45.13 $47.61 $50.23 0073 Inspection Supervisor 558 $35.25 $37.19 $39.24 $41.40 $43.68 0251 Investigator 522 $29.47 $31.09 $32.80 $34.60 $36.50 0158 Landscape Architect 550 $33.88 $35.74 $37.71 $39.78 $41.97 MEO MOU 2006-2008 DRAFT V.5-2-07 47 0049 Landscape Maintenance Supervisor 552 $34.22 $36.10 $38.09 $40.18 1 $42.39 0095 Law Office Manager 526 $30.06 $31.71 $33.45 $35.29 $37.23 0572 Liability Claims Coordinator 532 $30.97 $32.67 $34.47 $36.37 $38.37 0030 Maintenance Operations Manager 596 $42.62 $44.96 $47.43 $50.04 $52.79 0032 Marine Safety Division Chief 602 $43.91 $46.32 $48.87 $51.56 $54.40 0048 Mechanical Maintenance Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0441 Nei hborhood Preservation Program Manager 593 $41.98 $44.29 $46.73 $49.30 $52.01 0490 Network Systems Administrator 581 $39.55 $41.73 $44.02 $46.44 $48.99 0502 OAS stems Administrator 575 $38.38 $40.49 $42.72 $45.07 $47.55 0133 Parking & Camping Facilities Supervisor 539 $32.08 $33.84 $35.70 $37.66 $39.73 0098 Permit & Plan Check Manager 595 $42.40 $44.73 $47.19 $49.79 $52.53 0209 Permit & Plan Check Supervisor 551 $34.05 $35.92 $37.90 $39.98 $42.18 0099 Plan Check Engineer 581 $39.55 $41.73 $44.02 $46.44 $48.99 0444 Planning Manager 603 $44.13 $46.56 $49.12 $51.82 $54.67 0022 Police Communications Manager 553 $34.38 $36.27 $38.27 $40.38 $42.60 0094 Police Records Administrator 553 $34.38 $36.27 $38.27 $40.38 $42.60 0028 Princi al Accountant 557 $35.07 $37.00 $39.04 $41.19 1 $43.46 0096 Principal Civil Engineer 586 $40.55 $42.78 $45.13 $47.61 $50.23 0072 Principal Electrical Inspector 539 $32.08 $33.84 $35.70 $37.66 $39.73 0076 Principal Inspector Plumbing/Mechanical 539 $32.08 $33.84 $35.70 $37.66 $39.73 0482 Princi al Librarian 543 $32.72 $34.52 $36.42 $38.42 $40.53 0074 Principal Planner 593 $41.98 $44.29 $46.73 $49.30 $52.01 0037 Proeect Manager Assistant 542 $32.56 $34.35 $36.24 $38.23 $40.33 0496 Public Safety Systems Manager 604 $44.35 $46.79 $49.36 $52.08 $54.94 0497 Public Safety Systems Supervisor 599 $43.26 $45.64 $48.15 $50.80 $53.59 0083 Purchasing & Central Services Manager 570 $37.44 $39.50 $41.67 $43.96 $46.38 0043 Real Estate Services Manager 601 $43.70 $46.10 $48.64 $51.31 $54.13 0093 Real Property Agent 573 $38.00 $40.09 $42.29 $44.62 $47.07 0042 Recreation & Human Services Superintendent 592 $41.77 $44.07 $46.49 $49.05 $51.75 0519 Safety Officer 550 $33.88 $35.74 $37.71 $39.78 1 $41.97 0499 Senior Info Systems Analyst 575 $38.38 $40.49 $42.72 $45.07 $47.55 0077 Senior Librarian 513 1 $28.17 $29.72 $31.35 $33.07 $34.89 0036 Senior Planner 573 $38.00 $40.09 $42.29 $44.62 $47.07 0046 Senior Recreation Supervisor 539 $32.08 $33.84 $35.70 $37.66 $39.73 0457 Special Events Coordinator 505 $27.06 $28.55 $30.12 $31.78 $33.53 0488 Street/Building Maintenance Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0033 Transportation Manager 611 $45.92 $48.45 $51.11 $53.92 $56.89 0051 Tree Maintenance Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0483 Utilities Manager 616 $47.09 $49.68 $52.41 $55.29 $58.33 0487 Wastewater Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0052 Water Distribution Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0053 Water Production Supervisor 552 $34.22 1 $36.10 $38.09 $40.18 $42.39 MEO MOU 2006-2008 DRAFT V.5-2-07 EXHIBIT A CITY OF HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION SALARY SCHEDULE EFFECTIVE UPON RATIFICATION Job Type Description Pay Grade A B C D E 0516 Accounting Manager 577 $38.78 $40.91 $43.16 , $45.53 $48.03 0025 Administrative Analyst MEO 525 $29.91 $31.55 $33.28 $35.11 $37.04 0084 Administrative Analyst Principal MEO 569 $37.25 $39.30 $41.46 $43.74 $46.15 0089 Administrative Analyst Senior MEO 553 $34.38 $36.27 $38.27 $40.38 $42.60 0132 Assistant City Clerk 513 $28.17 $29.72 $31.35 $33.07 $34.89 0069 Associate Civil Engineer 567 $36.88 $38.91 $41.05 $43.31 $45.69 0071 Associate Planner 542 $32.56 $34.35 $36.24 $38.23 $40.33 0034 Associate Traffic Engineer 568 $37.07 $39.11 $41.26 $43.53 $45.92 0569 Beach Maintenance Operations Manager 592 $41.77 $44.07 $46.49 $49.05 $51.75 0044 Beach Operations Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0501 Business Applications Supervisor 597 $42.82 $45.18 $47.66 $50.28 $53.05 0500 Business Systems Manager 617 $47.31 $49.91 $52.66 $55.56 $58.62 0070 Chief Criminalist 602 $43.91 $46.32 $48.87 $51.56 $54.40 0024 City Engineer 646 $54.69 $57.70 $60.87 $64.22 $67.75 0092 Claims Supervisor 560 $35.61 $37.57 $39.64 $41.82 $44.12 0065 Community Services Manager 561 $35.79 $37.76 $39.84 $42.03 $44.34 0097 Construction Manager 592 $41.77 $44.07 $46.49 $49.05 $51.75 0085 Contract Administrator 560 $35.61 $37.57 $39.64 $41.82 $44.12 0045 Criminalist Supervisor 574 1 $38.18 $40.28 $42.50 $44.84 $47.31 0253 Cultural Affairs Supervisor 505 $27.06 $28.55 $30.12 $31.78 $33.53 0081 Deputy City Attorney 1 555 $34.73 $36.64 $38.66 $40.78 $43.02 0080 Deputy City Attorney II 592 $41.77 $44.07 $46.49 $49.05 $51.75 0079 Deputy City Attorney III 620 $48.03 $50.67 $53.46 $56.40 $59.50 0068 Deputy City Engineer 614 $46.62 $49.18 $51.89 $54.74 $57.75 0090 1 Deputy City Treasurer MEO 598 $43.04 $45.41 $47.91 $50.54 $53.32 0571 De ty Director of Economic Development 617 $47.31 $49.91 $52.66 $55.56 $58.62 0035 Deputy Director of Public Works 647 $54.97 $57.99 $61.18 $64.54 $68.09 0486 Detention Administrator 553 $34.38 $36.27 $38.27 $40.38 $42.60 0473 Development & Petro/Chemical Supervisor 554 $34.55 $36.45 $38.46 $40.58 $42.81 0039 Econ Development Project Manager 573 $38.00 $40.09 $42.29 $44.62 $47.07 0474 Facilities, Development & Concessions Mgr 582 $39.73 $41.92 $44.23 $46.66 $49.23 0131 Fire Medical Coordinator 550 $33.88 $35.74 $37.71 $39.78 $41.97 0130 Fire Protection Analyst 550 $33.88 $35.74 $37.71 $39.78 $41.97 0498 GIS Administrator 567 $36.88 $38.91 $41.05 $43.31 $45.69 0489 Info System Communications Manager 603 $44.13 $46.56 $49.12 $51.82 $54.67 0200 Info Systems Computer Operations Supervisor 543 $32.72 $34.52 $36.42 $38.42 $40.53 0116 1 Info Systems Analyst II 530 $30.66 $32.35 $34.13 $36.01 $37.99 0038 Info Systems Manager 618 $47.55 $50.17 $52.93 $55.84 $58.91 0075 Inspection Manager 595 $42.40 $44.73 $47.19 $49.79 $52.53 0073 Inspection Supervisor 563 $36.15 $38.14 $40.24 $42.45 $44.78 0251 Investigator 522 $29.47 $31.09 $32.80 $34.60 -$36.50 0158 Landscape Architect 550 $33.88 $35.74 $37.71 $39.78 $41.97 MEO MOU 2006-2008 DRAFT V.5-2-07 0049 Landscape Maintenance Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0095 Law Office Manager 526 $30.06 $31.71 $33.45 $35.29 $37.23 0572 Liability Claims Coordinator 532 $30.97 $32.67 $34.47 $36.37 $38.37 0030 Maintenance Operations Manager 612 $46.14 $48.68 $51.36 $54.19 $57.17 0032 Marine Safety Division Chief 602 $43.91 $46.32 $48.87 $51.56 $54.40 0048 Mechanical Maintenance Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0441 Neighborhood Preservation Program Manager 593 $41.98 $44.29 $46.73 $49.30 $52.01 0490 Network Systems Administrator 581 $39.55 $41.73 $44.02 $46.44 $48.99 0502 OAS stems Administrator 575 $38.38 $40.49 $42.72 $45.07 $47.55 0133 Parking & Camping Facilities Supervisor 539 $32.08 $33.84 $35.70 $37.66 1 $39.73 0098 Permit & Plan Check Manager 620 $48.03 $50.67 $53.46 $56.40 $59.50 0209 Permit & Plan Check Supervisor 551 1 $34.05 $35.92 $37.90 $39.98 $42.18 0099 Plan Check Engineer 586 $40.55 $42.78 $45.13 $47.61 $50.23 0444 Planning Manager 603 $44.13 $46.56 $49.12 $51.82 $54.67 0022 Police Communications Manager 553 $34.38 $36.27 $38.27 $40.38 $42.60 0094 Police Records Administrator 553 $34.38 $36.27 $38.27 $40.38 $42.60 0028 1 Principal Accountant 557 $35.07 $37.00 $39.04 $41.19 $43.46 0096 Principal Civil Engineer 611 $45.92 $48.45 $51.11 $53.92 $56.89 0072 Principal Electrical Inspector 544 $32.88 $34.69 $36.60 $38.61 $40.73 0076 Principal Inspector Plumbing/Mechanical 544 $32.88 $34.69 $36.60 $38.61 $40.73 0482 Principal Librarian 543 $32.72 $34.52 $36.42 $38.42 $40.53 0074 Principal Planner 593 $41.98 $44.29 $46.73 $49.30 $52.01 0037 Project Manager Assistant 542 $32.56 $34.35 $36.24 $38.23 $40.33 0496 Public Safety Systems Manager 606 $44.80 $47.26 $49.86 $52.60 $55.49 0497 Public Safety Systems Supervisor 599 $43.26 $45.64 $48.15 $50.80 $53.59 0083 Purchasing & Central Services Manager 570 $37.44 $39.50 $41.67 $43.96 $46.38 0043 Real Estate Services Manager 601 1 $43.70 $46.10 $48.64 $51.31 . $54.13 0093 Real Property Agent 573 $38.00 $40.09 $42.29 $44.62 $47.07 0042 Recreation & Human Services Superintendent 592 $41.77 $44.07 $46.49 $49.05 $51:75 0519 Safety Officer 550 $33.88 $35.74 $37.71 $39.78. $41.97 0499 Senior Info Systems Analyst 580 $39.36 $41.52 $43.80 $46.21 $48.75 0077 Senior Librarian 513 $28.17 $29.72 $31.35 $33.07 $34.89 0036 Senior Planner 573 $38.00 $40.09 $42.29 $44.62 $47.07 0046 Senior Recreation Supervisor 539 $32.08 $33.84 $35.70 $37.66 $39.73 0457 Special Events Coordinator 505 $27.06 $28.55 $30.12 $31.78 $33.53 0488 Street/Building Maintenance Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0033 Transportation Manager 619 $47.78 $50.41 $53.18 $56.11 $59.20 0051 Tree Maintenance Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0483 Utilities Manager 616 $47.09 $49.68 $52.41 $55.29 $58.33 0487 Wastewater Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0052 Water Distribution Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0053 Water Production Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 MEO MOU 2006-2008 DRAFT V.5-2-07 EXHIBIT A CITY OF HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION SALARY SCHEDULE EFFECTIVE DECEMBER 15. 2007 Job Type Description Pay Grade A B C D E 0516 Accounting Manager 586 1 $40.55 $42.78 $45.13 $47.61 $50.23 0025 Administrative Analyst MEO 534 $31.28 $33.00 $34.82 $36.73 $38.75 0084 Administrative Analyst Principal MEO 578 $38.96 $41.10 $43.36 $45.75 $48.27 0089 Administrative Analyst Senior MEO 562 $35.97 $37.95 $40.04 $42.24 $44.56 0132 1 Assistant City Clerk 522 $29.47 $31.09 $32.80 $34.60 $36.50 0069 Associate Civil Engineer 576 $38.58 $40.70 $42.94 $45.30 $47.79' 0071 Associate Planner 551 $34.05 $35.92 $37.90 $39.98 $42.18 0034 Associate Traffic Engineer 577 $38.78 $40.91 $43.16 $45.53 $48.03 0569 Beach Maintenance Operations Manager 601 $43.70 $46.10 $48.64 $51.31 $54.13 0044 1 Beach Operations Supervisor 561 $35.79 $37.76 $39.84 $42.03 $44.34 0501 Business Applications Supervisor 606 $44.80 $47.26 $49.86 $52.60 $55.49 0500 Business Systems Manager 626 $49.49 $52.21 $55.08 $58.11 $61.31 0070 Chief Criminalist 611 $45.92 $48.45 $51.11 $53.92 $56.89 0024 Cit Engineer 655 $57.20 $60.35 $63.67 $67.17 $70.86 0092 Claims Supervisor 569 $37.25 $39.30 $41.46 $43.74 $46.15 0065 Community Services Manager 570 1 $37.44 $39.50 $41.67 $43.96 $46.38 0097 Construction Manager 601 $43.70 $46.10 $48.64 $51.31 $54.13 0085 Contract Administrator 569 $37.25 $39.30 $41.46 $43.74 $46.15 0045 Criminalist Supervisor 583 $39.93 $42.13 $44.45 $46.90 $49.48 0253 Cultural Affairs Supervisor 514 $28.30 $29.86 $31.50 . $33.23 $35.06 0081 De uty City Attorney 1 564 $36.32 $38.32 $40.43 $42.65 $45.00 0080 Deputy City Attorney II 601 $43.70 $46.10 $48.64 $51.31 $54.13 0079 Deputy City Attorney III 629 $50.24 $53.00 $55.92 $59.00 $62.24 0068 1 Deputy City Engineer 623 $48.76 $51.44 $54.27 $57.25 $60.40 0090 De ty City Treasurer MEO 607 $45.01 $47.49 $50.10 $52.86 $55.77 0027 Deputy Director of Rec./Beach Development 641 $53.34 $56.27 $59.37 $62.64 $66.08 0571 Deputy Director of Economic Development 626 $49.49 $52.21 $55.08 $58.11 $61.31 0035 Deputy Director of Public Works 656 $57.48 $60.64 $63.98 $67.50 $71.21 0486 Detention Administrator 562 $35.97 $37.95 $40.04 $42.24 $44.56 0473 Development & Petro/Chemical Supervisor 563 $36.15 $38.14 $40.24 $42.45 $44.78 0039 Economic Development Project Manager 582 $39.73 $41.92 $44.23 $46.66 $49.23 0474 Facilities, Development & Concessions Mgr 591 $41.57 $43.86 $46.27 $48.81 $51.49 0131 Fire Medical Coordinator 559 $35.43 $37.38 $39.44 $41.61 $43.90 0130 Fire Protection Analyst 559 $35.43 $37.38 $39.44 $41.61 $43.90 0498 GIS Administrator 576 $38.58 $40.70 $42.94 $45.30 $47.79 0489 Info System Communications Manager 612 $46.14 $48.68 $51.36 $54.19 $57.17 0200 Info Systems Computer Operations Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0116 Info Systems Analyst II 539 $32.08 $33.84 $35.70 $37.66 $39.73 0038 Info Systems Manager 627 $49.73 $52.47 $55.35 $58.41 $61.62 0075 Inspection Manager 604 $44.35 $46.79 $49.36 $52.08 $54.94 0073 Inspection Supervisor 572 $37.82 $39.90 $42.09 $44.40 $46.84 0251 Investigator 531 $30.82 $32.51 $34.30 $36.19 $38.18 MEO MOU 2006-2008 DRAFT V.5-2-07 51 0158 Landscape Architect 559 $35.43 $37.38 $39.44 $41.61 1 $43.90 0049 Landscape Maintenance Supervisor 561 $35.79 $37.76 $39.84 $42.03 $44.34 0095 Law Office Manager 535 $31.44 $33.17 $34.99 $36.91 $38.94 0572 Liability Claims Coordinator 541 $32.40 $34.18 $36.06 $38.04 $40.13 0030 Maintenance Operations Manager 621 $48.27 1 $50.93 $53.73 $56.68 $59.80 0032 Marine Safety Division Chief 611 $45.92 $48.45 $51.11 $53.92 $56.89 0048 Mechanical Maintenance Supervisor 561 $35.79 $37.76 $39.84 $42.03 $44.34 0441 Neighborhood Preservation Program Manager 602 $43.91 $46.32 $48.87 $51.56 $54.40 0490 Network Systems Administrator 590 $41.36 $43.63 $46.03 $48.56 $51.23 0502 OAS stems Administrator 584 $40.14 $42.35 $44.68 $47.14 $49.73 0133 Parking & Camping Facilities Supervisor 548 $33.54 $35.38 $37.33 $39.38 $41.55 0098 Permit & Plan Check Manager 629 $50.24 $53.00 $55.92 $59.00 $62.24 0209 Permit & Plan Check Supervisor 560 $35.61 $37.57 $39.64 $41.82 $44.12 0099 Plan Check Engineer 595 $42.40 $44.73 $47.19 $49.79 $52.53 0444 Planning Manager 612 $46.14 $48.68 $51.36 $54.19 $57.17 0022 Police Communications Manager 562 $35.97 $37.95 $40.04 $42.24 $44.56 0094 Police Records Administrator 562 $35.97 $37.95 $40.04 $42.24 $44.56 0028 Principal Accountant 566 $36.69 $38.71 $40.84 $43.09 $45.46 0096 Principal Civil Engineer 620 $48.03 $50.67 $53.46 $56.40 $59.50 0072 Principal Electrical Inspector 553 $34.38 $36.27 $38.27 $40.38 $42.60 0076 Principal Inspector Plumbing/Mechanical 553 $34.38 $36.27 $38.27 $40.38 $42.60 0482 Princi al Librarian 552 $34.22 $36.10 $38.09 $40.18 $42.39 0074 Principal Planner 602 $43.91 $46.32 $48.87 $51.56 $54.40 0037 Project Manager Assistant 551 $34.05 $35.92 $37.90 $39.98 $42.18 0496 Public Safety Systems Manager 615 $46.84 $49.42 $52.14 $55.01 $58.04 0497 Public Safety Systems Supervisor 608 $45.24 $47.73 $50.36 $53.13 $56.05 0083 Purchasing & Central Services Manager 579 $39.16 $41.31 $43.58 $45.98 $48.51 0043 Real Estate Services Manager 610 $45.70 $48.21 $50.86 $53.66 $56.61 0093 Real Property Agent 582 $39.73 $41.92 $44.23 $46.66 $49.23 0042 Recreation & Human Services Superintendent 601 $43.70 $46.10 $48.64 $51.31 $54.13 0519 Safety Officer 559 $35.43 $37.38 $39.44 $41.61 .$43.90 0499 Senior Info Systems Analyst 589 1 $41.15 $43.41 $45.80 $48.32 $50.98 0077 Senior Librarian 522 $29.47 $31.09 $32.80 $34.60 1 $36.50 0036 Senior Planner 582 $39.73 $41.92 $44.23 $46.66 $49.23 0046 Senior Recreation Supervisor 548 $33.54 $35.38 $37.33 $39.38 $41.55 0457 Special Events Coordinator 514 $28.30 $29.86 $31.50 $33.23 $35.06 0488 Street/Building Maintenance Supervisor 561 $35.79 $37.76 $39.84 $42.03 $44.34 0033 Transportation Manager 628 $49.99 $52.74 $55.64 $58.70 $61.93 0051 Tree Maintenance Supervisor 561 $35.79 $37.76 $39.84 $42.03 $44.34 0483 Utilities Manager 625 $49.24 $51.95 $54.81 $57.82 $61.00 0487 Wastewater Supervisor 561 $35.79 $37.76 $39.84 $42.03 $44.34 0052 Water Distribution Supervisor 561 $35.79 $37.76 $39.84 $42.03 $44.34 0053 Water Production Supervisor 561 $35.79 $37.76 $39.84 $42.03 $44.34 MEO MOU 2006-2008 DRAFT V.5-2-07 52 MEO MOU 2006-2008 DRAFT V.5-2-07 53 MEO MOU 2006-2008 DRAFT V.5-2-07 54 MEO MOU 2006-2008 DRAFT V.5-2-07 55 MEO MOU 2006-2008 DRAFT V.5-2-07 56 EXHIBIT E RETIREE SUBSIDY MEDICAL PLAN An employee who has retired from the City shall be entitled to participate in the City -sponsored medical insurance plans and the City shall contribute toward monthly premiums for coverage in an amount as specified in accordance with this Plan, provided: A. At the time of retirement the employee has a minimum of ten (10) years of continuous full-time City service or is granted an industrial disability retirement; and B. At the time of retirement, the employee is employed by the City; and C. Following official separation from the City, the employee is granted a retirement allowance by the California Public Employees' Retirement System. The City's obligation to pay the monthly premium as indicated shall be modified downward or cease during the lifetime of the retiree upon the occurrence of any one of the following: 1. On the first of -the month in which a retiree or dependent reaches age 65 or on the date the retiree or dependent can first apply and become eligible, automatically or voluntarily, for medical coverage under Medicare (whether or not such application is made) the City's obligation to pay monthly premiums may be adjusted downward or eliminated. Benefit coverage at age 65 under the City's medical plans shall be governed by applicable plan document. 