HomeMy WebLinkAboutNon Associated, Non-Represented Employees - 2004-02-02per---�
(;ITY OF HUNTINGTON--�E�h-
MEETING DATE: February 2, 2004 DEPARTMENT ID NUMBER: AS-04-003
Council/Agency Meeting Held:
Deferred/Continued to:
)(Ap roved ❑ Conditionally Approved ❑ Denied
City CI 's g ture
Council Meeting Date: February 2, 2004
Department ID Number: AS-04-003
S�nsrt��/ r, c
CITY OF HUNTINGTON BEACH k a:
REQUEST FOR ACTION
co Z=
SUBMITTED TO: HONORABLE MAYOR AND CITY COUNCIL
SUBMITTED BY: RAY SILVER, CITY ADMINISTRATOROX-P
WILLIAM P. WORKMAN, ASSISTANT CITY ADMINISTRATOR.
PREPARED BY: CLAY MARTIN, DIRECTOR OF ADMINISTRATIVE SERVICES
SUBJECT: ADOPT RESOLUTION TO MODIFY CERTAIN BENEFITS FOR NON -
REPRESENTED EMPLOYEES 09�P�S, Xle, �c `
Statement of Issue, Funding Source, Recommended Action, Alternative Action(s), Analysis, Environmental Status, Attachment(s)
Statement of Issue:
Should the resolution that authorizes the salary and benefits for Non -Represented
Employees be modified?
Funding Source:
Funding was adopted by the City Council with the adoption of Councilmember Coerper's
December 15, 2003 H-Item titled, "H" Item for December t5 , 2003, City Council Meeting
Approval of Funds to Pay Part of Employees Health Insurance Costs. The increase in total
annual cost to implement the Non -Represented resolution is approximately $22,600. The
remainder of the funding is included in the Fiscal Year 2003/2004 budget.
Recommended Action:
Adopt Resolution No. �20d` , a resolution of the City Council of the City of Huntington
Beach modifying salary and benefits for calendar year 2004 for Non -Represented
Employees.
Alternative Action(s):
Do not approve the resolution and maintain the current salary and benefits for non -
represented employees. vy
H:\RCA's\NA Resolution 2004.doc 1/28/2004 10:50 AM
MEETING DATE: February 2, 2004 DEPARTMENT ID NUMBER: AS-04-003
Analysis:
Non -Represented employees, including Department Heads and other confidential employees
of the city are not represented by an employee organization. Benefits for these employees
are established by resolution of the City Council and are modified periodically as needed.
Health Insurance
Effective April 1, 2004 the City Plan POS and Health Net HMO will no longer be available to
Non -Represented represented employees. Starting April 1, 2004 all Non -Represented
represented employees will begin utilizing either a Blue Shield PPO or HMO or a Kaiser
Permanente HMO for medical insurance. The current dental and vision insurance plans
remain in place.
To assist employees in bridging the period between January 1, 2004 and March 31, 2004
(until the new medical plans are in place April 1, 2004). the city will increase the current
medical insurance employer contributions by $93.88 per month in each category of coverage.
Effective April 1, 2004 the city will return the medical insurance employer contribution to the
2003 rates and then add $37.72 per month to the 2003 health insurance employer
contribution rates in each category of coverage. The current dental and vision insurance
plans employer contributions remain in place.
The side letter agreement does contain a clause, which may require the city to increase the
maximum employer contribution to the same levels provided ' to- another represented
employee association in the city. The clause does expire on July 2, 2004.
Depending on the category of coverage selected by each employee in the medical, dental,
and vision insurance plans, employees will be up to $2;907.79 in calendar year 2004 for
health insurance.
Monthly Premiums
January 1, 2004 through March 31, 2004.
Monthl Y
City
Health
Delta
Delta
VSP
Premium
Plan -
Net
Dental
Dental
Vision
POS
HMO
(PPO)
(HMO)
EE
$481.40
$312.76
$51.18
$24.38
$18.07
EE=+ 1
1 951.96
685.31
97.86
41.46
18.07
EE + 2 or more
1 1,165.54
903.25
138.83
63.40
18.07
H:\RCA's\NA Resolution 2004.doc 4- 1/28/2004 10:50 AM
REQUEST FOR ACTION
MEETING DATE: February 2, 2004 DEPARTMENT ID NUMBER: AS-04-003
April 1, 2004 through December 31, 2004.
Blue Shield
Blue Shield
Kaiser
Monthly
Blue Shield
Premium
High Option
Low Option.HMO
Permanente
90/10 PPO
80/20 PPO
HMO
EE
$366.21
$322.32
$253.46
$270.75
EE + 1`
802.01
705.88
555.06
592.94
EE + 2 or more
1,047.37
921.84
724.87
779.76
Monthly;
Delta
Delta
VSR
Premium
Dental
Dental
Vision
(PPO)
(HMO)
EE
$51.18
$24.38
$18.07
EE' + 1
97.86
41.46
18.07
EE + 2 or more
138.83
63.40
18.07
Employer Contribution
January 1, 2004 through March 31, 2004.
Monthly
City
Health
Delta
Delta
VSP
Employer
Plan
Net
Dental
Dental
Contribution
POS
HMO
(PPO)
(HMO)
Vision
EE
$429.93
$330.19
$42.88
$23.00
$17.58
EE+ 1
758.41
611.67
81.82
39.11
17.58
EE + 2 or more
907.50
776.34
116.36
59.81
17.58
April 1, 2004 through December 31, 2004.
Monthly
Blue Shield
Blue Shield
Blue Shield
Kaiser
Employer.
High Option
Low Option
Permanente
Contribution
90/10 PPO
80/20 PPO
HMO
HMO
EE
$373.77
$373.77
$274.03
$274.03
EE + 1-
702.25
702.25
555.51
555.51
EE + 2 or more
851.34
851.34
720.18
720.18
H:\RCA's\NA Resolution 2004.doc -4 1/28/2004 10:50 AM
3
REQUEST FOR ACTION
MEETING DATE: February 2, 2004 DEPARTMENT ID NUMBER: AS-04-003
Monthly
Delta
Delta
VSP
Employer
Dental
Dental
Contribution
(PPO)
(HMO)
Vision
EE
$42.88
$23.00
$17.58
EE'+ 1
81.82
39.11
17.58
EE + 2 or more
116.36
59.81
17.58
Employee Contributions
January 1, 2004 through March 31, 2004:
Monthly
City
Health
Delta
Delta
VSP
Employee
Plan
Net
Dental
Dental
Contribution
POS`
HMO
(PPO)
(HMO)
Vision
EE
$51.47
$0.00
$8.30
$1.38
$0.49
EE' + 1'
193.55
73.64
16.04
2.35
0.49
EE + 2_or more
258.04
126.91
22.47
3.59
0.49
April 1, 2004 through December 31, 2004:
Monthly
Blue Shield
Blue Shield
Kaiser
Employee
High Option
Low Option
glue Shield
Permanente
Contribution
90/10 PPO
80/20 PPO
HMO,HMO
EE
$0.00
$0.00
$0.00
$0.00
EE + 1
99.76
3.63
0.00
37.43
EE + 2 or more
196.03
70.50
4.69
59.58
Monthly
Delta
Delta
USP
Employee
Dental,,Dental
Contribution
(PPO)
(HMO)
Vision
EE
$8.30
$1.38
$0.49
+ 1
16.04
2.35
0.49
17EEEE
'+ 2 or more
22.47
3.59
0.49
H:\RCA's\NA Resolution 2004.doc -6- 1/28/2004 10:50 AM
f
REQUEST FOR ACTION
MEETING ®ATE: February 2, 2004 DEPARTMENT I® NUMBER: AS-04-003
Post -Retirement Health Insurance
The side letter agreement contains language modifying the city's current practice regarding
employee's who retiree with less than ten years of service with the city and their
participation in city sponsored medical insurance. The current practice is not to allow
employees who retiree with less than ten years of service to the city to participate in city
sponsored medical insurance. The new practice will allow these employees to participate
with the retiree paying the full cost of the medical insurance coverage. The current Retiree
Subsidy Medical Plan will continue without any changes for employees with more than ten
years of service to the city.
Starting April 1, 2004 the city will allow retirees over age sixty-five to participate in city
sponsored medical insurance plans that are supplemental to Medicare. The retiree shall
pay the full premium to participate in city sponsored medical insurance plans that are
supplemental to Medicare for themselves or qualified dependents without any city subsidy.
Retirees or qualified dependents, upon turning age 65, who choose not to participate in city
sponsored medical insurance plans that are supplemental to Medicare permanently lose
eligibility for this insurance.
Health Insurance Contracts
The contracts for Blue Shield and Kaiser Permanente to provide health insurance coverage
should be before the City Council in March 2004.
Other Changes to the Non -Represented Resolution
The General Leave accrual "caps" for Non -Represented employees will be increasing from
a maximum six hundred hours to a maximum of six hundred and forty hour of accrued
General Leave. Additionally, Non -Represented employees will be allowed to cash -out a
maximum total of one hundred and twenty hours of General Leave twice in a fiscal year
instead of the current once a year. The one hundred and twenty hours of General Leave
cash -out per fiscal year remains in place.
Attachment(s):
RCA Author: William McReynolds
H:\RCA's\NA Resolution 2004.doe 1/28/2004 5:18 PM
(15) February 2, 2004 - Cou..,;il/Agency Agenda - Page 15
E-17.(City Council) Adopt Resolution No. 2004-7 Approving a Side Letter of Agreement
Re: Proposed Health Plan Benefits to the Memorandum of Understanding NOW
Between the City and the Huntington Beach Management Employees'
Organization (MEO) (720.20) — Adopt Resolution No. 2004-7 — "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." Submitted by the City
Administrator. Funding Source: Funding was adopted by the City Council with the
adoption of Councilmember Coerper's December 15, 2003 H-Item (Council Memo) re:
the approval of funds to pay part of the employees' health insurance costs.. The
increase in total annual cost to implement the side letter agreement with the Huntington
Beach Management Employees' Organization is approximately $45,300. The remainder
of the funding is included in the Fiscal Year 2003/2004 budget.
Pulled from Consent Calendar for further oral report by Assistant City
Administrator.
Amended to remove modification of salary from the resolution.
Approved 5-1-1 (Sullivan — No, Houchen absent)
E-18. City Council) Adopt Resolution No. 2004-8 Modifying Salary and Benefits Re:
Proposed Health Plan for Non -Represented (Non -Associated) Employees for
Calendar Year 2004 (720.20) — Adopt Resolution No. 2004-8 — "A Resolution of the
City Council of the City of Huntington Beach Modifying Salary and Benefits for Calendar
Year 2004 for Non -Represented Employees." Submitted by the City Administrator.
Funding Source: Funding was adopted by the City Council with the adoption of
Councilmember Coerper's December 15, 2003 H-Item (Council Memo) re: the approval
of funds to pay part of the employees' health insurance costs. The increase in total
annual cost to implement the Non -Represented resolution is approximately $22,600.
The remainder of the funding is included in the Fiscal Year 2003/2004 budget.
Pulled from Consent Calendar for further oral report by Assistant City
Administrator.
Amended to remove modification of salary from the resolution_.
Approved 5-1-1 (Sullivan — No, Houchen absent)
E-19. (City Council) Adopt Resolution No. 2004-9 Modifying Salary and Benefits Re:
Health Plan for Calendar Year 2004 for the Elected City Clerk (700.90) — Adopt
Resolution No. 2004-9 — "A Resolution of the City Council of the City of Huntington
Beach Modifying Benefits and Salary for Calendar Year 2004 for the Elected City Clerk."
Submitted by the City Clerk. Funding Source: Funding was adopted by the City Council
with the adoption of Councilmember Coerper's December 15, 2003 H-Item (Council
Memo) re: the approval of funds to pay part of the employees' health insurance costs.
The remainder of the funding is included in the Fiscal Year 2003/2004 budget.
Pulled from Consent Calendar for further oral report by Assistant City
Administrator.
Amended to remove modification of salary from the resolution.
Approved 5-1-1 (Sullivan — No, Houchen absent)
E-20. (City Council) Adopt Resolution No. 2004-10 Modifying Salary and Benefits Re:
Health Plan for Calendar Year 2004 for the Elected City Attorney (700.90) — Adopt
Resolution No. 2004-10 — "A Resolution of the City Council of the City of Huntington
Beach Modifying Benefits and Salary for Calendar Year 2004 for the Elected City
ATTACHMENT #1
RESOLUTION NO. OQ �-
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF HUNTINGTON BEACH MODIFYING SALARY
AND BENEFITS FOR CALENDAR YEAR 2004
FOR NON -REPRESENTED EMPLOYEES
WHEREAS, the City Council of the City of Huntington Beach desires to modify salary
and benefits for non -represented employees for calendar year 2004,
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Huntington
Beach as follows:
SECTION 1. Benefits for non -represented employees shall be modified as reflected in
EXHIBIT "A," effective as indicated.
SECTION 2. Salary for non -represented employees shall be as reflected in EXHIBIT
"B," effective as indicated.
SECTION 3. Except as modified, existing benefits shall remain in effect.
SECTION 4. Any resolution in conflict herewith, whether by minute action or resolution
of the City Council heretofore approved, is hereby repealed.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 2nd day of Feb r
Mayor
ATTEST:
City Clerk
REVIEWED AND APPROVED:
City inistrator
APPROVED AS TO FORM:
r
dityAA�ttomey
INITIATED AND APPROVED:
g/04reso/non-rep-emp/2/4/04
RESOLUTION NO. c�y0�44
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF HUNTINGTON BEACH MODIFYING SALARY
AND BENEFITS FOR CALENDAR YEAR 2004
FOR NON -REPRESENTED EMPLOYEES
WHEREAS, theCity Council of the City of Huntington Beach desires to modify salary
and benefits for non -represented employees for calendar year 2004,
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Huntington
Beach as follows:
SECTION 1. Benefits for non -represented employees shall be modified as reflected in
EXHIBIT "A," effective as indicated: �
SECTION 2. Salary for non-r,
EXHIBIT "B," effective as indicated.
employees shall be modified as reflected in
�.1
SECTION 3. Except as modified, existing benefits shall remain in.effect.
SECTION 4. Any resolution in conflict herewith, whether by minute action or resolution
of the City Council heretofore approved, is hereby repealed.
PASSED AND ADOPTED by the City Council ofthe City of Huntington Beach at a
regular meeting thereof held on the day of ?, 200
'e
A
Mayor
ATTEST:
City Clerk
REVIEWED AND APPROVED:
City Ad nistrator
APPROVED AS,TO FORM:
F"C
City Attorney
INITIATED AND APPROVED:
Director of inistrative ices
J04reso/nun-rep-emp/ 1 /28/04
Res. No. 2004-8'
STATE OF CALIFORNIA
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, CONNIE BROCKWAY, the duly elected, qualified City Clerk
of the City of Huntington Beach, and ex-officio Clerk of the City Council of
said City, do hereby certify that the whole number of members of the City
Council of the City of Huntington Beach is seven; that the foregoing resolution
was passed and adopted by the affirmative vote of at least a majority of all the
members of said City Council at an regular meeting thereof held on the 2nd
day of February, 2004 by the following vote:
AYES:
Coerper, Hardy, Green, Boardman, Cook
NOES:
Sullivan
ABSENT:
Houchen
ABSTAIN:
None
City Clerk and ex-officio erk of the
City Council of the City of
Huntington Beach, California
EXHIBIT A-
NON -ASSOCIATED EMPLOYEE BENEFITS RESOLUTION
TABLE OF CONTENTS
EXHIBIT A - NON -ASSOCIATED EMPLOYEES BENEFIT PROVISIONS
SECTION I — SPECIAL PAY
A. Education Reimbursement
B. Shorthand Skill Pay
C. Assigned Vehicle/Auto Allowance
1. Department Heads
2. Designated Division Heads
3
3
3
3
3
3
3
3.
Others
4
D.
City Paid Phvsical Examinations
4
E.
Bilingual Skill
4
F.
Process Owner Assignment Pay
4
SECTION H — HOURS OF WORKIOVERTIME/TIME OFF
S
A.