2. In the event of the death of any employee, whether retired or not, the amount of the retiree medical insurance subsidy benefit which the deceased employee was receiving at the time of his/her death would be eligible to receive if he/she were retired at the time of death, shall be paid on behalf of the spouse or family for a period not to exceed twelve (12) months. SCHEDULE OF BENEFITS A. Minimum Eligibility for Benefits - With the exception of an industrial disability retirement, eligibility for benefits begin after an employee has completed ten (10) years of continuous full time service with the City of Huntington Beach. Said service must be continuous unless prior service is reinstated at the time of his/her rehire in accordance with the City's Personnel Rules. B. Disability Retirees - Industrial disability retirees with less than ten (10) years of service shall receive a maximum monthly payment toward the premium for health insurance of $121 (one hundred twenty-one dollars). Payments shall be in accordance with the stipulations and conditions, which exist for all retirees. Payment shall not exceed dollar amount, which is equal to the full cost of premium for employee only. MEO MOU 2006-2008 DRAFT V.5-2-07 57 C. Maximum Monthly Subsidy Payments - Payment amounts may be reduced each month as dependent eligibility ceases due to death, divorce or loss of dependent child status. However, the amount shall not be reduced if such reduction would cause insufficient funds needed to pay the full premium for the employee and the remaining dependents. In the event no reduction occurs and the remaining benefit premium is not sufficient to pay the premium amount for the employee and the eligible dependents, said needed excess premium amount shall be paid by the employee. All retirees, including those retired as a result of disability whose number of continuous, full time years of City service prior to retirement City exceeds ten (10), shall be entitled to maximum monthly payment of premiums by the for each year of completed City service as follows: Maximum Monthly Payment for Retirements After: Years of Service Subsidy 10 $ 121 11 136 12 151 13 166 14 181 15 196 16 211 17 226 18 241 19 256 20 271 21 286 22 300 23 315 24 330 25 344 RETIREE SUBSIDY MEDICAL PLAN/MISCELLANEOUS PROVISIONS A. Eligibility: 1. The effective start-up date of the Retiree Subsidy Medical Plan for the various employee groups shall be the first of the month following retirement date. 2. A retiree may change plans, add dependents, etc., during annual open enrollment. The A.1minic+rn+ive Sewir.es DepaFtmon+ Human Resources Department shall notify covered retirees of this opportunity each year. MEO MOU 2006-2008 DRAFT V.5-2-07 W 3. Years of service computed for the Retiree Subsidy Medical Plan are actual years of completed service with the City of Huntington Beach. B. Benefits: 1. Retiree Subsidy Medical Plan includes Managed Health Network (MHN), Prescription Card System (PCS), Orange County Foundation for Medical Care (OCFMC) and Medical Stop Loss insurance. 2. City Plans are the primary payer for active employees age 65 and over, with Medicare the secondary payer. Retirees age 65 and over have no City Plan options and are eligible only for Medicare. 3. Premium payments are to be received at least one month in advance of the coverage period. C. Subsidies: 1. The subsidy payments will pay for: a. Retiree Subsidy Medical Plan. b. HMO. c. Part A of Medicare for those retirees not eligible for paid Part A. 2. Subsidy payments will not pay for: a. Part B Medicare. b. Regular City Employee Indemnity Plan. c. Any other employee benefit plan. d. Any other commercially available benefit plan. e. Medicare supplements D. Medicare: 1. All persons are eligible for Medicare coverage at age sixty five (65). Those with sufficient credit quarters of Social Security will receive Part A of Medicare at no cost. Those without sufficient credited quarters are still eligible for Medicare at age sixty five (65, but will have to pay for Part A of Medicare if the individual elects to take Medicare. In all cases, Part B of Medicare is paid for by the participant. MEO MOU 2006-2008 DRAFT V.5-2-07 59 2. When a retiree and his/her spouse are both sixty five (65 or over, and neither is eligible for paid Part A of Medicare, the subsidy shall pay for Part A for each of them or the maximum subsidy, whichever is less. 3. When a retiree at age sixty five (65 is eligible for paid Part A of Medicare and his/her spouse is not eligible for paid Part A, the spouse shall not receive subsidy. When a retiree at age sixty five (65 is not eligible for paid Part A of Medicare and his/her spouse .who is also age sixty five (65is eligible for paid Part A of Medicare, the subsidy shall be for the retiree's Part A only. E. Cancellation: 1. For retirees/dependents eligible for paid Part A of Medicare, the following cancellation provisions apply: a. Coverage for a retiree under the Retiree Subsidy Medical Plan will be eliminated on the first day of the month in which the retiree reaches age sixty five (65. If such retiree was covering dependents under the Plan, dependents will be eligible for state and or federal COBRA continuation benefits effective as of the retiree's sixty-fifth (65tn) birthday. b. Dependent coverage will be eliminated upon whichever of the following occasions comes first: 1) After thirty six (36) months of COBRA continuation coverage, or 2) When the covered dependent reaches age sixty five (65) in the event such dependent reaches age sixty five (65) prior to the retiree reaching age sixty five (65). c. At age sixty five (65) retirees are eligible to make application for Medicare. Upon being considered "eligible to make application," whether or not application has been made for Medicare, the Retiree Subsidy Medical Plan will be eliminated. 2. See provisions under "Benefits," "Subsidies," and "Medicare" for those retirees/dependents not eligible for paid Part A of Medicare. 3. Retiree Subsidy Medical Plan and COBRA participants shall be notified of non-payment of premium by means of a certified letter from Employee Benefits in accordance with provisions of the Memorandums of Understanding. MEO MOU 2006-2008 DRAFT V.5-2-07 •1 4. A retiree who fails to pay premiums due for coverage and is in arrears for sixty (60) days shall be terminated from the Plan and shall not have reinstatement rights. MEO MOU 2006-2008 DRAFT V.5-2-07 61 EXHIBIT F VEHICLE USE ASSIGNMENT ADMINISTRATIVE REGULATION MEO MOU 2006-2008 See Administrative Regulations DRAFT V.5-2-07 W EXHIBIT G PHYSICAL EXAMINATION DESCRIPTION I. Complete Health History II. Complete Physical Examination by Physician III. Computer Printout: A. Physiological Tests: 1. Temperature 2. Height 3. Weight 4. Vision 5. Audiometry (Hearing Screening) 6. Blood Pressure 7. Pulse 8. Chest X-Ray 9. EKG 10. History 11. Tonometry (Glaucoma) for patients 35 and over. 12. Spirometry (Breathing) B. Laboratory Tests: 1. Blood Chemistry Screening Tests: SGPT Triglycerides SGOT Glucose Fasting LDH BUN Alk. Phosphatase Creatinine Total Bilirubin Uric Acid Total Protein Calcium Albumin -Serum Inorganic Phosphate Globulin Sodium Cholesterol Postassium 2. Complete Blood Count 3. Urinalysis 4. Stool Test for Blood 5. RPR 6. Pap Smear on Females 7. HDL IV. Examination Findings: A. Consultation with Physician B. Written Report of Findings MEO MOU 2006-2008 DRAFT V.5-2-07 63 EXHIBIT H - 9180 WORK SCHEDULE This work schedule is known as the "9/80." The °M0 wE)Fkr sshe�'�Ie is de6+gRedte he on ap liGable laws. In the event that there is a conflict with the current rules, practices and/or procedures regarding work schedules. and leave plans, then the rules listed below shall govern. 9/80 WORK SCHEDULE DEFINED The 9/80 work schedule shall be defined as working nine (9) days for eighty (80) hours in a two- week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for eight (8) hours (Friday), with a one -hour lunch during each work shift, totaling forty (40) hours in each €LSA work week. The 9/80 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. A. Forty (40) Hour €LSA Work Week - The actual €LSA work week is from Friday at mid - shift (p.m.) to Friday at mid -shift (a.m.). No employee working the 9/80 work schedule will be able to flex their Friday start time nor the time they take their lunch break, which will be from 12-00 p.m. to 1:00 p.m. on Fridays. All employee work shifts will start at 8:00 a.m. on their Friday worked. The start of the €SSA work week is 12:00 noon Friday. B. Two -Week Pay Period - The pay period for employees starts Friday mid -shift (p.m.) and continues for fourteen (14) days until Friday mid -shift (a.m.). During this period, each week is made up of four (4) nine (9) hour work days (thirty-six (36) hours) and one (1) four (4) hour Friday and those hours equal forty (40) work hours in each work week (e.g. the Friday is split into four (4) hours for the a.m. shift, which is charged to work week one and four (4) hours for the p.m. shift, which is charged to work week two). C. A/B Schedules - To continue to provide service to the public every Friday, employees are to be divided between two schedules, known as the "A" schedule and the "B" schedule, based upon the departmental needs. For identification purposes, the "A" schedule shall be known as the schedule with a day off on the Friday in the middle of the pay period, or, "off on payday", the "B" schedule shall have the first Friday (p.m.) and the last Friday (a.m.) off, or "working on payday". An example is listed below: -nnaa� ooaaaao onn �aaaao�0000aao•��aal A/B Schedule Changes - F SA RGR eXeMpt Employees cannot change schedules without prior approval of their supervisor, Department Head, and the Director of Human Resources Maflager or designee. The -parpese-efthi6he za i^^ is tG Feview the +n} )aGt--efl eVedirye—F-1SAexwmpt-empleyFees may GhaRge NB GGhedeles at the honinr+inn ..... y ........ y 9 a . . . . . .i ccwith s ape�pviiseF and vopa*nenrt Head appFeval MEO MOU 2006-2008 DRAFT V.5-2-07 64 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. LEAVE BENEFITS When an employee is off on a scheduled workday under the 9/80 work schedule, then nine (9) hours of eligible leave per workday shall be charged against the employee's leave balance or eight (8) hours shall be charged if the day off is a Friday. All leaves shall continue under the current accrual, eligibility, request and approval requirements. 1. General Leave — As stated in Memorandum of Understanding 2. Sick Leave — As stated in Memorandum of Understanding 3. Administrative Leave — As stated in Memorandum of Understanding Idl 5. Bereavement Leave — As stated in Memorandum of Understanding 6. Holidays - As stated in Memorandum of Understanding 7. Jury Duty — The provisions of the Personnel Rules shall continue to apply; however, if an PL2-4.exea4it employee is called to serve on jury duty during a normal Friday off, Saturday, or Sunday, or on a City holiday, then the jury duty shall be considered the same as having occurred during the employees day off work; therefore, the employee will receive no added compensation. MEO MOU 2006-2008 DRAFT V.5-2-07 65 EXHIBIT I - 4/10 WORK SCHEDULE This work schedule is known as the "4/10". The wE)Fk GGhedule 06 deGigned +�R GGMpt+aflse With- he-r a er ems of the FaiF LabeF StandaFdS AGt ( SA). 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. 4110 WORK SCHEDULE DEFINED The 4/10 work schedule shall be defined as working eight (8) days for eighty (80) hours in a two week pay period by working eight (8) days (Monday through Thursday, Fridays off) at ten (10) hours per day, plus a one -hour lunch during each work shift, totaling forty (40) hours in each €L�work week. The 4/10 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City 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. 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. b. General Leave — As stated in Memorandum of Understanding c. Sick Leave — As stated in Memorandum of Understanding d. Administrative Leave — As stated in Memorandum of Understanding MEO MOU 2006-2008 DRAFT V.5-2-07 f. Bereavement Leave —As stated in Memorandum of Understanding g. Holidays - As stated in Memorandum of Understanding h. Jury Duty — The provisions of the Personnel Rules shall continue to apply; however, if an F=I SA ovomn+ employee is called to serve on jury duty during a normal Friday off, Saturday, or Sunday, or on a City holiday, then the jury duty shall be considered the same as having occurred during the employees day off work; therefore, the employee will receive no added compensation. MEO MOU 2006-2008 DRAFT V.5-2-07 67 EXHIBIT J Voluntary Catastrophic Leave Donation Program Leave Request Form Requestor, Please Complete According to the provisions of the Voluntary Catastrophic Leave Donation Program, I hereby request donated Vacation, General Leave or Exempt Compensatory Time. MY SIGNATURE CERTIFIES THAT: • A Leave of absence in relation to a catastrophic illness or injury has been approved by my Department; and • 1 am not receiving disability benefits or Workers' Compensation payments. -- -. .:-_- ----....... ... _ ... ---- ........ ........ __-.:::—__........ __...... .. — 4___._. _... _.... _...... M:_....... ..____w__. me: (Please Print or Type: Last, First, MI) .._....... .... ..... __. ....... .............. .. ......... _ ..........: ..._. ................ .... . Department Director Signature of Support: `Date: human resources ueparnnent-use Entl donation date will beidge toy% ❑' Long'Term Disability. Medical Retirement beginning ❑... Length�of FMLA leave ending, Return to work' -human Resources Director Signature: MEO MOU 2006-2008 DRAFT V.5-2-07 Voluntary Catastrophic Leave Donation Program Leave Donation Form Donor, please complete Donor Name: (Please Print or Type: Last, First, MI) Work Phone: .. _...... . (Donor Job Title: Type of Accrued Leave: ;.:Number of Hours I wish to Donate: ❑ Vacation Hours of Vacation ❑ Compensatory Time Hours of Exempt Compensatory Time ❑ General Leave i Hours of General Leave understand that this voluntary donation of leave credits, once processed, is irrevocable; but if not needed, the donation will be returned to me. I also understand that this donation will remain confidential. I wish to donate my accrued Vacation, Exempt Compensatory Time or General Leave hours to the Leave Donation Program for: .Eligible recipient employee's name (Last, First, Ml): � ;Donor r Signature 'Date: i Please submit to Payroll in the Finance Department. MEO MOU 2006-2008 DRAFT V.5-2-07 ATTACHMENT #4 RESOLUTION NO. 2007-33 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH APPROVING AND IMPLEMENTING THE MEMORANDUM OF.UNDERSTANDING BETWEEN THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION (MEO) AND THE CITY OF HUNTINGTON BEACH FOR 12/20/06 THROUGH 12/ 19/08 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 Management Employees' Organization ("MEO"), a copy of which is attached hereto as EXHIBIT "A" and by reference made a part hereof, is hereby approved and ordered implemented in accordance with the terms and conditions thereof, and the City Administrator is authorized to execute this Agreement. Such Memorandum of Understanding shall be effective for the term December 20, 2006, through December 19, 2008. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 21 st day of May , 200 7 . REVIEWED AND APPROVED: J City Admi istrator AOVED AS TO FORM: r- dttorney INITIATED AND APPROVED: 14 eputy City A in' trator-City Services 07-I040;9886 Exhibit "A" — Resolution No. 2007-33 EXHIBIT A Exhibit "A" — Resolution No. - 3 MEMORANDUM OF UNDERSTANDING BETWEEN HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION AND CITY OF HUNTINGTON BEACH DECEMBER 20, 2006 - DECEMBER 19, 2008 Exhibit "A" — Resolution No. 2007-33 MEMORANDUM OF UNDERSTANDING MANAGEMENT EMPLOYEES' ORGANIZATION TABLE OF CONTENTS PREAMBLE.............................................:....................................................................................1 ARTICLE I - TERM OF MOU......................................................................................................... 1 ARTICLE II - REPRESENTATIONAL UNIT/CLASSIFICATIONS................................................1 ARTICLE III - ARTICLE NUMBER RESERVED..........................................................................2 ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT.......................................................2 ARTICLE V - SEVERABILITY......................................................................................................2 ARTICLE VI - SALARY SCHEDULE............................................................................................2 A. SALARY SCHEDULE............................................................................................................................ 2 1. Wage Increases...................................................................................................................................................2 ARTICLE VII - SPECIAL PAY......................................................................................................4 A. EDUCATIONAL TUITION....................................................................................................................... 4 B. BILINGUAL PAY.................................................................................................................................. 4 C. PROCESS OWNER ASSIGNMENT PAY................................................................................................... 4 ARTICLE VIII - UNIFORMS..........................................................................................................5 A. GENERAL POLICY...........................................................................................:................................... 5 B. AFFECTED PERSONNEL....................................................................................................................... 5 C. PERSONAL PROTECTIVE EQUIPMENT................................................................................................... 5 D. EMPLOYEE RESPONSIBILITIES............................................................................................................. 6 E. CITY RESPONSIBILITIES...................................................................................................................... 6 F. DEPARTMENT HEAD OR DESIGNEE RESPONSIBILITIES.......................................................................... 6 ARTICLE IX - HOURS OF WORK/ADMINISTRATIVE LEAVE....................................................7 A. OVERTIME......................................................................................................................................... 7 B. ADMINISTRATIVE LEAVE...................................................................................................................... 7 C. FLEX SCHEDULE AND HOURS OF WORK.............................................................................................. 7 1. 5/40 Work Schedule.............................................................................................................................................8 2. 9/80 Work Schedule.............................................................................................................................................8 3. 4110 Work Schedule.............................................................................................................................................8 ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS..................................................8 A. HEALTH............................................................................................................................................. 