Compensatory Time/Administrative Leave/Executive Leave
5
B.
Direct Deposit
5
C.
Flexible and Alternative Work Schedules
5
SECTION III — HEALTH AND OTHER INSURANCE BENEFITS
6
A.
Medical, Dental and Vision Insurance
6
B.
Life and Accidental Death and Dismemberment Insurance
11
C.
Long Term Disability Insurance
11
D.
Miscellaneous
11
E.
Retiree Medical Coverage for Retirees Not Eligible for the City Medical Retiree Subsidy
11
F.
Post-65 Supplemental Medicare Coverage
12
SECTION IV— RETIREMENT
12
A.
1.
Benefits
Public Employees' Retirement S s}_tem
12
12
2.
3.
Self -Funded Supplemental Retirement Benefit
Medical Insurance for Retirees
12
13
4.
Two Percent (2%) at Age 55 Formula
13
5.
Pre -Retirement Optional Settlement 2 Death Benefit
13
6.
Fourth Level of 1959 Survivor Benefits
13
B.
1.
Public Emplovees' Retirement System Reimbursement and Reporting
Employees' Contribution
13
13
SECTION V — LEA VE BENEFITS
A. General Leave
1. Accrual
14
14
14
2.
Eligibility and Approval
14
3.
FamilySick Leave
14
4.
Conversion to Cash
14
B. Holidays 15
2004 NA Resolution Final.doc i 1/28/2004 11:33 AM
C. Sick Leave
15
A Bereavement Leave 17
SECTION VI — RETIREE SUBSID Y MEDICAL PLAN 17
1. Minimum Eligibility for Benefits 18
2. DisabiIi!y Retirees 18
3. Maximum Monthly Subsidy Payments 19
SECTION PH — R ULES GO VERNING LA YOFF, RED UCTION IN LIE U OF LA YOFF
AND RE-EMPLOYMENT 20
A. Part 1 - Layoff Procedures 20
1. General Provisions: 20
2. Service Credit: 20
3. Transfer or Reduction to Vacancies in Lieu of Layoff: 21
4. Order of Layoff: 21
5. Notification of Employees: 22
B. Part 2 - Bumping Rights 23
1. Voluntary Reduction or Bumping in Lieu of Layoff: 23
2. Reinstatement/Reemployment Lists 23
3. Qualifications Appeal 23
4. Qualifications Appeal Hearing: 24
C. Part 3 - Reemployment 24
1. Reemployment: 24
2. Status onReemplovment: 25
EXHIBIT B - NON ASSOCIATED SALAR Y SCHED ULE 26
EXHIBIT C - RETIREE MEDICAL PLAN 27
EXHIBIT D - 9180 WORKSCHEDULE 30
2004 NA Resolution Final.doc ii 1/28/2004 11:33 AM
EXHIBIT A - NON -ASSOCIATED EMPLOYEES BENEFIT PROVISIONS
SECTION I — SPECIAL PAY
A. Education Reimbursement
Upon approval of the Department Head and the Human Resources Manager,
permanent employees may be compensated for courses from accredited
educational institutions. Tuition reimbursement shall be limited to job related
courses or job related educational degree objectives and requires prior approval by
the Department Head and Human Resources Manager.
Education costs shall be reimbursed to permanent employees on 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.
Reimbursements shall be made when the employee presents proof to the Human
Resources Manager that he/she has successfully completed the course with a
grade of "C" or better; or a "Pass" if taken for credit.
B. Shorthand Skill Pay
Effective December 21, 2002 the city shall end shorthand skill pay. All employees
receiving shorthand skill pay prior to December 21, 2002 shall continue. to receive
shorthand skill pay. Those employees receiving shorthand skill pay have
successfully passed a shorthand skills test and receive additional compensation in
the amount of forty-six dollars and fifteen cents ($46.15) per bi-weekly pay period.
Shorthand skills will not be required for positions classified as Executive Assistant,
Administrative Assistant, and Administrative Secretary (Confidential).
C. Assigned Vehicle/Auto Allowance
Department Heads
Appointed Department Heads and the City Clerk, City Treasurer and City
Attorney shall have the option of an assigned city vehicle or an auto
allowance of two hundred thirty dollars and seventy-seven cents ($230.77)
per bi-weekly pay period plus reimbursement of out-of-town travel at the
approved mileage rate.
2. Designated Division Heads
Non -Associated employees who were Division Heads assigned a city vehicle
as of July 2, 1983 shall have the option of an assigned city vehicle or an
automobile allowance one hundred sixty one dollars and fifty-four cents
($161.54) per bi-weekly pay period plus reimbursement for out-of-town travel
at the approved mileage rate.
2004 NA Resolution Final.doc 3 1/28/04 11:33 AM
3. Others
Non -Associated employees who are regularly required to travel to perform
official city business but do not have an assigned vehicle or automobile
allowance shall be provided with a vehicle for such business.
D. City Paid Physical Examinations
Non -Associated employees shall be provided, once every two years, with a city paid
physical examination comparable to the current class physical examination or
reimbursed the amount authorized for said physical examination. No more than
one-half of the eligible employees shall receive examinations in any one fiscal year.
Department Heads shall be required to take the scheduled physical examination.
Said exam shall be comprehensive in nature and shall include:
1. A complete medical history, physical exam and review of results by physician.
2. Health testing including vision, hearing, breathing, chest x-ray and stress
EKG.
3. Laboratory test including standard chemical test, blood count, HDL, urinalysis
and stool test for blood.
E. Bilingual Skill
Permanent employees who are required by their Department Head to use Spanish,
Vietnamese; or Sign Language skills as part of their job assignment, shall be paid
an additional five -percent (5%) of their 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, employee's language proficiency will be tested and certified by
the Human Resources Manager or designee.
F. Process Owner Assignment Pay
Those employees performing assignments designated by the city as "process
owner" assignments shall receive premium pay equal to ten percent (10%) of the
employee's base hourly rate.
Process owner assignments are designated by the employee's department head
and approved by the City Administrator or his designee. Designated employees are
responsible for JDEdwards applications setup, design, troubleshooting and training.
Process owners have system coordination responsibilities as distinguished from
users of the system.
2004 NA Resolution Final.doc 4 1/28/2004 11:33 AM
SECTION II — HOURS OF WORK/OVERTIME/TIME OFF
A. Compensatory Time/Administrative Leave/Executive Leave
Non -Associated "non-exempt" employees shall receive overtime pay or
compensatory time for hours worked over forty (40) hours in a work week at time
and one half of the employee's Fair Labor Standards Act (FLSA) regular rate of pay.
The employee's supervisor shall determine if employee receives overtime pay or.
compensatory time. The employee's supervisor shall approve the scheduling of
compensatory time used. Once per fiscal year an employee may cash out up to
sixty (60) hours of compensatory time. The employee shall give payroll two (2)
weeks advance notice of their decision to exercise such option.
Non -Associated "Exempt" employees shall not be eligible for overtime
compensation. —"Exempt" Non -Associated employees, other than department heads,
shall be credited with (40) hours of administrative leave upon working 40 hours
beyond their normal work schedule in each calendar year. Department heads may
grant additional administrative leave to "Exempt" Non -Associated employees who
work more than 75 hours of overtime per year. "Exempt" department heads shall be
credited with 80 hours of administrative leave per year.
B. Direct Deposit
All Non -Associated employees are required to utilize direct deposit of payroll
checks.
C. Flexible and Alternative Work Schedules
Effective February 1, 2003, with supervisor and Department Head approval, Non -
Associated civic center (city hall and police department) employees may flex regular
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.
Effective February 1, 2003 all employees will be required to take a one -hour lunch
break each work shift regardless of work schedule.
Effective February 1, 2003, Non -Associated civic center (city hall and police
department) employees will have the option of working a 5/40 or 9/80 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.
5/40 Work Schedule
The 5/40 work schedule shall be defined as working five (5) eight (8) hour
days Monday through Friday each week with a one -hour lunch during each
work shift, totaling a forty (40) hours work week.
2004 NA Resolution Final.doc 5 1/28/2004 11:33 AM
2. 9/80 Work Schedule
The 9/80 work schedule, as outlined in Exhibit D, shall be defined as working
nine (9) days for eighty (80) hours in a two week pay period by' working eight
(8) days at nine (9) hours per day and working one (1) day for eight (8) hours
(Friday), with , a one -hour lunch during each work shift, totaling forty (40)
hours in each FLSA work week. The 9/80 work schedule shall not reduce
service to the public, departmental effectiveness, productivity and/or.
efficiency as determined by the City Administrator or designee.
SECTION III — HEALTH AND OTHER INSURANCE BENEFITS
A. Medical, Dental and Vision Insurance
1) Medical, Dental and Vision Insurance
The city shall continue to make available group medical, dental and vision
benefits to all Non -Associated employees.
2) City Paid Medical, Dental, and Vision Insurance — Employee and
Dependents
The city will assume payment, subject to the limitations set forth in
Article III.A.3 for employees and dependents medical, dental, and vision
insurance effective the first of the month following one complete calendar
month of employment.
2004 NA Resolution Final.doc 6 1/28/2004 11:33 AM
3) Year 2004 Health and Other Insurance Benefit Premiums, Employer
Contribution, and Employee Contribution
a. Monthly Premiums
January 1, 2004 through March 31, 2004.
City
Health
Delta
Delta
VSP
Monthly
Plan
Net
Dental
Dental
Premium
POS
HMO
(PPO)
(HMO)
Vision
EE
$481.40
$312.76
$51.18
$24.38
$18.07
EE + 1
951.96
685.31
97.86
41.46
18.07
EE + 2 or more
1,165.54
903.25
138.83
63.40
18.07
Effective April 1, 2004 the City Plan POS and Health Net HMO
will not be available to Non -Associated employees.
April 1, 2004 through December 31, 2004.
Blue Shield
Blue Shield
Kaiser
Monthly
Blue Shield
Prerriium
High Option
Low Option
HMO
Permanente
90/10 PPO
80/20 PPO
HMO
EE
$366.21
$322.32
$253.46
$270.75
EE + 1
802.01
705.88
555.06
592.94
EE + 2 or more
1,047.37
921.84
724.87
779.76
Monthly
Delta
Delta
VSP
Premium
Dental
Dental
Vision
(PPO)
(HMO)
EE
$51.18
$24.38
$18.07
EE + 1
97.86
41.46
18.07
EE + 2 or more
138.83
63.40
18.07
b. Employer Contribution
The City's maximum monthly employer contribution for health
and other insurance premiums are set forth in the charts below.
The City Administrator is authorized to modify the City's
maximum monthly employer contribution (e.g. the "employer
contribution" described below in the chart for April 1, 2004
through December 31, 2004), to reflect changes necessary to
make the City's maximum monthly employer contribution the
same as the "employer contribution" or "cap" provided to
another represented employee association in the City.
2004 NA Resolution Final.doc 7 1/28/2004 11:33 AM
The change to the City's maximum monthly employer
contribution will become effective the beginning of the pay
period after the City Administrator changes the monthly
maximum monthly employer contribution. The City
Administrator's authorization to modify the City's maximum
monthly employer contribution shall' expire at 12:00 p.m. on
Friday, July 2, 2004.
January 1, 2004 through March 31, 2004.
Monthly
City
Health
Delta
Delta
VSP
Employer
Plan
Net
Dental
Dental
Contribution
POS
HMO
(PPO)
(HMO)
Vision
EE
$429.93
$330.19
$42.88
$23.00
$17.58
EE + 1
758.41
611.67
81.82
39.11
17.58
EE + 2 or more
907.50
776.34
116.36
59.81
17.58
April 1, 2004 through December 31, 2004.
Monthly
Blue Shield
Blue Shield
Blue Shield
Kaiser
Employer
High Option
Low Option
Permanente
Contribution
90110 PPO
80120 PPO
HMO
HMO
EE
S373.77
$373.77
$274.03
$274.03
EE + 1
702.25
702.25
555.51
555.51
EE + 2 or more
851.34
851.34
720.18
720.18
Monthly Delta
Delta
VSP
Employer Dental
Dental
Contribution (PPO)
( HMO)
Vision
i
EE 1 $42.88
$23.00
$17.58
FEE + 1 81.82
39.11
17.58
EE + 2 or more i 116.36
59.81
17.58
In no event shall the employee be entitled to the difference
between the employer contribution and the premiums for
insurance plan(s) selected by the employee.
2004 NA Resolution Final.doc 8 1/28/2004 11:33 AM
c. Employee Contributions
Employee contributions to health and other insurance plans will
be taken on a pre-tax basis. The employee paid contributions
translate to the following on a monthlV basis:
January 1 2004 through March 31, 2004:
Monthly
Employee
Contribution
City
Plan
POS
Health
Net
HMO
Delta
Dental
(PPO)
Delta
Dental
(HMO)
VSP
Vision
EE
$51.47
$0.00
$8.30
$1.38
$0.49
EE + 1
193.55
73.64
16.04
2.35
0.49
EE + 2 or more
258.04
126.91
22.47
3.59
0.49
April 1, 2004 through December 31, 2004:
MonthlyBlue
Shield
Blue Shield
Blue Shield
Kaiser
Employee
High Option
Low Option
Permanente
Contribution
90/10 PPO
80/20 PPO
HMO
HMO
EE
$0.00
$0.00
$0.00
$0.00
EE + 1
99.76
3.63
4:00
37.43
EE + 2 or more
196.03
70.50
4.69
59.58
Monthly
Delta
Delta
VSP
Employee
Dental
Dental
Contribution
(PPO)
(HMO)
Vision
EE
$8.30
$1.38
$0.49
EE + 1
16.04
2.35
0.49
EE + 2 or more
22.47
3.59
0.49
2004 NA Resolution Final.doc 9 1/28/2004 11:33 AM
The employee paid contributions translate to the following on a
bi-weekly (per paycheck) basis:
January 1, 2004 through March 31, 2004:
Bi-Weekly
City
Health
Delta
Delta
VSP
Employee
Plan
Net
Dental
Dental
Contribution
POS
HMO
(PPO)
(HMO)
Vision
EE
$23.76
S0.00
$3.83
$0.64
$0.23
EE + 1
89.33
33.99
7.40
1.08
0.23
LEE + 2 or more
119.10
58.57
10.37
1,66T
0.23
April 1, 2004 through December 31, 2004:
Bi-Weekly
Blue Shield
Blue Shield
BlueKaiser
Shield
Employee
High Option
Low Option
Permanente
Contribution
90/10 PPO
80/20 PPO
H
HMO
EE
$0.00
$0.00
$0.00
$0.00
EE + 1
46.04
1.68
0.00
17.28
EE + 2 or more
90.48
32.54
2.16
27.50
Bi-Weekly
Delta
Delta
VSP
Employee
Dental
Dental
Contribution
(PPO)
(HMO)
Vision
EE
$3.83
$0.64
$0.23
EE + 1
7.40
1.08
0.23
EE + 2 or more
10.37
1.66
0.23
d. Future Premiums - The City "caps" its employer contributions
toward monthly group medical, dental and vision plan premiums, by
category (EE, EE + 1, and EE + 2 or more) and plan, at the rate in
effect April 1, 2004 for the year ending December 31, 2004.
4) Medical Cash Out -If an employee is covered by a medical program
outside of a city -provided program (evidence of which must be supplied to
the Administrative Services Department Employee Benefits), they may
elect to discontinue city medical coverage and receive ninety-two dollars
and thirty-one cents ($92.31) bi-weekly to deposit into their Deferred
Compensation account or any other pre-tax program offered by the city.
5) Section 125 Plan - This plan allows employees to use pre-tax salary to
pay for regular childcare, adult dependent care and/or medical expenses.