8 B. ELIGIBILITY CRITERIA AND COST......................................................................................................... 8 1. City and Employee Paid Medical Insurance — Employee and Dependents......................................................8 2. Health and Other Insurance Premiums.............................................................................................................9 a. Year 2007 Employer and Employee Contribution.......................................................................................9 3. Future Premiums and City Contributions.......................................................................................................10 5. Medical Cash-Out...........................................................................................................................................10 6. Section 125 Plan............................................................................................................................................10 C. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT......................................................................... 10 D. LONG TERM DISABILITY INSURANCE.................................................................................................. 11 E. MISCELLANEOUS.............................................................................................................................. 11 1. City Paid Premiums While On Medical Disability...........................................................................................11 MEO MOU FINAL 2006-2008 Exhibit "A" — Resolution No. 2007-33 MEMORANDUM OF UNDERSTANDING MANAGEMENT EMPLOYEES' ORGANIZATION TABLE OF CONTENTS 2. lnsuance Benefits Advisory Committee..........................................................................................................11 F. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR CITY MEDICAL SUBSIDY PLAN ................ 11 G. POST 65 SUPPLEMENTAL MEDICARE COVERAGE................................................................................. 12 H. MARINE SAFETY CHIEF MEDICAL PROGRAM......................................................................................... 12 I. INCREASE IN ANNUAL MAXIMUM BENEFIT FOR DENTAL PPO PLAN.......................................................... 12 ARTICLE XI - RETIREMENT BENEFITS...................................................................................13 A. BENEFITS........................................................................................................................................ 13 1. Self Funded Supplemental Retirement' Benefit..............................................................................................13 2. Medical Insurance for Retirees.......................................................................................................................13 a. Medical Insurance Upon Retirement..........................................................................................................13 B. PUBLIC EMPLOYEES' RETIREMENT SYSTEM REIMBURSEMENT AND REPORTING .................................... 14 1. Employee's Contribution.................................................................................................................................14 2. Two Percent at Age 55 Formula.....................................................................................................................14 3. Pre -Retirement Optional Settlement 2 Death Benefit.....................................................................................14 4. Fourth Level of 1959 Survivor Benefits..........................................................................................................14 C. RETIREMENT CONTRACT REOPENER................................................................................................. 14 ARTICLE XII - LEAVE BENEFITS.............................................................................................14 A. GENERAL LEAVE.............................................................................................................................. 14 1. Accrual...........................................................................................................................................................14 2. Eligibility and Approval....................................................................................................................................15 3. Leave Benefit Entitlements............................................................................................................................15 4. Conversion to Cash........................................................................................................................................15 B. City Paid HOLIDAYS....................................................................................................................... 15 C. SICK LEAVE..................................................................................................................................... 16 D. VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM.................................................................. 18 E. BEREAVEMENT LEAVE....................................................................................................................... 18 F. RELEASE TIME................................................................................................................................. 18 ARTICLE XIII - CITY RULES.....................................................................................................18 A. PERSONNEL RULES........................................................................................................................ 18 B. EMPLOYER -EMPLOYEE RELATIONS RESOLUTION.............................................................................. 18 1. Modification of Section 7 - Decertification and Modification................................................................................19 C. RULES GOVERNING LAYOFF, REDUCTION IN LIEU OF LAYOFF AND RE-EMPLOYMENT .......................... 20 1. Part 1 - Layoff Procedure...................................................................................................................................20 2. Order of Layoff...............................................................:...................................................................................22 3. Notification of Employees...................................................................................................................................22 4. Part 2 - Bumping Rights.....................................................................................................................................23 5. Part 3 - Re-Employment.....................................................................................................................................24 ARTICLE XIV - MISCELLANEOUS...........................................................................................26 A. PHYSICAL EXAMINATION................................................................................................................... 26 B. VEHICLE POLICY.............................................................................................................................. 26 C. DEFERRED COMPENSATION LOAN PROGRAM..................................................................................... 26 D. COLLECTION OF PAYROLL OVERPAYMENTS........................................................................................ 27 E. UNIT MODIFICATION.......................................................................................................................... 28 F. REQUIRED FINGERPRINTING OF EMPLOYEES THAT WORK WITH SENIOR CITIZENS ................................ 28 G. ACTING ASSIGNMENT....................................................................................................................... 28 H. RETURN TO WORK........................................................................................................................... 28 I. CONTROLLED SUBSTANCE AND ALCOHOL TESTING............................................................................. 29 J. MANAGEMENT AND EXECUTIVE MANAGEMENT RELATIONS COMMITTEE ................................................ 29 MEO MOU FINAL 2006-2008 Exhibit "A" — Resolution No. 2007-33 MEMORANDUM OF UNDERSTANDING MANAGEMENT EMPLOYEES' ORGANIZATION TABLE OF CONTENTS ARTICLE XV - CITY COUNCIL APPROVAL.............................................................................30 EXHIBIT A - SALARY SCHEDULE........................................................................................................ 31 EXHIBIT B - RETIREE SUBSIDY MEDICAL PLAN................................................................................ 37 SCHEDULE OF BENEFITS.............................................................................................. 37 A. Minimum Eligibility for Benefits.......................................................................................................................37 B. Disability Retirees..................:........................................................................................................................37 C. Maximum Monthly Subsidy Payments............................................................................................................38 RETIREE SUBSIDY MEDICAL PLAN/MISCELLANEOUS PROVISIONS .............................................. 39 A. Eligibility ....................................................................................................................................39 B. Benefits..........................................................................................................................................................39 C. Subsidies........................................................................................................................................................39 D. Medicare.........................................................................................................................................................40 E. Cancellation....................................................................................................................................................40 EXHIBIT C -VEHICLE USE/ASSIGNMENT........................................................................................... 42 EXHIBIT D - PHYSICAL EXAMINATION DESCRIPTION....................................................................... 43 EXHIBIT E - 9/80 WORK SCHEDULE.................................................................................................... 44 EXHIBIT F-4/10 WORK SCHEDULE..................................................................................................... 46 EXHIBIT G - VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM GUIDELINES ............... 47 MEO MOU FINAL 2006-2008 Exhibit "A" — Resolution No. 2007-33 MEMORANDUM OF UNDERSTANDING between THE CITY OF HUNTINGTON BEACH (Hereinafter called CITY) and THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION (Hereinafter called ASSOCIATION or MEO) PREAMBLE This Memorandum of Understanding is entered into by and between the City of Huntington Beach, a Municipal Corporation of the State of California, herein called "City," and the Huntington Beach Management Employees' Organization, a California Organization, herein called "Association." WHEREAS, pursuant to California law, the City, acting by and through its designated representatives, duly appointed by the governing body of said City, -and the representatives of the Association, a duly recognized employee association have met and conferred in good faith and have fully communicated and exchanged information concerning wages, hours, and other terms and conditions of employment for the period December 20, 2006 through December 19, 2008. WHEREAS, except as otherwise expressly provided herein, all terms and conditions of this Agreement shall apply to all employees represented by the Association, and WHEREAS, the representatives of the City and Association desire to reduce their agreements to writing, NOW THEREFORE, this Memorandum of Understanding (MOU) is made to become effective December 20, 2006 and it is agreed as follows: ARTICLE I - TERM OF MOU This Agreement shall be in effect for a period of two (2) years commencing December 20, 2006 and ending midnight December 19, 2008. ARTICLE II - REPRESENTATIONAL UNIT/CLASSIFICATIONS It is recognized that Association is the employee association which has the right to meet and confer in good faith with the City on the behalf of employees whose classifications are listed in Exhibit A, attached hereto and incorporated by reference herein. MEO MOU FINAL 2006-2008 1 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION ARTICLE III — MANAGEMENT'S RIGHTS The parties agree the City has the right to make unilateral management decisions that are outside the scope of bargaining, as defined by state and federal law and Public Employment Relations Board (PERB) decisions. Except as expressly abridged or modified herein, the City retains all rights, powers and authority with respect to the management and direction of the performance of City services and the work forces performing such services, provided that nothing herein shall change the City's obligation to meet and confer as to the effects of any such management decision upon wages, hours and terms and conditions of employment or be construed as granting the City the right to make unilateral changes in wages, hours and terms and conditions of employment. Such rights include, but are not limited to, consideration of the merits, necessity, level or organization of City services, including establishing of work stations, nature of work to be performed, contracting for any work or operation, reasonable employee performance standards, including reasonable work and safety rules and regulations in order to maintain the efficiency and economy desirable for the performance of City services. ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT Except as otherwise expressly provided herein, the adoption of this Memorandum of Understanding shall not change existing benefits and terms and conditions of employment which have been established in prior Memoranda of Understanding, and/or provided for in the Personnel and Departmental Rules of the City of Huntington Beach. ARTICLE V - SEVERABILITY If any section, subsection, sentence, clause, phrase, or portion of this MOU or any additions or amendments thereof, or the application thereof to any person, is for any reason held to be invalid or unconstitutional by the decision of any court of competent jurisdiction, such decision shall not affect the validity of the remaining portions of this resolution or its application to other persons. The City Council hereby declares that it would have adopted this MOU and each section, subsection, sentence, clause, phrase, or portion, and any additions or amendments thereof, irrespective of the fact that any one or more sections, subsections, sentences, clauses, phrases, or portions, or the application thereof to any person, be declared invalid or unconstitutional. ARTICLE VI - SALARY SCHEDULE A. Salary Schedule 1. All employees are required to utilize direct deposit of payroll checks. The City shall issue each employee direct deposit advice (payroll receipt) each pay period that details all income, withholdings, and deductions. 2. Wage Increases a. Effective with the first pay period that includes December 20, 2006, all employees shall receive a four and one-half percent (4.5%) wage increase. MEO MOU FINAL 2006-2008 2 Exhibit "A" - Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION b. Effective with the pay period that includes December 20, 2007, all employees shall receive a four and one-half percent (4.5%) wage increase. c. Effective with the first pay period that follows City Council ratification of this agreement, to address recruitment, retention, market and internal alignment issues, the City and Association agree to the compensation changes outlined below.- 1 . Principal Plumbing & Mechanical Inspector - 2.5% 2. Principal Electrical Inspector - 2.5% 3. Inspection Supervisor - 2.5% 4. Inspection Manager - 4.5% 5. Plan Check Engineer - 2.5% 6. Permit & Plan Check Manager - 12.5% 7. Facilities, Development & Concessions Manager - 7.5% 8. Senior Information Systems Analyst - 2.5% 9. Public Safety Systems Manager - 1 % 10. Principal Civil Engineer - 12.5% 11. Contract Administrator - 5% 12. Transportation Manager - 4% 13. Construction Manager - 5% 14. Maintenance Operations Manager - 8% 15. City Engineer - 2% 16. Deputy Director Public Works - 2.5% 17.Administrative Analyst - 1.5% 18. Senior Administrative Analyst - 1.5% d. Upon review by the Personnel Commission and approval by the City Council, the City and the Association agree to the classification and compensation changes outlined below. The effective date of the change in classification and compensation will be retroactively effective to the first pay period that follows City Council ratification of this agreement. 1. GIS Administrator to GIS Manager - 18% 2. Associate Civil Engineer to Senior Civil Engineer - 5% 3. Associate Traffic Engineer to Senior Traffic Engineer - 4.5% 4. Principal Administrative Analyst to Project Manager - 2% e. Upon review by the Personnel Commission and approval by the City Council, the City and Association agree to the classification and reclassification changes listed below. The effective date of the classification and compensation changes will be retroactively effective to the pay period that includes December 20, 2006: 1. Cultural Affairs Supervisor to. Senior Supervisor Cultural Services - 17.0% 2. Office Automation Systems Administrator to Senior Information Systems Analyst - 2.5% MEO MOU FINAL 2006-2008 3 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION 3. IS Computer Operations Supervisor to IS Computer Operations Manager 30% f. The parties further agree that these classification and compensation changes resolve any and all outstanding issues raised by either party prior to execution of this agreement. Affected classification titles are set forth in Exhibit A attached hereto and incorporated herein by this reference. ARTICLE VII - SPECIAL PAY A. Educational Tuition 1. Upon approval of the Department Head and the Director of Human Resources, permanent employees may be compensated for courses from accredited educational institutions, including vocational schools. Tuition reimbursement shall be limited to job - related courses or job -related educational degree objectives and requires prior approval by the Department Head and the Director of Human Resources. 