2004 NA Resolution Final.doc 10 1/28/2004 11:33 AM
B. Life and Accidental Death and Dismemberment Insurance
Each Non -Associated employee shall be provided with $45,000 life insurance and
$45,000 accidental death and dismemberment insurance paid for by the city. Each
employee shall have the option, at his/her own expense, to purchase additional
amounts of life insurance and accidental death and dismemberment insurance to
the extent provided by the city's current providers. Evidence of insurability is
contingent upon total participation in additional amounts-
C. Long Term Disability Insurance
This program provides for each incident of illness or injury, a waiting period of
thirty (30) calendar days during which the Non -Associated employee may use
accumulated sick leave, general leave, compensatory time off, administrative leave,
executive leave pay. Subsequent to the thirty (30) day waiting period, the employee
will be covered by an insurance plan paid for by the city providing sixty-six and two-
thirds percent (66 2/3%) of the first $12,500 of the employee's basic monthly
earnings up to a maximum monthly benefit of $8,332.50.
The maximum benefit period for disability due to injury or illness shall be to age
sixty-five (65).
Days and months refer to calendar days and months. Benefits under the plan are
integrated with sick leave, Worker's Compensation, Social Security and other non -
private program benefits to which the employee may be entitled. Disability is
defined as: "' "The inability to perform all of the duties of regular occupation during
two years and thereafter the inability to engage in any employment or occupation,
for which he/she is fitted by reason of education, training or experience."
Rehabilitation benefits are provided in the event the individual, due to disability,
must engage in other occupation. Survivor's benefits continue the plan payment for
three (3) months beyond death. A copy of the plan is on file in the Administrative
Services Department.
D. Miscellaneous
When a Non -Associated employee is on a leave of absence without pay for reason
of medical disability, the city shall maintain the city paid insurance premiums during
the period the employee is in a non -pay status for the length of said leave, not to
exceed twenty-four (24) months.
E. Retiree Medical Coveraae for Retirees Not Eliqible for the Citv 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.
2004 NA Resolution Final.doc 11 1/28/2004 11:33 AM
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 RetireeSubsidy 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).
F. Post-65 Supplemental Medicare Coverage
Retirees who are participating in the Retiree Subsidy Medical Plan as of January 1,
2004 and all future retirees who meet the criteria to participate in City sponsored
medical insurance, with or without the Retiree Medical Subsidy Plan, may
participate in City sponsored medical insurance plans that are supplemental to
Medicare, after a contract is in place between the City and a health insurance
provider.
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
insurance plans that are supplemental
dependents without any City subsidy.
to participate in City sponsored medical
to Medicare for themselves or qualified
Retirees or qualified dependents, upon turning age 65, who choose not to
participate in City sponsored medical insurance plans that are supplemental to
Medicare permanently lose eligibility for this insurance.
SECTION IV — RETIREMENT
A. Benefits
1. Public Employees' Retirement System
Non -Associated employees shall be entitled to retirement benefits
appropriate to his/her class as defined in the contract between the Board of
Administration, Public Employees' Retirement System and the City Council of
the City of Huntington Beach.
2. Self -Funded Supplemental Retirement Benefit
In the event a Non -Associated employee member elects Option #2
(Section 21456) or Option #3 (Section 21457) of the Public Employees'
Retirement Law, the city shall pay the difference between such elected option
and the unmodified allowance which the member would have received for his
2004 NA Resolution Final.doc 12 1/28/2004 11:33 AM
or her life alone. This payment shall be made only to the member (Non -
Associated employee), shall be payable by the city during the life of the
member, and upon that member's death, the city's obligation shall cease.
Unless previously excluded by employment or resolution, eligibility for this
benefit is limited to employees hired before December 27, 1997.
3. Medical Insurance for Retirees
a. Upon retirement, whether service or disability connected, each Non -
Associated employee shall be entitled to cause self, spouse and
dependents to participate fully in the city's group health insurance
program at the equivalent of the city's group premium rate in accordance
with the provisions specified by Consolidated Omnibus Budget
Reconciliation Act of 1985 (COBRA). Such participation shall be at
employee's expense and upon terms, conditions and restrictions currently
in effect.
b. As an alternative to the benefit described in paragraph IV.A.3.a above, the
city will provide a financial contribution towards the cost of retiree medical
premiums as described in Section VI.
4. Two Percent (2%) at Age 55 Formula
Non -Associated miscellaneous employees shall be covered by the two
percent at age 55 formula (2% @ 55) as identified in Section 21354.
5. Pre -Retirement Optional Settlement 2 Death Benefit
Non -Associated employees shall be covered by the Pre -Retirement Optional
Settlement 2 Death Benefit as identified in Section 21548 when approved by
the City Council.
6. Fourth Level of 1959 Survivor Benefits
Non -Associated employees shall be covered by the Fourth Level of the 1959
Survivor Benefit as identified in Section 21574 when approved by the City
Council.
B. Public. Employees' Retirement System Reimbursement and Reporting
1. Employees' Contribution
Non -Associated employees shall be reimbursed bi-weekly in an amount
equal to 7% of the employee's base salary (9% for safety employees) as a
pickup of the employee's contribution or portion of such contribution to the
Public Employees' Retirement System (PERS). The above PERS pickup is
not base salary but is done pursuant to Section 14(h)(2) of the Internal
Revenue Code.
2004 NA Resolution Final.doc 13 1/28/2004 11:33 AM
SECTION V — LEAVE BENEFITS
A. General Leave
1. Accrual
Employees will accrue_ General Leave at the accrual rates outlined below.
General leave may be used for any purpose, including vacation, sick leave,
and personal leave.
General leave for non -associated employees shall be accrued as follows:
Years of Service General Allowance
First through Fourth Year
176 hours
Fifth through Ninth Year
200 hours
Tenth through Fourteenth Year
224 hours
Fifteenth Year and Thereafter
256 hours
2. Eli iq bility and Approval
General leave must be pre -approved except for illness, injury or family
sickness, which may require a physician's statement for approval. Accrued
general leave may not be taken prior to six (6) months' service except for
illness, injury or family sickness. General leave accrued time is to be
computed from hiring date anniversary. Members shall not be permitted to
take general leave in excess of actual time earned. Members shall not
accrue general leave in excess of six hundred forty (640) hours. Employees
may not use their general leave to advance their separation date on
retirement or other separation from employment.
3. Family Sick Leave
As required by law, employees will be allowed to use up to one-half of their
annual General Leave accrual for family sick leave, pursuant to the
provisions of California Family Code Section 297, et. seq.
The city will provide family and medical care leave for eligible employees that
meet all requirements of State and Federal law. Rightsand obligations are
set forth in the Department of Labor Regulations implementing the Family
Medical Leave Act (FMLA), and the regulations of the California Fair
Employment and Housing Commission implementing the California Family
Rights Act (CFRA).
4. Conversion to Cash
a. Pay Off at Termination — An employee shall be paid for unused general
leave upon termination of employment at which time such terminating
employee shall receive compensation at their current salary rate for all
unused, earned general leave to which they are entitled up to and
including the effective date of their termination.
2004 NA Resolution Final.doc 14 1/28/2004 11:33 AM
b. Conversion to Cash — An employee shall have two opportunities within
the fiscal year to convert into a cash payment or deferred compensation
up to and not to exceed, a total of one hundred -twenty (120) hours. The
maximum conversion per fiscal year is not to exceed one hundred -twenty
(120) hours. The employee shall give payroll two (2) weeks advance
notice of their decision to exercise such option.
c. One Week Minimum Vacation Requirement
The City Administrator may require certain positions which handle money
or transfer funds to take a minimum of one week, (i.e., five consecutive
work days) paid vacation each calendar year.
The following are paid eight (8) hour holidays:
1. New Year's Day
2. Martin Luther King Day (third Monday in January)
3. Presidents Day (third Monday in February)
4. Memorial Day (last Monday in May)
5. Independence Day (July 4)
6. Labor Day (first Monday in September)
7. Veteran's Day (November 11)
8. Thanksgiving Day (fourth Thursday in November)
9. The Friday after Thanksgiving
10. Christmas Day (December 25)
Any day declared by the President of the United States to be a national holiday or
by the Governor of the State of California to be a state holiday and adopted as an
employee holiday by the City Council of the City of Huntington Beach.
For Civic Center holiday closure purposes, holidays which fall on Sunday shall be
observed the following Monday, and those falling on Saturday shall be observed the
preceding Friday.