2. Education costs shall be reimbursed to permanent employees on the basis of a full refund for tuition, books, parking (if a required fee) and any other required fees upon presentation of receipts. However, the maximum reimbursement shall be not more than one thousand five hundred dollars ($1,500) in any fiscal year period per employee. 3. Reimbursements shall be made when the employee presents proof to the Director of Human Resources that he/she has successfully completed the course with a grade of "C" or better; or a "Pass" if taken for credit. B. Bilingual Pay Permanent employees who are required by their Department Head to use Spanish, Vietnamese, or Sign Language skills as part of their job assignment, shall be paid an additional five -percent (5%) of their base hourly rate in addition to their regular bi-weekly salary. Permanent employees may accept assignments utilizing bilingual skills in other languages on a short-term assignment with approval by the City Administrator. Such employees shall receive the additional five percent (5%) for every bi-weekly pay period that the assignment is in effect. In order to be eligible for said compensation, an employee's language proficiency will be tested and certified by the Director of Human Resources or designee. The special pay shall be effective the first full pay period following certification as verified to the Department Head in writing by the Director of Human Resources or designee. C. Process Owner Assignment Pay Those employees performing assignments designated by the City as "process owner" assignments shall receive premium pay equal to ten percent (10%) of base salary (calculated at the employee's base hourly rate). MEO MOU FINAL 2006-2008 4 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION Process owner assignments are designated by the employee's Department Head and approved by the City Administrator or designee. Designated employees are responsible for JD Edwards applications setup, design, troubleshooting, and training. Process owners have system coordination responsibilities as distinguished from users of the system. Effective with the first full pay period following City Council ratification of this agreement, Process Owner Assignment Pay shall end. All employees receiving Process Owner Assignment Pay prior to this date shall continue to receive this pay while they remain assigned to their position. ARTICLE VIII - UNIFORMS The City agrees to provide uniforms to employees on active duty who are required to wear uniforms. A. General Policy The City shall furnish uniforms to those employees designated by the various Department Heads as required to wear a standard uniform for appearance, uniformity and public recognition purposes, in the procedures and guidelines set forth hereinafter. B. Affected Personnel All employees in classifications listed below shall wear a standard City adopted uniform. Each Department Head shall determine which employees must wear a uniform. Department Job Type Classification Category of Uniform Notes Comm Svcs 0032 Marine Safety Division Chief 2 Suit not replaced every year Comm Svcs 0133 Prkng & Cmping Fac Supervisor 4 Fire 0473 Dev& Petro -Chem Supervisor 7 Fire 0131 Fire Med Coordinator 2 Not required daily; frequency of use is ix week Fire 0130 Fire Protection Analyst 7 Police 9 Senior Admin Analyst 3 Not required daily Police 6 Detention Administrator 3 Police 2 V04 Police Communications Manager 3 Police 4 Police Records Administrator 3 Bldg & Safety 2 Principal Electircal Inspector 5 Bldg & Safety 3 Inspection Supervisor 5 Bldg & Safety 0076 lPrincipal Inspector Plumb/Mech is C. Personal Protective Equipment All personal protective equipment shall be provided based on employee safety needs for the performance of duties as approved by the Department Head. MEO MOU FINAL 2006-2008 5 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION D. Employee Responsibilities 1. To wear a clean and complete uniform as required. 2. Uniform appearance shall include: a. Patch to be worn above left shirt or jacket pocket. b. Pants to have no cuffs. c. Worn with pride in appearance to public, i.e., shirt buttoned, shirttail tucked in. 3. To wash and provide minimum repair; i.e., buttons, small tears. 4. To provide any alterations necessary including sewing on of City patches. 5. To not wear the uniform for other than City duties or work. 6. To notify supervisor of need to replace due to disrepair or severe staining producing an undesirable appearance. 7. To turn in all uniform components, including patches, upon termination. 8. To turn in all personal protective equipment upon termination. 9. To wear all personal protective equipment prescribed by the City safety officer and/or Supervisor of the division. E. City Responsibilities 1. To pay for City -required uniforms. 2. To report to the California Public Employees' Retirement System (CaIPERS) the cost of uniforms provided as set forth in Section B (above) for each classification as special compensation in accordance with Title 2, California Code of Regulations, Section 571(a)(5). For employees that are not required to wear uniforms on a daily basis or who are not actively employed for an entire payroll calendar year, a prorated cost of uniforms may apply. 3. To provide one or more retail clothing outlets for the various allotments. City reserves the right to name vendor. 4. To maintain records of purchases. F. Department Head or Designee Responsibilities 1. To ensure employee compliance with the Uniform Policy. MEO MOU FINAL 2006-2008 6 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION 2. To approve replacement of deteriorated uniform component(s) and personnel protective equipment as required and to maintain a listing for each eligible employee, by name and classification, of all uniform component(s) and personal protective equipment purchased. 3. To confirm receipt of uniforms, patches and personal protective equipment from an employee upon termination. A Termination Checklist Form is to be completed, signed by the employee, and submitted to the Human Resources Department. 4. To report to the Director of Human Resources any changes to the Uniform Listing by Category/Classification (Section B above). The City reserves the right to add, delete, change or modify the Uniform Listing as required. ARTICLE IX - HOURS OF WORK/ADMINISTRATIVE LEAVE It is the intent of the City to provide an opportunity for MEO employees to select a flex schedule and/or alternative work schedule that is consistent with the City's objective that such schedules shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. A. Overtime Employees represented herein shall not be eligible for paid overtime compensation, B. Administrative Leave All unit employees shall be entitled to fifty (50) hours of administrative leave per calendar year. Administrative leave shall not carry over to the next year and holds no cash value. Old Administrative Leave — Effective with the City Council ratification of this agreement, employees who have accrued a bank of old administrative leave and are eligible to receive the administrative leave hours based on the old administrative leave provision, shall have the right to use the accrued leave time on the same terms and conditions as any other approved leave time. However old administrative leave holds no cash value for current employees or employees separating from City service. C. Flex Schedule and Hours of Work With supervisor and Department Head approval, MEO employees may flex regularly scheduled start times between the hours of 7:00 a.m. to 9:00 a.m. Flex schedules shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. MEO employees will have the option of working a 5/40 or 9/80 work schedule with supervisor and Department Head approval. MEO employees assigned the 4/10-work schedule shall retain the option of working the 4/10-work schedule with supervisor and Department Head approval. In order to maintain service to the public, departmental effectiveness, productivity and/or efficiency a Department Head may assign an employee a MEO MOU FINAL 2006-2008 7 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION different work schedule that is in compliance with the requirements of the Fair Labor Standards Act (FLSA) with City Administrator approval. 5/40 Work Schedule The 5/40 work schedule shall be defined as working five (5) eight (8) hour days Monday through Friday each week plus a one -hour lunch during each work shift, totaling a forty (40) hour work week. 2. 9/80 Work Schedule The 9/80 work schedule, as outlined in Exhibit H, shall be defined as working nine (9) days for eighty (80) hours in a two -week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for eight (8) hours (Friday), plus a one -hour lunch during each work shift, totaling forty (40) hours in each FLSA work week. The 9/80-work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. 3. 4/10 Work Schedule The 4/10 work schedule, as outlined in Exhibit I, shall be defined as working four (4) ten (10) hour days Monday through Thursday or Tuesday thru Friday each week plus a one -hour lunch during each work shift, totaling a forty (40) hours work week. The assigned 4/10-work schedule must be in compliance with the requirements of FLSA and all other applicable laws. The 4/10-work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS A. Health The City shall make available group medical, dental and vision benefits to all employees.. A copy of the medical, dental and vision plan brochures may be obtained from the Human Resources Department. B. Eligibility, Criteria and Cost City and Employee Paid Medical Insurance — Employees and Dependents The City and employee shall each pay for health insurance premiums for qualified employees and dependent(s) effective the first of the month following the employee's date of hire. The employee deduction for premium contributions shall be aligned with the effective date of coverage and the ending date of coverage upon the employee's separation. The payroll deduction amount shall begin no later than the first full pay period following the effective date of coverage and pro- rated for coverage through the end of the month in which employment was separated. MEO MOU FINAL 2006-2008 8 Exhibit "A" -Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION Health and Other Insurance Premiums a. 2007 Premiums and Contributions PLAN TIER Monthly Premium Max City Contribution Monthly Employee Contribution Monthly Employee Contribution Bi-Weekly Kaiser EE ONLY 316.34 274.03 42.31 19.53 EE +1 692.78 555.51 137.27 63.36 EE+2OR MORE 911.06 720.18 190.88 88.10 Blue Shield HMO EE ONLY 352.29 274.03 78.26 36.12 EE +1 767.75 555.51 212.24 97.96 EE+20R MORE 993.82 720.18 273.64 126.30 Blue Shield Low PPO EE ONLY 463.20 373.77 89.43 41.28 EE +1 979.29 702.25 277.04 127.86 EE +. 2 OR MORE 1,213.63 851.34 362.29 167.21 Blue Shield High PPO EE ONLY 644.97 373.77 271.20 125.17 EE +1. 1383.42 702.25 681.17 314.39 EE+2OR MORE 1809.14 851.34 957.80 442.06 Blue Shield Safety PPO EE ONLY 432.49 373.77 58.72 27.10 EE +1 819.44 702.25 117.19 54.09 EE+2OR MORE 1041.00 851.34 189.66 87.54 Delta Dental PPO EE ONLY 58.31 42.88 15.43 7.12 EE +1 108.85 81.82 27.03 12.48 EE+2OR MORE 143.45 116.36 27.09 12.50 Delta Care HMO EE ONLY 24.87 23.00 1.87 0.86 EE +1 42.29 39.11 3.18 1.47 EE+2OR MORE 64.67 59.81 4.86 2.24 VSP EE ONLY 22.38 17.58 4.80 2.22 EE +1 22.38 17.58 4.80 2.22 EE+2OR MORE 22.38 17.58 4.80 2.22 MEO MOU FINAL 2006-2008 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION 3. Future Premiums and City Contributions Effective with the January 2008 health insurance deduction, the City's contribution shall increase in an amount not to exceed ten percent (10%) for medical insurance, five percent (5%) for dental insurance and five percent (5%) for vision insurance. The increases will be based on potential increases to the City's Blue Shield HMO, Delta Dental PPO, Delta Care HMO and Vision Service plans in 2008. In the event that the premium rates for City's Blue Shield HMO, Delta Dental PPO, Delta Care HMO and Vision Service plans increase by less than ten percent (10%), five percent (5%) and five percent (5%) respectively, the City contribution caps will be adjusted based on the actual percentage increases. In the event that these caps are exceeded, the employee shall pay any increased amount above the City's contribution caps. As a result of these formulas, it is understood that the employee contribution shall not decrease during the term of this Agreement nor is there any expectation of compensation or benefit in the event the City's contribution cap is not reached. 4. Employee payroll deductions shall be made on a pre-tax basis. 5. Medical Cash -Out Effective with the first payment 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 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. 6. Section 125 Plan This plan allows employees to use pre-tax salary to pay for childcare, adult dependent care and/or medical expenses allowable under the Internal Revenue Service rules for a Section 125 plan. C. Life and Accidental Death & Dismemberment Each employee is provided with $50,000 (fifty thousand) life insurance and $50,000 (fifty thousand) accidental death & dismemberment insurance paid for by the City. Each employee shall have the option, at his or her own expense, to purchase additional amounts of life insurance and accidental death & dismemberment insurance to the extent provided by the City's current providers. Evidence of insurability is contingent upon total participation in additional amounts. MEO MOU FINAL 2006-2008 10 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION D. Long Term Disability Insurance This program provides, for each incident of illness or injury, a waiting period of thirty (30) calendar days, during which the employee may use accumulated sick leave, general leave pay, or the employee may elect to be in an unpaid status. Subsequent to the thirty (30) day waiting period, the employee will be covered by an insurance plan paid for by the City, providing 66 2/3 (sixty six and two -third) percent of the first $12,500 (twelve thousand five hundred) of the employee's basic monthly earnings. The maximum benefit period for disability due to accident or sickness shall be to age sixty five (65). Days and months refer to calendar days and months. Benefits under the plan are integrated with sick leave, Worker's Compensation, Social Security and other non -private program benefits to which the employee may be entitled. Disability is defined as: "The inability to perform all of the duties of regular occupation during two years, and thereafter the inability to engage in any employment or occupation for which the employee is fitted by reason of education, training or experience." Rehabilitation benefits are provided in the event the individual, due to disability, must engage in another occupation. Survivor's benefits continue plan payment for three (3) months beyond death. A copy of the plan is on file in the Human Resources Department. The intent of long term disability is to assist employees who are off work for an extended period of time. While long term disability benefits can be coordinated with accrued leave benefits to achieve one hundred percent (100%) of regular salary, no employee may receive more than their regular salary while receiving disability benefits and paid leave. E. Miscellaneous 1. City -Paid Premiums While on Medical Disability When an employee is off work without pay for reason of medical disability, the City shall maintain the City -paid employee's insurance premiums during the period the employee is in an unpaid status for the length of said leave, not to exceed twenty-four (24) months. 2. Insurance and Benefits Advisory Committee The City and the Association participate in a City-wide joint labor and management insurance and benefits advisory committee to discuss and study issues relating to insurance and benefits available for employees. F. Retiree Medical Coverage for Retirees Not Eligible for the City Medical Retiree Subsidy Plan Employees who retire from the City after January 1, 2004 and are granted a retirement allowance by the California Public Employees' Retirement System and are not eligible for MEO MOU FINAL 2006-2008 11 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION the City's Retiree Subsidy Medical Plan may choose to participate in City -sponsored medical insurance plans until the first of the month in which they turn age sixty-five (65). The retiree shall pay the full premium for City -sponsored medical insurance for themselves and/or qualified dependents without any City subsidy. Employees who retire from the City and receive a retirement allowance from the California Public Employees' Retirement System and are not eligible for the City's Retiree Subsidy Medical Plan and choose not to participate in City -sponsored medical insurance upon retirement, permanently lose eligibility for this insurance. However, if a retiree who is not eligible for the City's Retiree Subsidy Medical Plan chooses not to participate in City -sponsored medical insurance plans because the retiree has access to other group medical insurance and subsequently loses eligibility for that group medical insurance, the retiree and their qualified dependents will have access to City -sponsored medical insurance plans reinstated. Eligibility for Retiree Medical Coverage terminates the first of the month in which the retiree or qualified dependent turns age sixty-five (65). G. Post-65 Supplemental Medicare Coverage Retirees who are participating in the Retiree Subsidy Medical Plan as of January 1, 2004 and all future retirees who meet the criteria to participate in City -sponsored medical insurance, with or without the Retiree Medical Subsidy Plan, may participate in City - sponsored medical insurance plans that are supplemental to Medicare. A retiree or qualified dependent must choose to participate in City -sponsored medical insurance plans that are supplemental to Medicare beginning the first of the month in which the retiree or qualified dependent turns age sixty-five (65). The retiree shall pay the full premium to participate in City -sponsored medical insurance plans that are supplemental to Medicare for themselves or qualified dependents without any City subsidy. Retirees or qualified dependents, upon turning age sixty five (65), who choose not to participate in City -sponsored medical insurance plans that are supplemental to Medicare permanently lose their eligibility for this insurance. H. Marine Safety Chief Medical Program The City will provide the Marine Safety Chief an equivalent plan that is designed specifically for Safety employees. I. Annual Maximum Benefit for Dental PPO Plan The Dental PPO plan maximum annual benefit is $2,000. MEO MOU FINAL 2006-2008 12 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION ARTICLE XI - RETIREMENT BENEFITS A. Benefits 1. Self Funded Supplemental Retirement Benefit Employees hired prior to August 17, 1998 are eligible for the Self -Funded Supplemental Retirement Benefit, which provides that: a. In the event a member elects Option #2 (Government Code Section 21456) or Option #3 (Government Code Section 21457) of the Public Employees' Retirement Law, the City shall pay the difference between such elected options and the unmodified allowance which the member would have received for his or her life alone. This payment shall be made only to the member -shall be payable by the City during the life of the member, and upon that member -death, the City 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 the allowance is payable to the member until his or her death, and then either the entire allowance [Option #2] or one-half of the allowance [Option #3] is paid to the beneficiary for life.) b. Employees hired on or after August 17, 1998 shall not be eligible for this benefit referenced in A.1.a. herein above. 