C. Sick Leave
1. Accrual — No employee shall accrue sick leave.
2. Credit — Employees assigned to Non -Associated shall carry forward their sick
leave balance and shall no longer accrue sick leave credit.
3. Usage — Employees may use accrued sick leave for the same purposes for
which it was used prior to December 25, 1999. Sick leave shall not be used
to extend absences due to work related (industrial) injuries or illnesses, this
provision shall be added to Personnel Rule 18.10.
2004 NA Resolution Final 15 IOR/gnu 11.33 AM
Rights and obligations are set forth in the Department of Labor Regulations
implementing the Family Medical Leave Act (FMLA), and the regulations of
the California Fair Employment and Housing Commission implementing the
California Family Rights Act (CFRA).
5. Pav Off at Termination
a. Non Associated employees with continuous service with the city since
November 20, 1978 shall be entitled to the following sick leave payoff
plan:
At involuntary termination by reason of disability, or by death, or by
retirement, employees shall be compensated at their then current rate of
pay for seventy-five percent (75%) of all unused sick leave accumulated
as of July 1, 1972, plus fifty percent (50%) of unused sick leave
accumulated subsequent to July 1, 1972, up to a maximum of seven
hundred and twenty hours (720) of unused, accumulated sick leave,
except as provided in paragraph V.C.5.d below.
Upon termination for any other reason, employees shall be compensated
at their then current rate of pay .for fifty percent (50%) of all unused
accumulated sick leave, up to a maximum of 720 hours of such
accumulated sick leave.
b. Non -Associated employees hired after November 20, 1978 shall be
entitled to the following sick leave payoff plan:
Upon termination, all employees shall be paid, at their then current salary
rate, for twenty-five percent (25%) of unused, earned sick leave to 480
hours accrued, and for thirty-five percent (35%) of all unused, earned sick
leave in excess of 480 hours, but not to exceed 720 hours, except as
provided in paragraph V.C.2.c below.
c. Except as provided in paragraph V.C.5.d below, no Non -Associated
employee shall be paid at termination for more than 720 hours of unused,
accumulated sick lave.However, employees may utilize accumulated
sick leave on the basis of "last in,. first out," meaning that sick leave
accumulated in excess of the maximum for payoff may be utilized first for
sick leave, as defined in Personnel Rule 18-8.
d. Non -Associated employees who had unused, accumulated sick leave in
excess of 720 hours as of July 5, 1980, shall be compensated for such
excess sick leave remaining on termination under the formulas described
in paragraphs V.C.5.a and b above. In no event shall any employee be
compensated upon termination for any accumulated sick leave in excess
of the "cap" established by this paragraph (i.e., 720 hours plus the amount
over 720 hours existing on July 5, 1980). Employees may continue to
utilize sick leave accrued after that date in excess of such "cap" on a "last
in, first out" basis. To the extent that any such "capped" amount of excess
9nnd NA Rasnhitinn Final tint 16 1/28/2004 11:33 AM
sick leave over 720 hours is utilized, the maximum compensable amount
shall be correspondingly reduced. (Example: Employee had 1,000 hours
accumulated. Six months after July 5, 1980, employee had accumulated
another 48 hours. Employee is then sick for 120 hours. Employee's
maximum sick leave "cap°.for compensation at termination is now reduced
by 72 hours to 928.)
D. Bereavement Leave
Employees shall be entitled to bereavement leave not to exceed twenty-four (24)
hours in each instance of death in the immediate family. Immediate family is
defined as father, mother, sister, brother, spouse, children, grandfather,
grandmother, stepfather, stepmother, step grandfather, step grandmother,
grandchildren, stepsisters, stepbrothers, mother-in-law, father-in-law, son-in-law,
daughter-in-law, brother-in-law, sister-in-law, stepchildren, or wards of which the
employee is the legal guardian.
SECTION VI — RETIREE SUBSIDY MEDICAL PLAN
An employee who has retired from the city shall be entitled to participate in the city
sponsored medical insurance plans 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 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. During any period the retired employee.is eligible to receive or receives
health insurance coverage at the expense of another employer, the
payment will be suspended. "Another employer" as used herein
means private employer or public employer or the employer of a
spouse. As a condition of being eligible to receive the premium
contribution as set forth in this plan, the city shall have the right to
require any retiree to annually certify that the retiree is not receiving or
eligible to receive any such health insurance benefits from another
employer. If it is later discovered that a misrepresentation has
occurred, the retiree will be responsible for reimbursement of those
amounts inappropriately expended and the retiree's eligibility to receive
further benefits will cease.
'nnn nin o „ i„+; M„„i A„,. 17 1/28/2004 11:33 AM
2. 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.
3. In the event of the death of any employee, whether retired or not, the
amount of the retiree medical insurance subsidy benefit which the
deceased employee was receiving at the time of his/her death would
be eligible to receive if he/she were retired at the time of death, shall
be paid on behalf of the spouse or family for a period not to exceed
twelve (12) months.
D. Schedule of Benefits
1. Minimum Eligibility for Benefits
With the exception of an industrial disability retirement, eligibility for benefits
begin after an employee has completed ten (10) years of continuous service
with the City of Huntington Beach. Said service must be continuous unless
prior service is reinstated at the time of his/her rehire in accordance with the
city's :Personnel Rules.
2. Disability Retirees
Industrial disability retirees with less than ten (10) years of service shall
receive a maximum monthly payment toward the premium for health
insurance of $121. Payments shall be in accordance with the stipulations
and conditions, which exist for all retirees. Payment. shall not exceed dollar
amount, which is equal to the full cost of premium for employee only.
r.in J.... �S2 9l7R/�Md'11.33 AM
3. Maximum Monthly Subsidy Payments
All retirees, including those retired as a result of disability whose number of
years of service prior to retirement exceeds ten (10) years, shall be entitled to
maximum monthly payment of premiums by the city for each year of
completed city service as follows:
Maximum Monthly Payment
for Retirements After:
Years of Service Subsidy
10 $121
11 136
12 151
13 166
14 181
15 196
16 211
17 226
18 241
19 256
20 271
21 286
22 300
23 315
24 330
25 344
Note: The above payment amounts may be reduced each month as dependent eligibility ceases
due to death, divorce or loss of dependent child status. However, the amount shall not be
reduced if such reduction would cause insufficient funds needed to pay the full premium for
the employee and the remaining dependents. In the event no reduction occurs and the
remaining benefit premium is not sufficient to pay the premium amount for the employee
and the eligible dependents, said needed excess premium amount shall be paid by the
employee.
2004 NA Resnlution Final.doc 19 1/28/2004 11:33 AM
SECTION VII — RULES GOVERNING LAYOFF, REDUCTION IN LIEU
OF LAYOFF AND RE-EMPLOYMENT
The following procedures shall not apply to Department Heads and the Assistant City
Administrator.
A. Part 1 Layoff Procedures
1. General Provisions:
a.) 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.
b. 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 Division 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.
c. A department shall reduce staff by identifying which positions within the
department are to be eliminated.
d. 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.
e. If a deadline within this procedure falls on a day the City Hall is closed,
the deadline shall be the next day City Hall is open.
2. Service Credit:
a. 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.
b. Except as required by law, leaves of absence without pay shall not earn
service credit.
c. 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.
2004 NA Resolution Final.doc 20 1/28/2004 11:33 AM
3. Transfer or Reduction to Vacancies in Lieu of Layoff:
a. 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:
1) The employee has the necessary qualifications to perform the duties
of the position.
2) 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.
3) 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.
a) 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.
b) If the employee refuses to accept a transfer or reduction
pursuant to A. or B., above, the employee shall be laid off.
c) 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.
d) 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.
4. Order of Layoff:
a. Prior to implementing a layoff, vacant positions that are authorized to be
filled shall be identified by citywide occupational series. If the employee
refuses to accept a position pursuant to Section 3., above, the employee
shall be laid off.
2004 NA Resolution Fina►.doc 21 1/28/2004 11:33 AM
b. No promotional probationary employee or permanent employee within a
class in the department shall be laid off until all temporary, non -permanent
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.