2. Medical Insurance for Retirees a. Medical Insurance Upon Retirement Upon retirement, whether service or disability, each employee shall have the following options in regards to medical insurance under City -sponsored plans: 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 Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) Federal or State Law, or 2) Retirees retiring after approval of this MOU may participate in the Retiree Subsidy Medical Plan, attached hereto as Exhibit B, or the Health Maintenance Organization (HMO) Plan currently being offered to retirees at the retiree's own expense if the requirements set forth in Exhibit B are met, or if the retiree meets the eligibility requirements described in Exhibit B, the retiree may receive a subsidy from the City for retiree medical insurance pursuant to the schedule set forth in Exhibit B. MEO MOU FINAL 2006-2008 13 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION B. Public Employees' Retirement System Reimbursement and Reporting 1. Employee's Contribution Each employee covered by this Agreement shall continue to be reimbursed once bi- weekly in an amount equal to seven percent (7%) of the employee's base salary (nine percent (9%) for safety employees) as a pickup of the employee's contribution, or portion of such contribution, to the Public Employees' Retirement System. The above PERS pickup is not base salary, but is done pursuant to Section 414(h) (2) of the Internal Revenue Code. 2. Two Percent at Age 55 Formula 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 receive the benefit of the Pre -Retirement Optional Settlement 2 Death Benefit, as identified in Government Code Section 21548 with CalPERS. 4. Fourth Level of 1959 Survivor Benefits Employees receive the benefit of the Fourth Level of the 1959 Survivor Benefit, as identified in Government Code Section 21574 with CalPERS. C. Retirement Contract Reopener During the term of this agreement, the Association may request to reopen this agreement for the purpose of the meeting and conferring on enhanced retirement for employees. The parties agree that the City agrees to this reopener as a result of the sole request of the Association and it makes no offer to pay any cost related to any possible enhanced retirement plan nor implies agreement to implementing any enhanced retirement plan by agreeing to this reopener. ARTICLE XII - LEAVE BENEFITS A. General Leave 1. Accrual Employees accrue General leave at the accrual rates outlined below. General leave may be used for any purpose, including vacation, sick leave, and personal leave. MEO MOU FINAL 2006-2008 14 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION Years of' Service Annual General Leave Allowance' = Bi-Weekly General Leave Allowance First through Fourth Year 176 Hours 6.77 Fifth through Ninth Year 200 Hours. 7.69 Tenth through Fourteenth Year 224 Hours 8.62 Fifteenth Year and Thereafter 256 Hours 9.85 2. Eligibility and Approval General leave must be pre -approved except for illness, injury or family sickness, which may require a physician's statement for approval. General leave accrued time is to be computed from the employee's anniversary of their hiring date. 'Employees are not permitted to take general leave in excess of actual time earned. Employees shall not accrue general leave in excess of six hundred forty (640) hours. An employee who earns general leave hours in excess of six hundred forty (640) hours shall be paid the cash value of those additional hours in their paycheck. Employees may not use their general leave to advance their separation date on retirement or other separation from employment. 3. Leave Benefit Entitlements The City shall comply with all State and Federal leave benefit entitlement laws. An eligible employee on an approved leave is permitted to use earned Sick Leave, General Leave, and/or Administrative Leave for serious and non -serious family or personal health issues. For more information on employee leave options contact the Human Resources Department. 4. Conversion to Cash Twice during each fiscal year, each employee has the option to convert into a cash payment or deferred compensation up to a total of one hundred sixty (160) hours of earned general leave benefits at the base hourly rate. The employee shall give two (2) weeks advance notice to Payroll of his/her desire to exercise such option. Effective with the City Council ratification of this agreement and until the thirty (30) days that follow, employees shall have the one-time option to cash an additional forty (40) hours of general leave. B. City Paid Holidays Permanent full-time employees shall receive the following paid holidays per the employee's regularly scheduled work shift: MEO MOU FINAL 2006-2008 15 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION 1. New Year's Day (January 1) 2. Martin Luther King Jr., (third Monday in January) 3. Presidents Day (third Monday in February 4. Memorial Day (last Monday in May) 5. Independence Day (July 4) 6. Labor Day (first Monday in September) 7. Veteran's Day (November 11) 8. Thanksgiving Day (fourth Thursday in November) 9. The Friday after Thanksgiving 10. Christmas Day (December 25) Any day declared by the President of the United States to be a national holiday and adopted as an employee holiday by the City Council of Huntington Beach. City paid holidays which fall on Saturday shall be observed the preceding Friday, and those falling on Sunday shall be observed the following Monday. a. In the event that an employee is required to work on a City paid holiday, the holiday hours shall be credited to the employee's general leave bank. Approval of this transaction shall be handled by the Department Head or designee, in the payroll period that includes the holiday worked. b. If a City paid holiday falls on an employee's scheduled day off and with approval from the Department Head or designee, the employee may take another day off during the same payroll period as the holiday or opt to be credited with general leave the number of hours of the employee's regularly scheduled work shift. c. A permanent half-time (1/2) or three quarter -time (3/4) employee shall have City paid holidays paid as time off with a pro -rated amount of four (4) or six (6) hours, respectively. C. Sick Leave 1. Accrual — No employee shall accrue sick leave after December 24, 1999. 2. Credit —Employees shall carry forward their sick leave balance and shall no longer accrue sick leave credit. 3. Usage — Employees may use accrued sick leave for the same purposes for which it was used prior to December 25, 1999. MEO MOU FINAL 2006-2008 16 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION 4. Pay Off At Termination a. Employees on the payroll on November 20, 1978 'are entitled to the following sick leave payoff plan: At involuntary termination by reason of disability, or retirement, employees (or in the case of death, their beneficiary) shall be compensated at their then current rate of pay for seventy-five percent (75%) of all unused sick leave accumulated as of July 1, 1972, plus fifty percent (50%) of unused sick leave accumulated subsequent to July 1, 1972, up to a maximum of seven hundred twenty (720) hours of unused, accumulated sick leave, except as provided in paragraph 4 below. Upon termination for any other reason, employees shall be compensated at their then current rate of pay for fifty percent (50%) of all unused, accumulated sick leave, up to a maximum of seven hundred twenty (720) hours of such accumulated sick leave. b. Employees hired after November 20, 1978 shall be entitled to the following sick leave payoff plan: Upon termination, all employees shall be paid, at their then current salary rate, for twenty-five. percent (25%) of unused, earned sick leave to four hundred eighty (480) hours accrued, and for thirty-five percent (35%) of all unused, earned sick leave in excess of four hundred eighty (480) hours, but not to exceed seven hundred twenty (720) hours, except as provided in paragraph 4 below. c. Except as provided in paragraph 4d. below, no employee shall be paid at termination for more than seven hundred twenty (720) hours of unused, accumulated sick leave. However, employees may utilize accumulated sick leave on the basis of "last in, first out" meaning that sick leave accumulated in excess of the maximum for payoff may be utilized first for sick leave, as defined in Personnel Rule 18-8. d. Employees who had unused, accumulated sick leave in excess of seven hundred twenty (720) hours as of July 5, 1980, shall be compensated for such excess sick leave remaining on termination under the formulas described in paragraphs 1 and 2 above. In no event shall any employee be compensated upon termination for any accumulated sick leave in excess of the "cap" established by this paragraph (i.e., seven hundred twenty (720) hours plus the amount over seven hundred twenty (720) hours existing on July 5, 1980). Employees may continue to utilize sick leave accrued after that date in excess of such "cap" on a "last in, first out" basis. e. To the extent that any "capped" amount of excess sick leave over seven hundred twenty (720) hours is utilized, the maximum compensable amount shall be correspondingly reduced. (Example: Employee had 1,000 hours accumulated. MEO MOU FINAL 2006-2008 17 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION Six months after July 5, 1980, employee has accumulated another 48 hours. Employee is then sick for 120 hours. Employee's maximum sick leave "cap" for compensation at termination is now reduced by seventy two (72) hours to nine hundred twenty eight (928) hours. f. Employees electing to participate in the City's group health insurance program after retirement can request the premiums to be paid by the City out of any available funds due and owing them under the terms of this agreement for unused sick leave benefits upon retirement. D. Voluntary Catastrophic Leave Donation Program Under certain conditions, an employee may donate leave time to another employee in need. The program is outlined in Exhibit G. E. Bereavement Leave Employees shall be entitled to bereavement leave not to exceed twenty-four (24) work hours in each instance of death in the immediate family. Immediate family is defined as father, mother, sister, brother, spouse, registered domestic partner, children, grandfather, grandmother, stepfather, stepmother, step grandfather, step grandmother, grandchildren, stepsisters, stepbrothers, mother-in-law, father-in-law, son-in-law, daughter-in-law, brother- in-law, sister-in-law, stepchildren, or wards of which the employee is the legal guardian. F. Release Time Notwithstanding any other provisions of this Agreement, the Association and the City and the Association agree to continue discussion during the term of the MOU on Release Time for negotiation, including City's consideration of the number of hours, based on the establishment of a mutually agreed upon written provision for the use of such leave by Association representatives and its members. Such leave shall be limited to use for the purpose of Association business not covered within the scope of legal requirements. It remains the City's intent to enforce reasonable standards for the administration and control of current Release Time use. ARTICLE XIII - CITY RULES A. Personnel Rules All MOU provisions that supersede the City's Personnel Rules shall automatically update the City's Personnel Rules and be incorporated into such rules. B. Employer -Employee Relations Resolution During the term of the agreement, the City and the Association agree to update the Employee -Employer Relations Resolution to reflect current State law. MEO MOU FINAL 2006-2008 18 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION 1. Modification of Section 7 — Decertification and Modification a. The City and the Association desire to maintain labor stability within the representational unit to the greatest extent possible, consistent with the employee's right to select the representative of his or her own choosing. For these purposes, the parties agree that this Agreement shall act as a bar ' to appropriateness of this unit and the selection of the representative of this unit, except during the month of August prior to the expiration of this Agreement. Changes in bargaining unit shall not be effective until expiration of the MOU except as may be determined by the Personnel Commission pursuant to the procedures outlined below. This provision shall modify and supersede the time limits, where inconsistent, contained in Section 7 of the current Employer - Employee Relations Resolution of the City of Huntington Beach. b. The City and the Association have agreed to a procedure whereby the City, by and through the Director of Human Resources, would be entitled to propose a Unit Modification. The Association and the City agree to jointly recommend a modification of the City of Huntington Beach Employer -Employee Relations Resolution (Resolution Number 3335) upon the City having completed its obligation to meet and confer on this issue with all other bargaining units. The proposed change to the Employer -Employee Relations Resolution is as follows: 7.3 Director of Human Resources Motion of Unit Modification - The Director of Human Resources may propose, during the same period for filing a petition for decertification, that an established unit be modified in accordance with the following procedure: 1. The Director of Human Resources shall give written notice of the proposed modification(s); to any affected employee organization and any affected employees. 2. The Personnel Commission shall hold a meeting concerning the proposed modification(s) at which time all affected employee organizations and employees shall be heard; 3. Thereafter, the Personnel Commission shall determine the composition of the appropriate unit or units and shall give written notice of such determination to the affected employee organizations and any affected employees. The City Administrator, employee organization or employee aggrieved by an appropriate unit determination of the Personnel Commission may, within ten (10) days of notice thereof, request a review of such determination by the City Council. Within thirty (30) days of receipt of a request to review a unit MEO MOU FINAL 2006-2008 19 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION determination of the Personnel Commission the City Council shall review the matter. The City Council's decision shall be final. 4. Except as provided otherwise in this MOU, the salary, benefit, and working conditions specified by this MOU shall be provided to employees in classifications listed in Exhibit A and have completed or are in the process of completing a probationary period in a permanent position in the competitive service in which the employee regularly works twenty (20) hours or more per week. C. Rules Governinq Layoff, Reduction in Lieu of Layoff and Re -Employment 1. Part 1 — Layoff Procedure a. General Provisions 1) Whenever it is necessary, because of lack of work or funds to reduce the staff of a City department, employees may be laid off pursuant to these rules. 2) Whenever an employee is to be separated from the competitive service because the tasks assigned are to be eliminated or substantially changed due to management -initiated changes, including but not limited to automation or other technological changes, it is the policy of the City that steps be taken by the Human Resources Department on an interdepartmental basis to assist such employee in locating, preparing to qualify for, and being placed in other positions in the competitive service. This shall not be construed as a restriction on the City government in effecting economies or in making organizational or other changes to increase efficiency. 3) A department shall reduce staff by identifying which positions within the department are to be eliminated. 4) The employee who has the least City-wide service credit in the class within the department shall have City-wide transfer rights in the class pursuant to Part 1, Section 3, Transfer or Reduction to Vacancies in Lieu of Layoffs, or within the occupational series pursuant to Part 2, Bumping Rights. 5) If a deadline within this procedure falls on a day that City Hall is closed, the deadline shall be the next day City Hall is open. b. Service Credit 1) Service credit means total time of full-time continuous service within the City at the time the layoff is initiated, including probation, paid leave, or military leave. Permanent part-time employees earn service credit on a pro-rata basis. MEO MOU FINAL 2006-2008 20 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION 2) Except as required by law, leaves of absence without pay shall not earn service credit. 3) As between two or more employees who have the same amount of service credit, the employee who has the least amount of service in class shall be deemed to be the least senior employee. c. Transfer or Reduction to Vacancies in Lieu of Layoff 1) In lieu of layoff, a transfer within class shall be offered to an employee(s) with the least amount of service credit in the class designated for staff reduction within a department subject to the following: a) The employee has the necessary qualifications to perform the duties of the position. b) The employee shall be given the opportunity; in order of service credit, to accept a transfer to a vacant position in the same class within the City, provided the employee has the necessary qualifications to perform the duties of the position. c) If no position in the same class is vacant, the employee shall be given the opportunity, in order of service credit, to transfer to the position in the same class that is held by an incumbent in another department with the least amount of service credit whose position the employee has the necessary qualifications to perform. 