5. Notification of Employees:
a. The Human Resources Division 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) 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 Human Resources
Manager 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 3., above.
f. If an employee disagrees with the city's computation of service credit or
listed date of hire, the employee shall notify the Human Resources
Manager as soon as possible but in no case later than five (5) calendar
days after the personal service or certified mail delivery. Disputes
gnu NA Racnlutinn Final (Inr. 22 1/28/2004 11:33 AM
regarding date of hire or service credit shall be jointly reviewed by the
Human Resources Manager 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 Human Resources
Manager of the dispute. Within five (5) calendar days after the dispute is
reviewed, the employee shall be notified in writing of the decision
B., Part 2 - Bumping Rights
1. Voluntary Reduction or Bumping in Lieu of Layoff:
a. 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.
b. 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.
c. 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. 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 Resources
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 Resources Manager's decision, the employee
may appeal pursuant to the provisions of Sections 3 and 4 below.
2. Reinstatement/Reemployment 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 the
reinstatement/reemployment list pursuant to Part 3. Reemployment
3. 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
Resources Manager within five (5) calendar days of the employee's receipt of
2004 NA Resolution Final.doc 23 1/2812004 11:33 AM
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.
4. Qualifications Appeal Hearin
a. Upon receipt of an appeal, the Human Resources 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 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.
b. Appeal hearings shall be limited to two (2) hours, except as otherwise
agreed by the parties or directed by the hearing officer.
c. 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.
C. Part 3 -Reemployment
1. Reemployment:
a. Employees who are laid off or reduced to avoid layoff shall have their
names placed upon a reemployment 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.
b. Names of persons placed on the reemployment lists shall remain on the
list for two (2) years from the date of layoff or reduction.
c. Vacancies shall be filled from the reemployment list for a class, starting at
the top of the list, providing that the person meets the necessary
qualifications for the position.
d. 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.
2004 NA Resolution Final.doc 24 1/28/2004 11:33 AM
Any employee who is dismissed from the city service for cause shall have
his or her name removed from all reemployment lists.
e. Reemployment lists shall be available affected employees upon
reasonable request.
f. Qualifications appeals involving reemployment rights shall be resolved in
the same manner as that identified in Part 2., Section 4.
2. Status on Reemployment:
a. Persons re-employed from layoff within a two (2) year period from the
date of layoff shall receive the following considerations and benefits:
1) Service credit held upon layoff shall be restored, but no credit shall
be added for the period of layoff.
2) Prior service credit shall be counted toward sick leave and vacation
accruals.
3) Employees may cash in sick leave upon layoff or at any time after
layoff in the manner and amount set forth in existing Non -Associated
Employees Benefit Provision. Sick leave shall. be paid to an
employee when the reemployment list(s) expire(s), if not previously
paid
4) Upon reinstatement the employee may have his or her sick leave re -
credited by repayment to the city the cashed amount. Sick leave
accumulation of less than 480 hours shall be restored upon
reemployment.
5) 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.
6) . The probationary status of the employee shall resume if incomplete.
b. Employees who have reduced 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
2004 NA Resolution Final.doc 25 1/28/2004 11:33 AM
EXHIBIT B - NON -ASSOCIATED SALARY SCHEDULE
As of December 20, 2003
Job,Type
FL$A'°$fetus
E?escri tion
Pa "Grade
. ''A -
.: B .;
C
D
; "Ai
0466
Non -Exempt
Administrative Secretary NA '
413
17.10
.18.04
19.03
20.08
21.18
0279
Non -Exempt
Personnel Assistant
414
17.18
18.13
19.13
20.18
21.29
0447
Non -Exempt
Payroll Technician
420
17.73
18.70
19.73
20.81
21.95
0446
Non -Exempt
Payroll Technician, Sr
439
19.48
20.55
21.68
22.87
24.13
0278
Non -Exempt
Administrative Assistant
442 119.76
20.85
22.00
23.21
24.49
0061
Non -Exempt
Executive Assistant
470
22.73
23.98
25.30
26.69
28.16
0005
Exempt
Administrative Analyst NA
497
26.011
27.44
28.95
30.54
32.22
0453
Exempt jPersonnel
Analyst
499
26.271
27.71
29.23
30.84
32.54
0443
Exempt jPayroll
Analyst
505
27.061
28.55
30.12 1
31.78
33.53
0063
Exempt (
dmin Analyst, Sr NA
525
29.911
31.55
33.28
35.11
37.04
0064
Exempt
Budget Analyst, Sr
525
29.911
31.55
33.28
35.11
37.04
0464
Exempt
Personnel Analyst, Senior
525
29.91
31.55
33.28
35.11
37.04
0062
Exempt
Admin Analyst, Principal NA
544
32.88
34.69
36.60
38.61
40.73
0060
Exempt
Personnel Analyst Principal
544
32.88
34.69
36.60
38.61
40.73
0054
Exempt
Risk Manager
576
38.58
40.70
42.94
45.30
47.79
0006
Exempt
Human Resources Manager
593
41.98
44.29
46.73
49.30
52.01
0055
Exempt
Finance Officer
597
42.82
45.18
47.66
50.28
53.05
0078
Exempt
Assistant City Attorney
614
46.62
49.18
51.89
54.74
57.75
0004
Exempt
Director of Comm & Spec Pro'
592
41.77
44.07
46.49
49.05
51.75
0012
Exempt
Director of Org Effectiveness .
592
41.7.7
44.07
46.49
49.05
51.75
0007
Exern t
Director of Library Services
611
45.92
48.45
51:11
53.92
56.89
0009
Exempt
Director of Building & Safety
622
48.51
51.18
54.00
56.97
60`.10
0013
Exempt
Director of Admin Services
629
50.24
53.00
55.92
59.00
62.24
0014
Exempt
Director of Community Services
629
50.24
53.00
55.92
59.00
62.24
0008
Exempt
Director of Econ Development
629
50.24
53.00
55.92
59.00
62.24
0000
Exempt
Director of Information Services
629
50.24
53.00
55.92
59.00
62.24
0021
Exempt
Director of Planning
629
50.24
53.00
55.92
59.00
62.24
0010
Exempt
Director of Public Works
645
54.42
57.41
60.57
63.90
67.41
0015
Exempt
Fire Chief
653
56.63
59.74
63.03
66.50
70.16
0011
Exempt
Police Chief
653
56.631
59.74
63.03
66.50
70.16
0020
Exempt
ssistant CityAdministrator
658
58.07
61.26
64.63
68.18
71.93
2004 NA Resolution Final.doc 26 1/28/2004 11:33 AM
EXHIBIT C - RETIREE 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. Employee Benefits 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.
4. When a retiree is eligible for medical plan coverage at the expense of
another employer due to post -retirement employment of the retiree or
spouse of the retiree, the retiree and his/her spouse must take that
coverage regardless of benefit level and shall be deleted from any city
Plan coverage. Exceptions to this requirement are limited to the
following:
a. A retiree is not required to enroll in such "other" medical plan
coverage if there is significant disparity between the benefits
provided by the "other" medical plan and the Retiree Subsidy
Medical Plan as defined below. "Significant disparity" means
coverage available under the "other" medical plan is restrictive or
limited in one or more of the following ways:
1) No in -patient hospitalization coverage.
2) No major medical benefits
3) Annual deductible is $1,500 or greater per person.
4) Major medical benefits are paid at 60% or less of covered
expenses.
b. The Risk Manager will have the authority to provide additional
exceptions following review of the "other" medical plan policy.
Exceptions will be made only if the "other" medical plan benefit
provisions are comparable to the guidelines under Exhibit C.A.4.a
above.
2004 NA Resolution Final.doc 27 1/28/2004 11:33 AM
c. Miscellaneous Provisions:
1. Benefits provided under the Retiree Subsidy Medical
Plan will be coordinated with the "other" medical plan as
the primary carrier.
2. The city shall have the right to require any retiree to
provide a copy of the "other" medical plan policy for
review by the Risk Manager.
5. When a retiree becomes eligible for the other group coverage and then
becomes no longer eligible, he/she may have the subsidy reinstated
and regain Retiree Subsidy Medical Plan coverage.
6. Dependents of a retiree may follow him/her into the Retiree Subsidy
Medical Plan or they may choose to exercise COBRA rights along with
the retiree.