2) If an employee(s) is not eligible for transfer within the employee's class, the employee shall be offered, in order of service credit, a reduction to a vacant position in the next lower class within the City in the occupational series in lieu of layoff provided the employee has the necessary qualifications to perform the duties of the position. 3) If the employee refuses to accept a transfer or reduction pursuant to a. or b., above, the employee shall be laid off. a) If the employee(s) in the class with the least amount of service credit is in the position(s) to be eliminated or displaced by transfer, the employee shall be offered bumping rights, pursuant to Part 2, Bumping Rights. b) Any employee who takes a reduction to a position in a. lower class within the occupational series in lieu of layoff shall be placed on the reinstatement/reemployment list(s) pursuant to Part 3. Reemployment. MEO MOU FINAL 2006-2008 21 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION 2. Order of Layoff a. Prior to implementing a layoff, vacant positions that are authorized to be filled shall be identified by City-wide occupational series. If the employee refuses to accept a position pursuant to Section 3. above, the employee shall be laid off. b. No promotional probationary employee or permanent employee within a class in the department shall be laid off until all temporary, nonpermanent part-time and non -promotional probationary employees in the class are laid off. Permanent employees whose positions have been eliminated may exercise citywide bumping rights to a lower class in the occupational series pursuant to Part 2. C. When a position in a class and/or occupational series is eliminated, any employee in the class who is on authorized leave of absence or is holding a temporary acting position in another class shall be included for determining order of service credit and be subject to these layoff procedures as if the employee was in his or her permanent position. 3. Notification of Employees a. The Human Resources Department shall give written notice of layoff to the employee by personal service or by sending it by certified mail to the last known mailing address at least fifteen (15) calendar days prior to the effective date of the layoff. Normally notices will be served on employees personally at work. b. Layoff notices may be initially issued to all employees who may be subject to layoff as a result of employees exercising voluntary reduction/bumping rights. C. The notice of layoff shall include the reason for the layoff, the effective date of the layoff, the employee's hire date, and the employee's service credit ranking. The notice shall also include the employee's right to bump the person in a lower class with the least service credit within the occupational series provided the employee possesses the necessary qualifications to successfully perform the duties in the lower class and the employee has more service credit than the incumbent in the lower class. d. The written layoff notice given to an employee shall include notice that he or she has seven (7) calendar days from the date of personal service, or date of delivery of mail if certified, to notify the Director of Human Resources in writing if the employee intends to exercise the employee's bumping rights, if any, pursuant to Part 2, Bumping Rights. e. Whenever practicable, any employee with the least amount of service credit in a lower class within an occupational series which is identified for work force MEO MOU FINAL 2006-2008 22 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION reduction shall also be given written notice that such employee may be bumped pursuant to Part 2. This notice shall include the items referred to in C., above. f. If an employee disagrees with the City's computation of service credit or listed date of hire, the employee shall notify the Director of Human Resources as soon as possible, but in no case later than five (5) calendar days after the personal service or certified mail delivery. Disputes regarding date of hire or service credit shall be jointly reviewed by the Director of Human Resources and the employee and/or the employee's representative as soon as possible, but in no case later than five (5) calendar days from the date the employee notifies the Director of Human Resources of the dispute. Within five (5) calendar days after the dispute is reviewed, the employee shall be notified in writing of the decision. 4. Part 2 — Bumping Rights a. Voluntary Reduction or Bumping in Lieu of Layoff 1) A promotional probationary employee or permanent employee who receives a layoff notice may request a reduction to a position in a lower class within the occupational series provided the employee possesses the necessary qualifications to perform the duties of the position. 2) Employees electing reduction under "a" above, shall be reduced to a position authorized to be filled in a lower class within the employee's occupational series. The employee may reduce to a lower class in his/her occupational series by: 1) filling a vacancy in that class, or 2) if no vacancy exists, displacing the employee in the class with the least service credit whose position the employee has the necessary qualifications to perform. A displaced employee shall have bumping rights. 3) An employee who receives a layoff notice must exercise bumping rights within seven (7) calendar days of receipt of the notice as specified in Part 1 - Layoff Procedure. Failure to respond within the time limit shall result in a reputable presumption that the employee does not intend to exercise any right of reduction or bumping to a lower class. The employee must carry the burden of proof to show that the employee's failure to respond within the time limits was reasonable. If the employee establishes that failure to respond within the time limit was reasonable, to the Director of Human Resources satisfaction, the employee shall be permitted to exercise bumping rights, but shall not be reinstated to a paid position until the employee to be bumped has vacated the position. If the employee disagrees with the Director of Human Resources decision, the employee may appeal pursuant to the provisions of Sections 3 and 4 below. MEO MOU FINAL 2006-2008 23 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION b. Reinstatement/Re-Employment Lists Any employee who takes a reduction to a position in a lower class within the occupational series in lieu of layoff shall be placed on tile reinstatement/re- employment list pursuant to Part 3, Re -Employment. C. Qualifications Appeal Any employee who is denied a reduction to a position in a lower class within the occupational series on the basis that the employee does not possess the necessary qualifications to successfully perform the duties of the lower position may appeal the decision. The appeal shall be filed with the Director of Human Resources within five (5) calendar days of the employee's receipt of written notice of the decision and reason(s) for denial. The employee's appeal shall be in writing and shall include supporting facts or documents supporting the appeal. d. Qualifications Appeal Hearing 1) Upon receipt of an appeal, the Director of Human Resources shall contact a mediator from the California State Mediation and Conciliation Service to schedule a hearing within two (2) weeks after receipt of the appeal. If the California State Mediation and Conciliation Service is not available within that time frame, the parties shall mutually select a person who is available within the time frame. If the California State Mediation and Conciliation Service and the person mutually selected are not available within the time frame, the parties shall select the earliest date either is available to conduct the hearing. The parties shall split the cost, if any, of the hearing officer. In addition, the parties shall meet within three (3) workdays to attempt to resolve the dispute. If the dispute remains unresolved, the parties shall endeavor in good faith to submit to the hearing officer a statement of all agreed upon facts relevant to the hearing. 2) Appeal hearings shall be limited to two (2) hours, except as otherwise agreed by the parties or directed by the hearing officer. 3) The hearing officer shall attempt to resolve the dispute by mutual agreement if possible. If no agreement is reached, the hearing officer shall render a decision at the conclusion of the hearing, which shall be final and binding 5. Part 3 — Re -Employment a. Re -Employment 1) Employees who are laid off or reduced in class to avoid layoff shall have their names placed upon a re-employment list, for each class in the occupational series, in seniority order at or below the level of the class from which laid off or reduced. MEO MOU FINAL 2006-2008 24 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION 2) Names of persons placed on the re-employment lists shall remain on the list for two (2) years from the date of layoff or reduction. 3) Vacancies shall be filled from the re-employment list for a class, starting at tile top of the list, providing that the person meets the necessary qualifications for tile position. 4) Names of persons are to be removed from the reemployment list for a class if on two (2) occasions they decline an offer of employment or on two (2) occasions fail to respond to offers of employment in a particular class within five (5) calendar days of receipt of written notice of an offer. Any employee who is dismissed from the City service for cause shall have his or her name removed from all re-employment lists. 5) Re-employment lists shall be available to HBMEO and affected employees upon reasonable request, 6) Qualification appeals involving re-employment rights shall be resolved in the same manner as that identified in Part 2. Section 4. b. Status on Re -Employment 1) Persons re-employed from layoff within a two (2) year period from the date of layoff shall receive the following considerations and benefits: a) Service credit held upon layoff shall be restored, but no credit shall be added for the period of layoff. b). Prior service credit shall be counted toward General Leave accruals. c) Employees may cash in sick leave upon layoff or at any time after layoff in the manner and amount set forth in existing Memoranda of Understanding for that employee's unit. General Leave shall be paid to an employee when the re-employment list(s) expire(s), if not previously paid. d) Upon reinstatement the employee may have his or her General Leave re -credited by repayment to the City the cashed amount. e) The employee shall be returned to the salary step of the classification held at the time of the layoff and credited with the time previously served at that step prior to being laid off. f) The probationary status of the employee shall resume if incomplete MEO MOU FINAL 2006-2008 25 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION 2) Employees who have been reduced in class to avoid layoff and are returned within two (2) years to their former class shall be placed at the salary step of the class they held at the time of reduction and have their merit increase eligibility date recalculated. ARTICLE XIV - MISCELLANEOUS A. Physical Examination Employees shall be provided, once every two (2) years, with a City -paid physical examination. Said exam shall be comprehensive in nature and shall include: 1. A complete medical history, physical exam, laboratory testing and review of results by a physician. (See Exhibit G, Physical Exam Description.) 2. A stress EKG will be provided for employees forty (40) years of age or older. No more than one-half (1/2) of the eligible employees shall receive examinations in any one fiscal year. B. Vehicle Policy 1. Approval is required by the City Administrator or his/her designee for any City vehicle to be taken home by an employee. 2. The auto allowance for qualifying employees is two hundred seven dollars and sixty- nine cents ($207.69) bi-weekly. 3. No unit -employee shall have their automobile allowance eliminated until the City's Fleet Management Policy is re -negotiated. 4. Eligibility for automobile allowance shall be determined in accordance with the City's Fleet Management Program dated August 1999. 5. Employees in the following classifications are eligible to receive Auto Allowance: Beach Operations Supervisor Building Maintenance Supervisor City Engineer Combination Structural Inspection Supervisor Construction Manager Deputy Director of Public Works Detention Administrator Development, Concessions & Facilities Manager Fire Protection Analyst Human Services Program Supervisor Inspection Manager MEO MOU FINAL 2006-2008 26 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION Landscape Architect Landscape Maintenance Supervisor Maintenance Operations Manager Marine Safety Chief Mechanical Maintenance Supervisor Parking/Camping Facility Supervisor Police Communications Manager Police Records Administrator Principal Electrical Inspector Principal Plumbing Mechanical Inspector Public Safety Systems Manager Real Estate Services Manager Recreation, Human & Cultural Affairs Superintendent Street & Building Maintenance Supervisor Transportation Manager Tree Maintenance Supervisor Utilities Manager Wastewater Supervisor Water Distribution Supervisor Water Production Supervisor C. Deferred Compensation 1. Loan Program In accordance with federal law, employees may borrow from their deferred compensation funds for critical needs such as medical costs, college tuition, or purchase of a home. 2. Deferred Compensation Contribution at Time of Separation In accordance with Internal Revenue Service rules, the value of any unused earned leave benefits may be transferred to deferred compensation at separation (including retirement), but only during the time that the employee is actively employed with the City. The latest opportunity for such transfer must be the pay period prior to the employee's last day of employment. D. Collection of Payroll Overpayments In the event that a payroll overpayment is discovered and verified, and considering all reasonable factors including the length of time that the overpayment was made and if and when the employee could have reasonably known about such overpayment, the City shall take action to collect from the employee the amount of overpayment(s). Such collection shall be processed by payroll deduction over a reasonable period of time considering the total amount of overpayment. MEO MOU FINAL 2006-2008 27 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION In the event the employee separates from employment during the collection period, the final amount shall be deducted from the last payroll check of the employee. If applicable, the balance due from the employee shall be communicated upon employment separation if the last payroll check does not sufficiently cover the amount due the City. It shall be the responsibility of the employee and the City to periodically monitor the accuracy of compensation payments or reimbursements due to the possibility of a clerical oversight or error. The City reserves the right to also collect compensation overpayments caused by or the result of misinterpretation of a pay provision by non - authorized personnel. The interpretation of all pay provisions shall be administered by the City Administrator or designee and as adopted by the City Council. Unauthorized compensation payments shall not constitute a past practice. E. Unit Modification Notwithstanding any other provisions of this agreement, the City and Association agree to meet and confer within forty-five (45) days of the City Council ratification of this agreement regarding the possibility of adding positions to the MEO bargaining unit. F. Required Fingerprinting of Employees The City requires all employees who are hired, transferred, or promoted to positions with oversight responsibilities for senior citizens to be fingerprinted for California Department of Justice (DOJ) clearance that require fingerprinting by federal, state or local law(s) be fingerprinted according to said law(s). The City may also require employees be fingerprinted if they are transferred, or promoted to positions with oversight responsibilities for senior citizens or oversight responsibilities for confidential, and or sensitive documents or equipment. G. Acting Assignment Acting assignments are not intended to exceed six (6) months unless extraordinary circumstances warrant an extension as recommended and approved by the Director of Human Resources. Under no circumstances shall an acting assignment exceed one (1) year nor shall it be considered a reclassification or a promotion. Acting pay must be a minimum of 5.5% and the Department Head has the discretion to set compensation at any step on the pay range of the acting class, not to exceed the top step of the range. H. Return to Work Policy The City and Association agree to reopen this agreement to establish a Return to Work Policy for employees who experience industrial and non -industrial injury and/or illness. MEO MOU FINAL 2006-2008 28 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION I. Controlled Substance and Alcohol Testing The City maintains the right to conduct a controlled substance and/or alcohol test during working hours of any employee that it reasonably suspects is under the influence of alcohol or a controlled substance in the workplace. J. Management and Executive Management Relations Committee During the term of this agreement, the City and MEO agree to meet quarterly to discuss ways to improve management and executive management relations. MEO MOU FINAL 2006-2008 29 Exhibit "A" — Resolution No. 2007-33 Im M 13 ARTICLE XV - CITY COUNCIL APPROVAL It is - the understanding of the City and the Association that this Memorandum of Understanding is of no force or effect unless and until adopted by resolution of the City Council of the City of Huntington Beach. IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of Understanding this AI ,5 day of May 2007. CITY OF HUNTINGTON BEACH A Municipal Corporation �Penelopd Culbreth-Graft City inistrator Bob Hall Deputy City mi istra r Pa ' Ah mada Senior Human Resources Analyst Jennifer ampman Senior Administrative Analyst Renee Mayne Chief Negotiator HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION By: to Hoffman MEO President By: Eric Charlonne ice President B: i Moore Negotiations Team By: -Beverly den Negoti tions Team go C__AU=Vr_d as to Form: ByJnJ By: nfer M. cGrath Q� Attorney By. - COUNTERPART MEO FINAL MOU 06-08 30 Churchill egotiations Team Approved as to Form: James G. Harker, MEO Counsel Kathy Sage, MEO Counsel. ARTICLE XV - CITY COUNCIL APPROVAL It is the understanding of the City and the Association that this Memorandum of Understanding is of no force or effect unless and until adopted by resolution of the City Council of the City of Huntington Beach. IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of Understanding this Xfr day of May 2007. HUNTINGTON BEACH CITY OF HUNTINGTON BEACH MANAGEMENT EMPLOYEES' A Municipal Corporation ORGANIZATION By: Lg:n=� L By: genelope CuIbreth-Graft Kate Hoffman ity Administrator MEO President By: By: Bob Hall Eric Charlonne Deputy City Administrator MEO Vice President By: By: Patti Ahumada Jim Moore Senior Human Resources Analyst Negotiations Team By: By: Jennifer Lampman Beverly Braden Senior Administrative Analyst Negotiations Team By: By: Renee Mayne Jason Churchill Chief Negotiator Negotiations Team Approved as to Form: Approved as to Form: By: By: Jennifer M. McGrath a es G. Ha r, MEO Counsel City Attorney i By: COUNTERPART Kathy Sag ME Co sel MEO FINAL MOU 06-08 30 Exhibit "A" - Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT A - SALARY SCHEDULE CITY OF HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION SALARY SCHEDULE EFFECTIVE DECEMBER 16, 2006 Job Type Description Pay Grade A B C D E 0516 Accounting Manager 577 $38.78 $40.91 $43.16 $45.53 $48.03 0025 Administrative Analyst MEO 522 $29.47 $31.09 $32.80 $34.60 $36.50 0084 Administrative Analyst Principal MEO 569 $37.25 $39.30 $41.46 $43.74 $46.15 0089 Administrative Analyst Senior MEO 550 $33.88 $35.74 $37.71 $39.78 $41.97 0132 Assistant City Clerk 513 $28.17 $29.72 $31.35 $33.07 $34.89 0069 Associate Civil Engineer 567 $36.88 $38.91 $41.05 $43.31 $45.69 0071 Associate Planner 542 $32.56 $34.35 $36.24 $38.23 $40.33 0034 Associate Traffic Engineer 568 $37.07 $39.11 $41.26 $43.53 $45.92 0569 Beach Maintenance Operations Manager 592 $41.77 $44.07 $46.49 $49.05 $51.75 0044 Beach Operations Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0501 Business Applications Supervisor 597 $42.82 $45.18 $47.66 $50.28 $53.05 0500 Business Systems Manager 617 $47.31 $49.91 $52.66 $55.56 $58.62 0070 Chief Criminalist 602 $43.91 $46.32 $48.87 $51.56 $54.40 0024 City Engineer 642 $53.61 $56.56 $59.67 $62.95 $66.41 0092 Claims Supervisor 560 $35.61 $37.57 $39.64 $41.82 $44.12 0065 Community Services Manager 561 $35.79 $37.76 $39.84 $42.03 $44.34 0097 Construction Manager 582 $39.73 $41.92 $44.23 $46.66 $49.23 0085 Contract Administrator 550 $33.88 $35.74 $37.71 $39.78 $41.97 0045 Criminalist Supervisor 574 $38.18 $40.28 $42.50 $44.84 $47.31 0253 Cultural Affairs Supervisor 505 $27.06 $28.55 $30.12 $31.78 $33.53 0081 Deputy City Attorney 1 555 $34.73 $36.64 $38.66 $40.78 $43.02 0080 Deputy City Attorney II 592 $41.77 $44.07 $46.49 $49.05 $51.75 0079 Deputy City Attorney III 620 $48.03 $50.67 $53.46 $56.40 $59.50 0068 Deputy City Engineer 614 $46.62 $49.18 $51.89 $54.74 $57.75 0090 Deputy City Treasurer MEO 598 $43.04 $45.41 $47.91 $50.54 $53.32 0571 Deputy Director of Economic Development 617 $47.31 $49.91 $52.66 $55.56 $58.62 0035 Deputy Director of Public Works 642 $53.61 $56.56 $59.67 $62.95 $66.41 0486 Detention Administrator 553 $34.38 $36.27 $38.27 $40.38 $42.60 0473 Development & Petro/Chemical Su ervisor 554 $34.55 $36.45 $38.46 $40.58 $42.81 0039 Economic Development Project Manager 573 $38.00 $40.09 $42.29 $44.62 $47.07 0474 Facilities, Development & Concessions Mgr 567 $36.88 $38.91 $41.05 $43.31 $45.69 0131 Fire Medical Coordinator 550 $33.88 $35.74 $37.71 $39.78 $41.97 0130 Fire Protection Analyst 550 $33.88 $35.74 $37.71 $39.78 $41.97 0498 GIS Administrator 567 $36.88 $38.91 $41.05 $43.31 $45.69 0489 Info System Communications Manager 603 $44.13 $46.56 $49.12 $51.82 $54.67 0200 Info Systems Computer Operations Supervisor 543 $32.72 $34.52 $36.42 $38.42 $40.53 0116 Info Systems Analyst II 530 $30.66 $32.35 $34.13 $36.01 $37.99 0038 Info Systems Manager 618 $47.55 $50.17 $52.93 $55.84 $58.91 0075 Inspection Manager 586 $40.55 $42.78 $45.13 $47.61 $50.23 0073 Inspection Supervisor 558 $35.25 $37.19 $39.24 $41.40 $43.68 MEO MOU FINAL 2006-2008 31 Exhibit "A" - Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT A - SALARY SCHEDULE Job' Pay Type Description Grade A B C D E 0049 1 Landscape Maintenance Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0095 Law Office Manager 526 $30.06 $31.71 $33.45 $35.29 $37.23 0572 Liability Claims Coordinator 532 $30.97 $32.67 $34.47 $36.37 $38.37 0030 Maintenance Operations Manager 596 $42.62 $44.96 $47.43 $50.04 $52.79 0032 Marine Safety Division Chief 602 $43.91 $46.32 $48.87 $51.56 $54.40 0048 Mechanical Maintenance Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0441 Nei hborhood Preservation Program Manager 593 $41.98 $44.29 $46.73 $49.30 $52.01 0490 Network Systems Administrator 581 $39.55 $41.73 $44.02 $46.44 $48.99 0502 OAS stems Administrator 575 $38.38 $40.49 $42.72 $45.07 $47.55 0133 Parking & Camping Facilities Supervisor 539 $32.08 $33.84 $35.70 $37.66 $39.73 0098 Permit & Plan Check Manager 595 $42.40 $44.73 $47.19 $49.79 $52.53 0209 Permit & Plan Check Supervisor 551 $34.05 $35.92 $37.90 $39.98 $42.18 0099 Plan Check Engineer 581 $39.55 $41.73 $44.02 $46.44 $48.99 0444 Planning Manager 603 $44.13 $46.56 $49.12 $51.82 $54.67 0022 Police Communications Manager 553 $34.38 $36.27 $38.27 $40.38 $42.60 0094 Police Records Administrator 553 $34.38 $36.27 $38.27 $40.38 $42.60 0028 Principal Accountant 557 $35.07 $37.00 $39.04 $41.19 $43.46 0096 Principal Civil Engineer 586 $40.55 $42.78 $45.13 $47.61 $50.23 0072 Principal Electrical Inspector 539 $32.08 $33.84 $35.70 $37.66 $39.73 0076 Principal Inspector Plumbing/Mechanical 539 $32.08 $33.84 $35.70 $37.66 $39.73 0482 Principal Librarian 543 $32.72 $34.52 $36.42 $38.42 $40.53 0074 Principal Planner 593 $41.98 $44.29 $46.73 $49.30 $52.01 0037 Project Manager Assistant 542 $32.56 $34.35 $36.24 $38.23 $40.33 0496 Public Safety Systems Manager 604 $44.35 $46.79 $49.36 $52.08 $54.94 0497 Public Safety Systems Supervisor 599 $43.26 $45.64 $48.15 $50.80 $53.59 0083 Purchasing & Central Services Manager 570 $37.44 $39.50 $41.67 $43.96 $46.38 0043 Real Estate Services Manager 601 $43.70 $46.10 $48.64 $51.31 $54.13 0093 Real Property Agent 573 $38.00 $40.09 $42.29 $44.62 $47.07 0042 Recreation & Human Services Superintendent 592 $41.77 $44.07 $46.49 $49.05 $51.75 0519 Safety Officer 550 $33.88 $35.74 $37.71 $39.78 $41.97 0499 Senior Info Systems Analyst 575 $38.38 $40.49 $42.72 $45.07 $47.55 0077 Senior Librarian 513 $28.17 $29.72 $31.35 $33.07 $34.89 0036 Senior Planner 573 $38.00 $40.09 $42.29 $44.62 $47.07 0046 Senior Recreation Supervisor 539 $32.08 $33.84 $35.70 $37.66 $39.73 0457 Special Events Coordinator 505 $27.06 $28.55 $30.12 $31.78 $33.53 0488 Street/Building Maintenance Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0033 Transportation Manager 611 $45.92 $48.45 $51.11 $53.92 $56.89 0051 Tree Maintenance Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0483 Utilities Manager 616 $47.09 $49.68 $52.41 $55.29 $58.33 0487 Wastewater Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0052 Water Distribution Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0053 Water Production Supervisor 552 $34.22 $36.10 1 $38.09 1 $40.18 $42.39 MEO MOU FINAL 2006-2008 32 Exhibit "A" - Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT A - SALARY SCHEDULE CITY OF HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION SALARY SCHEDULE EFFECTIVE UPON RATIFICATION Job Type Description Pay Grade A B C D E 0516 Accounting Manager 577 $38.78 $40.91 $43.16 $45.53 $48.03 0025 Administrative Analyst MEO 525 $29.91 $31.55 $33.28 $35.11 $37.04 0084 1 Administrative Analyst Principal MEO 569 $37.25 $39.30 $41.46 $43.74 $46.15 0089 Administrative Analyst Senior MEO 553 $34.38 $36.27 $38.27 $40.38 $42.60 0132 Assistant City Clerk 513 $28.17 $29.72 $31.35 $33.07 $34.89 0069 Associate Civil Engineer 567 $36.88 $38.91 $41.05 $43.31 $45.69 0071 Associate Planner 542 $32.56 $34.35 $36.24 $38.23 $40.33 0034 Associate Traffic En ineer 568 $37.07 $39.11 $41.26 $43.53 $45.92 0569 Beach Maintenance Operations Manager 592 $41.77 $44.07 $46.49 $49.05 $51.75 0044 Beach Operations Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0501 Business Applications Supervisor 597 $42.82 $45.18 $47.66 $50.28 $53.05 0500 Business Systems Manager 617 $47.31 $49.91 $52.66 $55.56 1 $58.62 0070 Chief Criminalist 602 $43.91 $46.32 $48.87 $51.56 $54.40 0024 City Engineer 646 $54.69 $57.70 $60.87 $64.22 $67.75 0092 Claims Supervisor 560 $35.61 $37.57 $39.64 $41.82 $44.12 0065 Community Services Manager 561 $35.79 $37.76 $39.84 $42.03 $44.34 0097 Construction Manager 592 $41.77 $44.07 $46.49 $49.05 $51.75 0085 Contract Administrator 560 $35.61 $37.57 $39.64 $41.82 $44.12 0045 Criminalist Supervisor 574 $38.18 $40.28 $42.50 $44.84 $47.31 0253 Cultural Affairs Supervisor 505 $27.06 $28.55 $30.12 $31.78 $33.53 0081 1 Deputy City Attorney 1 555 $34.73 $36.64 $38.66 $40.78 $43.02 0080 De uty City Attorney II 592 $41.77 $44.07 $46.49 $49.05 $51.75 0079 Deputy City Attorney III 620 $48.03 $50.67 $53.46 $56.40 $59.50 0068 Deputy City Engineer 614 $46.62 $49.18 $51.89 $54.74 $57.75 0090 Deputy City Treasurer MEO 598 $43.04 $45.41 $47.91 $50.54 $53.32 0571 Deputy Director of Economic Development 617 $47.31 $49.91 $52.66 $55.56 $58.62 0035 Deputy Director of Public Works 647 $54.97 $57.99 $61.18 $64.54 $68.09 0486 Detention Administrator 553 1 $34.38 $36.27 $38.27 $40.38 $42.60 0473 Development & Petro/Chemical Supervisor 554 $34.55 $36.45 $38.46 $40.58 $42.81 0039 Econ Development Project Manager 573 $38.00 $40.09 $42.29 $44.62 $47.07 0474 Facilities, Development & Concessions Mgr 582 $39.73 $41.92 $44.23 $46.66 $49.23 0131 Fire Medical Coordinator 550 $33.88 $35.74 $37.71 $39.78 $41.97 0130 Fire Protection Analyst 550 $33.88 $35.74 $37.71 $39.78 $41.97 0498 GIS Administrator 567 $36.88 $38.91 $41.05 $43.31 $45.69 0489 Info System Communications Manager 603 $44.13 $46.56 $49.12 $51.82 $54.67 0200 Info Systems Computer Operations Supervisor 543 $32.72 $34.52 $36.42 $38.42 $40.53 0116 Info Systems Analyst II 530 $30.66 $32.35 $34.13 $36.01 $37.99 0038 Info Systems Manager 618 $47.55 $50.17 $52.93 $55.84 $58.91 0075 Inspection Manager 595 $42.40 $44.73 $47.19 $49.79 $52.53 0073 ection Supervisor 563 $36.15 $38.14 $40.24 $42.45 $44.78 0251 Lins Investigator 522 1 $29.47 $31.09 $32.80 $34.60 $36.50 MEO MOU FINAL 2006-2008 33 Exhibit "A" - Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT A - SALARY SCHEDULE Job Pay Type Description Grade A B C D E 0049 Landscape Maintenance Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0095 Law Office Manager 526 $30.06 $31.71 $33.45 $35.29 $37.23 0572 Liability Claims Coordinator 532 $30.97 $32.67 $34.47 $36.37 $38.37 0030 Maintenance Operations Manager 612 $46.14 $48.68 $51.36 $54.19 $57.17 0032 Marine Safety Division Chief 602 $43.91 $46.32 $48.87 $51.56 $54.40 0048 Mechanical Maintenance Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0441 Neighborhood Preservation Program Manager 593 $41.98 $44.29 $46.73 $49.30 $52.01 0490 Network Systems Administrator 581 $39.55 $41.73 $44.02 $46.44 $48.99 0502 OAS stems Administrator 575 $38.38 $40.49 $42.72 $45.07 $47.55 0133 Parking & Camping Facilities Supervisor 539 $32.08 $33.84 $35.70 $37.66 $39.73 0098 Permit & Plan Check Manager 620 $48.03 $50.67 $53.46 $56.40 $59.50 0209 Permit & Plan Check Supervisor 551 $34.05 $35.92 $37.90 $39.98 $42.18 0099 Plan Check Engineer 586 $40.55 $42.78 $45.13 $47.61 $50.23 0444 Planning Manager 603 $44.13 $46.56 $49.12 $51.82 $54.67 0022 Police Communications Manager 553 $34.38 $36.27 $38.27 $40.38 $42.60 0094 Police Records Administrator 553 $34.38 $36.27 $38.27 $40.38 $42.60 0028 Principal Accountant 557 $35.07 $37.00 $39.04 $41.19 $43.46 0096 Principal Civil Engineer 611 $45.92 $48.45 $51.11 $53.92 $56.89 0072 Principal Electrical Inspector 544 $32.88 $34.69 $36.60 $38.61 $40.73 0076 Principal Inspector Plumbing/Mechanical 544 $32.88 $34.69 $36.60 $38.61 $40.73 0482 Principal Librarian 543 $32.72 $34.52 $36.42 $38.42 $40.53 0074 Principal Planner 593 $41.98 $44.29 $46.73 $49.30 $52.01 0037 Project Manager Assistant 542 $32.56 $34.35 $36.24 $38:23 $40.33 0496 Public Safety Systems Manager 606 $44.80 $47.26 $49.86 $52.60 $55.49 0497 Public Safety Systems Supervisor 599 $43.26 $45.64 $48.15 $50.80 $53.59 0083 Purchasing & Central Services Manager 570 $37.44 $39.50 $41.67 $43.96 $46.38 0043 Real Estate Services Manager 601 $43.70 $46.10 $48.64 $51.31 $54.13 0093 Real Property Agent 573 $38.00 $40.09 $42.29 $44.62 $47.07 0042 Recreation & Human Services Superintendent 592 $41.77 $44.07 $46.49 $49.05 $51.75 0519 Safety Officer 550 $33.88 $35.74 $37.71 $39.78 $41.97 0499 Senior Info Systems Analyst 580 $39.36 $41.52 $43.80 $46.21 $48.75 0077 Senior Librarian 513 $28.17 $29.72 $31.35 $33.07 $34.89 0036 Senior Planner 573 $38.00 $40.09 $42.29 $44.62 $47.07 0046 Senior Recreation Supervisor 539 $32.08 $33.84 $35.70 $37.66 $39.73 0457 Special Events Coordinator 505 $27.06 $28.55 $30.12 $31.78 $33.53 0488 Street/Building Maintenance Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0033 Transportation Manager 619 $47.78 $50.41 $53.18 $56.11 $59.20 0051 Tree Maintenance Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0483 Utilities Manager 616 $47.09 $49.68 $52.41 $55.29 $58.33 0487 Wastewater Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0052 Water Distribution Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0053 Water Production Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 MEO MOU FINAL 2006-2008 34 Exhibit "A" - Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT A - SALARY SCHEDULE CITY OF HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION SALARY SCHEDULE EFFECTIVE DECEMBER 15, 2007 Job Type Description Pay Grade A B C D E 0516 Accounting Manager 586 $40.55 $42.78 $45.13 $47.61 $50.23 0025 Administrative Analyst MEO 534 $31.28 $33.00 $34.82 $36.73 $38.75 0084 Administrative Analyst Principal MEO 578 $38.96 $41.10 $43.36 $45.75 $48.27 0089 Administrative Analyst Senior MEO 562 $35.97 $37.95 $40.04 $42.24 $44.56 0132 Assistant City Clerk 522 $29.47 $31.09 $32.80 $34.60 $36.50 0069 Associate Civil Engineer 576 $38.58 $40.70 $42.94 $45.30 $47.79 0071 Associate Planner 551 $34.05 $35.92 $37.90 $39.98 $42.18 0034 Associate Traffic Engineer 577 $38.78 $40.91 $43.16 $45.53 $48.03 0569 Beach Maintenance Operations Manager 601 $43.70 $46.10 $48.64 $51.31 $54.13 0044 Beach Operations Supervisor 561 $35.79 $37.76 $39.84 $42.03 $44.34 0501 Business Applications Supervisor 606 $44.80 $47.26 $49.86 $52.60 $55.49 0500 Business Systems Manager 626 $49.49 $52.21 $55.08 $58.11 $61.31 0070 Chief Criminalist 611 $45.92 $48.45 $51.11 $53.92 $56.89 0024 CityEn ineer 655 $57.20 $60.35 $63.67 $67.17 $70.86 0092 Claims Supervisor 569 $37.25 $39.30 $41.46 $43.74 $46.15 0065 Community Services Manager 570 $37.44 $39.50 $41.67 $43.96 $46.38 0097 Construction Manager 601 $43.70 $46.10 $48.64 $51.31 $54.13 0085 Contract Administrator 569 $37.25 $39.30 $41.46 $43.74 $46.15 0045 Criminalist Supervisor 583 $39.93 $42.13 $44.45 $46.90 $49.48 0253 Cultural Affairs Supervisor 514 $28.30 $29.86 $31.50 $33.23 $35.06 0081 Deputy City Attorney 1 564 $36.32 $38.32 $40.43 $42.65 $45.00 0080 Deputy City Attorne II 601 $43.70 $46.10 $48.64 $51.31 $54.13 0079 Deputy City Attorney III 629 $50.24 $53.00 $55.92 $59.00 $62.24 0068 Deputy City Engineer 623 $48.76 $51.44 $54.27 $57.25 $60.40 0090 Deputy City Treasurer MEO 607 $45.01 $47.49 $50.10 $52.86 $55.77 0027 De uty Director of Rec./Beach Development 641 $53.34 $56.27 $59.37 $62.64 $66.08 0571 Deputy Director of Economic Development 626 $49.49 $52.21 $55.08 $58.11 $61.31 0035 Deputy Director of Public Works 656 $57.48 $60.64 $63.98 $67.50 $71.21 0486 Detention Administrator 562 $35.97 $37.95 $40.04 $42.24 $44.56 0473 Development & Petro/Chemical Supervisor 563 $36.15 $38.14 $40.24 $42.45 $44.78 0039 Economic Development Project Manager 582 $39.73 $41.92 $44.23 $46.66 $49.23 0474 Facilities, Development & Concessions Mgr 591 $41.57 $43.86 $46.27 $48.81 $51.49 0131 Fire Medical Coordinator 559 $35.43 $37.38 $39.44 $41.61 $43.90 0130 Fire Protection Analyst 559 $35.43 $37.38 $39.44 $41.61 $43.90 0498 GIS Administrator 576 $38.58 $40.70 $42.94 $45.30 $47.79 0489 Info System Communications Manager 612 $46.14 $48.68 $51.36 $54.19 $57.17 0200 Info S stems Computer Operations Supervisor 552 $34.22 $36.10 $38.09 $40.18 $42.39 0116 Info Systems Analyst II 539 $32.08 $33.84 $35.70 $37.66 $39.73 0038 Info Systems Manager 627 $49.73 $52.47 $55.35 $58.41 $61.62 0075 Inspection Manager 604 $44.35 $46.79 $49.36 $52.08 $54.94 0073 Ins ection Su ervisor 572 $37.82 $39.90 $42.09 $44.40 $46.84 MEO MOU FINAL 2006-2008 35 Exhibit "A" - Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT A - SALARY SCHEDULE Job Pay Type Description Grade A B C D E 0158 Landscape Architect 559 $35.43 $37.38 $39.44 $41.61 $43.90 0049 Landscape Maintenance Supervisor 561 $35.79 $37.76 $39.84 $42.03 $44.34 0095 Law Office Manager 535 $31.44 $33.17 $34.99 $36.91 $38.94 0572 Liability Claims Coordinator 541 $32.40 $34.18 $36.06 $38.04 $40.13 0030 Maintenance Operations Manager 621 $48.27 $50.93 $53.73 $56.68 $59.80 0032 Marine Safety Division Chief 611 $45.92 $48.45 $51.11 $53.92 $56.89 0048 Mechanical Maintenance Supervisor 561 $35.79 $37.76 $39.84 $42.03 $44.34 0441 Neighborhood Preservation Program Manager 602 $43.91 $46.32 $48.87 $51.56 $54.40 0490 Network Systems Administrator 590 $41.36 $43.63 $46.03 $48.56 $51.23 0502 OAS stems Administrator 584 $40.14 $42.35 $44.68 $47.14 $49.73 0133 Parking & Camping Facilities Supervisor 548 $33.54 $35.38 $37.33 $39.38 $41.55 0098 Permit & Plan Check Manager 629 $50.24 $53.00 $55.92 $59.00 $62.24 0209 Permit & Plan Check Supervisor 560 $35.61 $37.57 $39.64 $41.82 $44.12 0099 Plan Check Engineer 595 $42.40 $44.73 $47.19 $49.79 $52.53 0444 Planning Manager 612 $46.14 $48.68 $51.36 $54.19 $57.17 0022 Police Communications Manager 562 $35.97 $37.95 $40.04 $42.24 $44.56 0094 Police Records Administrator 562 $35.97 $37.95 $40.04 $42.24 $44.56 0028 Principal Accountant 566 $36.69 $38.71 $40.84 $43.09 $45.46 0096 Principal Civil Engineer 620 $48.03 $50.67 $53.46 $56.40 $59.50 0072 Principal Electrical Inspector 553 $34.38 $36.27. $38.27 $40.38 $42.60 0076 Principal Inspector Plum bin /Mechanical 553 $34.38 $36.27 $38.27 $40.38 $42.60 0482 Principal Librarian 552 $34.22 $36.10 $38.09 $40.18 $42.39 0074 Principal Planner 602 $43.91 $46.32 $48.87 $51.56 $54.40 0037 Project Manager Assistant 551 $34.05 $35.92 $37.90 $39.98 $42.18 0496 Public Safety Systems Manager 615 $46.84 $49.42 $52.14 $55.01 $58.04 0497 Public Safety Systems Supervisor 608 $45.24 $47.73 $50.36 $53.13 $56.05 0083 Purchasing & Central Services Manager 579 1 $39.16 $41.31 $43.58 $45.98 $48.51 0043 Real Estate Services Manager 610 $45.70 $48.21 $50.86 $53.66 $56.61 0093 Real Property Agent 582 $39.73 $41.92 $44.23 $46.66 $49.23 0042 Recreation & Human Services Superintendent 601 $43.70 $46.10 $48.64 $51.31 $54.13 0519 Safety Officer 559 $35.43 $37.38 $39.44 $41.61 $43.90 0499 Senior Info Systems Analyst 589 $41.15 $43.41 $45.80 $48.32 $50.98 0077 Senior Librarian 522 $29.47 $31.09 $32.80 $34.60 $36.50 0036 Senior Planner 582 $39.73 $41.92 $44.23 $46.66 $49.23 0046 Senior Recreation Supervisor 548 $33.54 $35.38 $37.33 $39.38 $41.55 0457 Special Events Coordinator 514 $28.30 $29.86 $31.50 $33.23 $35.06 0488 Street/Building Maintenance Supervisor 561 $35.79 $37.76 $39.84 $42.03 $44.34 0033 Transportation Manager 628 $49.99 $52.74 $55.64 $58.70 $61.93 0051 Tree Maintenance Supervisor 561 $35.79 $37.76 $39.84 $42.03 $44.34 0483 Utilities Manager 625 $49.24 $51.95 $54.81 $57.82 $61.00 0487 Wastewater Supervisor 561 $35.79 $37.76 $39.84 $42.03 $44.34 0052 Water Distribution Supervisor 561 $35.79 $37.76 $39.84 $42.03 $44.34 0053 Water Production Supervisor 561 $35.79 $37.76 $39.84 $42.03 $44.34 MEO MOU FINAL 2006-2008 36 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN RETIREE SUBSIDY MEDICAL PLAN An employee who has retired from the City shall be entitled to participate in the City -sponsored medical insurance plans and the City shall contribute toward monthly premiums for coverage in an amount as specified in accordance with this Plan, provided: A. At the time of retirement the employee has a minimum of ten (10) years of continuous full-time City service or is granted an industrial disability retirement; and B. At the time of retirement, the employee is employed by the City; and C. Following official separation from the City, the employee is granted a retirement allowance by the California Public Employees' Retirement System. The City's obligation to pay the monthly premium as indicated shall be modified downward or cease during the lifetime of the retiree upon the occurrence of any one of the following- 1. On the first of the month in which a retiree or dependent reaches age 65 or on the date the retiree or dependent can first apply and become eligible, automatically or voluntarily, for medical coverage under Medicare (whether or not such application is made) the City's obligation to pay monthly premiums may be adjusted downward or eliminated. Benefit coverage at age 65 under the City's medical plans shall be governed by applicable plan document. 2. In the event of the death of any employee, whether retired or not, the amount of the retiree medical insurance subsidy benefit which the deceased employee was receiving at the time of his/her death would be eligible to receive if he/she were retired at the time of death, shall be paid on behalf of the spouse or family for a period not to exceed twelve (12) months. SCHEDULE OF BENEFITS A. Minimum Eligibility for Benefits - With the exception of an industrial disability retirement, eligibility for benefits begin after an employee has completed ten (10) years of continuous full time service with the City of Huntington Beach. Said service must be continuous unless prior service is reinstated at the time of his/her rehire in accordance with the City's Personnel Rules. B. Disability Retirees - Industrial disability retirees with less than ten (10) years of service shall receive a maximum monthly payment toward the premium for health insurance of $121 (one hundred twenty-one dollars). Payments shall be in accordance with the stipulations and conditions, which exist for all retirees. Payment shall not exceed dollar amount, which is equal to the full cost of premium for employee only. MEO MOU FINAL 2006-2008 37 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN C. Maximum Monthly Subsidy Payments - Payment amounts may be reduced each month as dependent eligibility ceases due to death, divorce or loss of dependent child status. However, the amount shall not be reduced if such reduction would cause insufficient funds needed to pay the full premium for the employee and the remaining dependents. In the event no reduction occurs and the remaining benefit premium is not sufficient to pay the premium amount for the employee and the eligible dependents, said needed excess premium amount shall be paid by the employee. All retirees, including those retired as a result of disability whose number of continuous, full time years of City service prior to retirement City exceeds ten (10), shall be entitled to maximum monthly payment of premiums by the for each year of completed City service as follows: Maximum Monthly Payment for Retirements After: Years of Service Subsidy 10 $ 121 11 136 12 151 13 166 14 181 15 196 16 211 17 226 18 241 19 256 20 271 21 286 22 300 23 315 24 330 25 344 MEO MOU FINAL 2006-2008 38 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN RETIREE SUBSIDY MEDICAL PLAN / MISCELLANEOUS PROVISIONS A. Eligibility: 1. The effective start-up date of the Retiree Subsidy Medical Plan for the various employee groups shall be the first of the month following retirement date. 2. A retiree may change plans, add dependents, etc., during annual open enrollment. The Human Resources Department shall notify covered retirees of this opportunity each year. 3. Years of service computed for the Retiree Subsidy Medical Plan are actual years of completed service with the City of.Huntington Beach. B. Benefits: 1. Retiree Subsidy Medical Plan includes Managed Health Network (MHN), Prescription Card System (PCS), Orange County Foundation for Medical Care (OCFMC) and Medical Stop Loss insurance. 2. City Plans are the primary payer for active employees age 65 and over, with Medicare the secondary payer. Retirees age 65 and over have no City Plan options and are eligible only for Medicare. 3. Premium payments are to be received at least one month in advance of the coverage period. C. Subsidies: 1. The subsidy payments will pay for: a. Retiree Subsidy Medical Plan. b. HMO. c. Part A of Medicare for those retirees not eligible for paid Part A. 2. Subsidy payments will not pay for: a. Part B Medicare. b. Regular City Employee Indemnity Plan. c. Any other employee benefit plan. MEO MOU FINAL 2006-2008 39 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN d. Any other commercially available benefit plan. e. Medicare supplements D. Medicare: 1. All persons are eligible for Medicare coverage at age sixty five (65). Those with sufficient credit quarters of Social Security will receive Part A, of Medicare at no cost. Those without sufficient credited quarters #nre still eligible for Medicare at age sixty five (65, but will have to pair 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 eligiNe for paid Part A of Medicare and his/her spouse who is also age sixty five (635is eligible for paid Part A of Medicare, the subsidy shall be for the retiree's Part A only. E. Cancellation: 1. For retirees/dependents eligible for paid Part A of Medicare, the following cancellation provisions apply: a. Coverage for a retiree under the Retiree Subsidy Medical Plan will be eliminated on the first day of the month in which the retiree reaches age sixty five (65. If such retiree was covering dependents under the Plan, dependents will be eligible for state and or federal COBRA continuation benefits effective as of the retiree's sixty-fifth (65tn) birthday. b. Dependent coverage will be eliminated upon whichever of the following occasions comes first: 1) After thirty six (36) months of COBRA continuation coverage, or 2) When the covered dependent reaches age sixty five (65) in the event such dependent reaches age sixty five (65) prior to the retiree reaching age sixty five (65). MEO MOU FINAL 2006-2008 40 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN c. At age sixty five (65) retirees are eligible to make application for Medicare. Upon being considered "eligible to make application," whether or not application has been made for Medicare, the Retiree Subsidy Medical Plan will be eliminated. 2. See provisions under "Benefits," "Subsidies," and "Medicare" for those retirees/dependents not eligible for paid Part A of Medicare. 3. Retiree Subsidy Medical Plan and COBRA participants shall be notified of non-payment of premium by means of a certified letter from Employee Benefits in accordance with provisions of the Memorandums of Understanding. 4. A retiree who fails to pay premiums due for coverage and is in arrears for sixty (60) days shall be terminated from the Plan and shall not have reinstatement rights. MEO MOU FINAL 2006-2008 41 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT C — VEHICLE USE ASSIGNMENT ADMINISTRATIVE REGULATION VEHICLE USE ASSIGNMENT ADMINISTRATIVE REGULATION See Administrative Regulations MEO MOU FINAL 2006-2008 42 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT D — PHYSICAL EXAMINATION DESCRIPTION PHYSICAL EXAMINATION DESCRIPTION I. Complete Health History II. Complete Physical Examination by Physician III. Computer Printout: A. Physiological Tests: 1. Temperature 2. Height 3. Weight 4. Vision 5. Audiometry (Hearing Screening) 6. Blood Pressure 7. Pulse 8. Chest X-Ray 9. EKG 10. History 11. Tonometry (Glaucoma) for patients 35 and over. 12. Spirometry (Breathing) B. Laboratory Tests: 1. Blood Chemistry Screening Tests: SGPT Triglycerides SGOT Glucose Fasting LDH BUN Alk. Phosphatase Creatinine Total Bilirubin Uric Acid Total Protein Calcium Albumin -Serum Inorganic Phosphate Globulin Sodium Cholesterol Postassium 2. Complete Blood Count 3. Urinalysis 4. Stool Test for Blood 5. RPR 6. Pap Smear on Females 7. HDL IV. Examination Findings: A. Consultation with Physician B. Written Report of Findings MEO MOU FINAL 2006-2008 43 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT E — 9/80 WORK SCHEDULE 9/80 WORK SCHEDULE This work schedule. is known as the "9/80." In the event that there is a conflict with the current rules, practices and/or procedures regarding work schedules and leave plans, then the rules listed below shall govern. 9/80 WORK SCHEDULE DEFINED The 9/80 work schedule shall be defined'as working nine (9) days for eighty (80) hours in a two - week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for eight (8) hours (Friday), with a one -hour lunch during each work shift, totaling forty (40) hours in each work week. The 9/80 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. A. Forty (40) Hour Work Week The actual work week is from Friday at mid -shift (p.m.) to Friday at mid -shift (a.m.). No employee working the 9/80 work schedule will be able to flex their Friday start time nor the time they take their lunch break, which will be from 12:00 p.m. to 1:00 p.m. on Fridays. All employee work shifts will start at 8:00 a.m. on their Friday worked. The start of the work week is 12:00 noon Friday. B. Two -Week Pay Period The pay period for employees starts Friday mid -shift (p.m.) and continues for fourteen (14) days until Friday mid -shift (a.m.). During this period, each week is made up of four (4) nine (9) hour work days (thirty-six (36) hours) and one (1) four (4) hour Friday and those hours equal forty (40) work hours in each work week (e.g. the Friday is split into four (4) hours for the a.m. shift, which is charged to work week one and four (4) hours for the p.m. shift, which is charged to work week two). C. A/B Schedules To continue to provide service to the public every Friday, employees are to be divided between two schedules, known as the "A" schedule and the "B" schedule, based upon the departmental needs. For identification purposes, the "A" schedule shall be known as the schedule with a day off on the Friday in the middle of the pay period, or, "off on payday", the "B" schedule shall have the first Friday (p.m.) and the last Friday (a.m.) off, or "working on payday". An example is listed below: MEO MOU FINAL 2006-2008 44 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT E — 9/80 WORK SCHEDULE D. A/B Schedule Changes Employees cannot change schedules without prior approval of their supervisor, Department Head, and the Director of Human Resources or designee. 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. LEAVE BENEFITS When an employee is off on a scheduled workday under the 9/80 work schedule, then nine (9) hours of eligible leave per workday shall be charged against the employee's leave balance or eight (8) hours shall be charged if the day off is a Friday. All leaves shall continue under the current accrual, eligibility, request and approval requirements. 1. General Leave — As stated in Memorandum of Understanding 2. Sick Leave — As stated in Memorandum of Understanding 3. Administrative Leave — As stated in Memorandum of Understanding 4. Bereavement Leave — As stated in Memorandum of Understanding 5. Holidays - As stated in Memorandum of Understanding 6. Jury Duty — The provisions of the Personnel Rules shall continue to apply; however, if an employee is called to serve on jury duty during a normal Friday off, Saturday, or Sunday, or on a City holiday, then the jury duty shall be considered the same as having occurred during the employees day off work; therefore, the employee will receive no added compensation. MEO MOU FINAL 2006-2008 45 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT F — 4/10 WORK SCHEDULE 4/10 WORK SCHEDULE In the event that there is a conflict with the current rules, practices and/or procedures regarding work schedules and leave plans, then the rules listed below shall govern. 4/10 WORK SCHEDULE DEFINED The 4/10 work schedule shall be defined as working eight (8) days for eighty (80) hours in a two week pay period by working eight (8) days (Monday through Thursday, Fridays off) at ten (10) hours per day, plus a one -hour lunch during each work shift, totaling forty (40) hours in each work week. The 4/10 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City 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. LEAVE BENEFITS When an employee is off on a scheduled workday under the 4/10 work schedule, then ten (10) hours of eligible leave per workday shall be charged against the employee's leave balance. All leaves shall continue under the current accrual, eligibility, request, and approval requirements. 1. General Leave — As stated in Memorandum of Understanding 2. Sick Leave — As stated in Memorandum of Understanding 3. Administrative Leave —As stated in Memorandum of Understanding 4. Bereavement Leave —As stated in Memorandum of Understanding 5. Holidays - As stated in Memorandum of Understanding 6. Jury Duty — The provisions of the Personnel Rules shall continue to apply; however, if an employee is called to serve on jury duty during a normal Friday off, Saturday, or Sunday, or on a City holiday, then the jury duty shall be considered the same as having occurred during the employees day off work; therefore, the employee will receive no added compensation. MEO MOU FINAL 2006-2008 46 Exhibit "A" - Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT G — VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM Voluntary Catastrophic Leave Donation Program Leave Request Form Requestor, Please Complete According to the provisions of the Voluntary Catastrophic Leave Donation Program, I hereby request donated Vacation, General Leave or Exempt Compensatory Time. MY SIGNATURE CERTIFIES THAT: • A Leave of absence in relation to a catastrophic illness or injury has been approved by my Department; and • 1 am not receiving disability benefits or Workers' Compensation payments. Name: (riease f-rint or I ype: Last, f-first, MI) i ork Phone: ,Department: ob Tltle: Employee ID#: Requester Signature: Date: .Department Director Signature of Support: Date: t� .... . _..... ....... __ _ _.. __ . _ . _. _..... Human Resources Department Use 'Only MEO MOU FINAL 2006-2008 47 Exhibit "A" — Resolution No. 2007-33 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT G - VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM Voluntary Catastrophic Leave Donation Program Leave Donation Form Donor, please complete Donor Name: (Please Print or Type: Last, First, MI) ' ork Phone: Donor Job Title: Type of Accrued Leave: ❑ Vacation Number of Hours I wish to Donate: Hours of Vacation Compensatory Time Hours of Exempt Compensatory Time ❑ General Leave Hours of General Leave I understand that this voluntary donation of leave credits, once processed, is irrevocable; but if not needed, the donation will be returned to me. I also understand that this donation will remain confidential. I wish to donate my accrued Vacation, Exempt Compensatory Time or General Leave hours to the Leave Donation Program for: igible recipient employee's name (Last, First, MI): Donor Signature:. Date: Please submit to Payroll in the Finance Department. MEO MOU FINAL 2006-2008 48 Res. No. 2007-33 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 the 21st day of May, 2007 by the following vote: AYES: Bohr, Carchio, Cook, Coerper, Green, Hansen, Hardy NOES: None ABSENT: None ABSTAIN: None -QMt!J- 6? (-At25� Cit Jerk and ex-officio Uerk of the City Council of the City of Huntington Beach, California f RCA ROUTING SHEET INITIATING DEPARTMENT: HUMAN RESOURCES SUBJECT: APPROVAL OF MOU BETWEEN THE CITY AND THE HUNTINGTON BEACH MEO COUNCIL MEETING DATE: May 21, 2007 RCA ATTACHMENTS.. 'ATUS m 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 Ap licable 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 ❑c Fiscal Impact Statement (Unbudgeted, over $5,000) Attached ❑ Not Applicable Bonds (If applicable) Attached El t A icable Staff Report (If applicable) Attached Not Applicable ❑ Commission, Board or Committee Report (If applicable) Attached ❑ Not Ap licable Findings/Conditions for Approval and/or Denial Attached ❑ Not Applicable EXPLANATION FOR MISSING ATTACHMENTS -.REVIEWED ;. �: RETURNED FORWA . D Administrative Staff ( ) Deputy City Administrator Initial ) City Administrator Initial I uty uierl( I ( ) I u a EXPLANATION FOR RETURN;OF ITEM: Only)(Below Space For City Clerk's Use OrU �iC7�.c)� D,0' S .$) RCA Author: Patricia Ahumada