7. When a retiree becomes 65 and has eligible dependents under 65,
said dependents are eligible to exercise COBRA rights.
8. When a retiree is under 65 and his/her spouse is over 65, the spouse
is not covered.
B. Subsidies:
1. The subsidy payments will pay for:
a. City sponsored medical insurance plans.
b. Part A of Medicare for those retirees not eligible for paid Part A.
2. Subsidy payments will not pay for:
a. Part B Medicare.
b. Any other employee benefit plan.
c. Any other commercially available benefit plan.
d. Medicare supplements.
D. Medicare:
1. All persons are eligible for Medicare coverage at age 65. Those with
sufficient credit quarters of Social Security will receive Part A of
Medicare at no cost. Those without sufficient credited quarters are still
eligible for Medicare at age 65, but will have to pay for Part A of
2004 NA Resolution Final.doc 28 1/28/2004 11:33 AM
Medicare if the individual elects to take Medicare. In all cases, the
participant pays for Part B of Medicare.
2. When a retiree and his/her spouse are both 65 or over, and neither is
eligible for paid Part A of Medicare, the subsidy shall pay for Part A for
each of them or the maximum subsidy, whichever is less.
3. When a retiree at age 65 is eligible for paid Part A of Medicare and
his/her spouse is not eligible for paid Part A, the spouse shall not
receive subsidy. When a retiree at age 65 is not eligible for paid Part A
of Medicare and his/her spouse who is also age 65 is eligible for paid
Part A of Medicare, the subsidy shall be for the retiree's Part A only.
E. Cancellation:
1. For retirees/dependents eligible for paid Part A of Medicare, the
following cancellation provisions apply:
a. Coverage for a retiree under the Retiree Subsidy Medical Plan will
be eliminated on the first day of the month in which the retiree
reaches age 65. If such retiree was covering dependents under
the Plan, dependents will be eligible for COBRA continuation
benefits effective as of the retiree's 65th birthday.
b. Dependent coverage will be eliminated upon whichever of the
following occasions comes first:
1) After 36 months of COBRA continuation coverage, or
2) When the covered dependent reaches age 65 in the
event such dependent reaches age 65 prior to the retiree
reaching age 65.
c. At age 65 retirees are eligible to make application for Medicare.
Upon being considered "eligible to make application", whether or
not application has been made for Medicare, the Retiree Subsidy
Medical Plan will be eliminated.
2. See provisions under "Subsidies" and "Medicare" for those
retirees/dependents not eligible for paid Part A of Medicare.
3. Retiree Subsidy Medical Plan and COBRA participants shall be notified
of non-payment of premium by means of a certified letter from
Employee Benefits in accordance with provisions of the Non -
Associated Employees Benefit Resolution.
4. A retiree who fails to pay premiums due for coverage and is in arrears
for sixty (60) days shall be terminated from the Plan and shall not have
reinstatement rights.
2004 NA Resolution Final.doc 29 1/28/2004 11:33 AM
EXHIBIT D - 9/80 WORK SCHEDULE
This work schedule is known as "9/80". The 9180 work schedule is designed to be in
compliance with the requirements of the Fair Labor Standards Act (FLSA). In the event
that there is a conflict with the current rules, practices and/or procedures regarding work
schedules and leave plans, then the rules listed below shallgovern.
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 FLSA work week. The 9/80 work schedule shall not reduce service
to the public, departmental effectiveness, productivity and/or efficiency as determined by
the City Administrator or designee.
A. Forty (40) Hour FLSA Work Week — The actual FLSA workweek is from Friday at
mid -shift (p.m.) to Friday at mid -shift (a.m.). No employee working the 9/80 work
schedule will be able to flex their Friday start time nor the time they take their lunch
break, which will be from 12:00 p.m. to 1:00 p.m. on Fridays. All employee work
shifts will start at 8:00 a.m. on their Friday worked. The start of the FLSA
workweek is 12:00 noon Friday.
B. Two Week Pay Period — The pay period for employees starts Friday mid -shift (p.m.) . .
and continues. for fourteen (14) days until Friday mid -shift (a.m.). During this
period, each week is made up of four (4) nine (9) hour work days (thirty-six (36)
hours) and one (1) four (4) hour Friday and those hours equal forty (40) work hours
in each work week (e.g. the Friday is split into four (4) hours for the a.m. shift, which
is charged to work week one and four (4) hours for the p.m. shift, which is charged
to work week two).
C. A/B Schedules — To continue to provide service to the public every Friday,
employees are to be divided between two schedules, known as the "A" schedule
and the "B" schedule, based upon the departmental needs. For identification
purposes, the "A" schedule shall be known as the schedule with a day off on the
Friday in the middle of the pay period, or, "off on payday", the "B" schedule shall
have the first Friday (p.m.) and the last Friday (a.m.) off, or "working on payday".
An example is listed below:
ins
D. A/B Schedule Changes — FLSA non-exempt employees cannot change schedules
without prior approval of their supervisor, Department Head, and the Human
Resources Manager or designee. The purpose of this authorization is to review the
impact on overtime. FLSA exempt employees may change A/B schedules at the
beginning of any pay period with supervisor and Department Head approval.
2004 NA Resolution Final.doc 30 1/28/2004 11:33 AM
D. A/B Schedule Changes — FLSA non-exempt employees cannot change schedules
without prior approval of their supervisor, Department Head, and the Human
Resources Manager or designee. The purpose of this authorization is to review the
impact on overtime. FLSA exempt employees may change A/B schedules at the
beginning of any pay period with supervisor and Department Head approval.
2004 NA Resolution Final.doc 30 1/28/2004 11:33 AM
E. Emergencies — All employees on the 9/80 work schedule are subject to be called to
work any time to meet any and all emergencies or unusual conditions which, in the
opinion of the City Administrator, Department Head or designee may require such
service from any of said employees.
OVERTIME DEFINED
FLSA Non -Exempt Employees —"All non-exempt employees under the 9/80 work schedule
shall earn overtime for all hours worked after the first forty (40) hours in an FLSA work
week (Friday 12:00:00 p.m. to Friday 11:59:59 a.m.) as required under FLSA. Employees
are required to obtain supervisor authorization prior to working any overtime.
1. Overtime Compensation — As stated in Section ILA of the Non -Associated
Resolution.
2. Compensatory Time — As stated in Section II.A of the Non -Associated Resolution.
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 Section V.A of the Non -Associated Resolution.
2. Sick Leave - As stated in Section V.0 of the Non -Associated Resolution.
3. Administrative Leave — As stated in Section II.A of the Non -Associated Resolution.
4. Executive Leave — As stated in Section II.A of the Non -Associated Resolution.
5. Bereavement Leave — As stated in Section V.D of the Non -Associated Resolution.
6. Holidays -
a. For a recognized city holiday, eight (8) hours, as stated in Section V.B, are
earned for each holiday. For the charging of hours on a scheduled holiday,
the employee must use eight (8) hours of.holiday time.off and one (1) hour
from the employees General Leave, Compensatory Time, Administrative
Leave, or Executive Leave banks for a nine (9) hour workday charge or eight
(8) hours holiday time off for a Friday.
b. If a holiday falls on an FLSA non-exempt employee's Friday off, the
employee must then take the work shift before or after the holiday off with
supervisor and Department Head approval. If the employee cannot take the
work shift before or after the holiday off the employee will be granted eight (8)
hours of general leave.
2004 NA Resolution Final.doc 31 1/28/2004 11:33 AM
c. If a holiday falls on an FLSA exempt employee's Friday off, the employee
must then take the work shift before or after the holiday off with supervisor
and Department Head approval.
7. Jury Duty — The provisions of the Personnel Rules shall continue to apply, however, if
an FLSA exempt employee is called to serve on jury duty during a. normal Friday off,
Saturday, or .Sunday, or on a city holiday, then the juryduty shall be considered the
same as having occurred during the employees day off work, therefore, the employee
will receive no added compensation.
2004 NA Resolution Final.doc 32 1/28/2004 11:33 AM
ATTACHMENT
PPO CP High
January 1, 2004`
Questions? Call 1-800-200-3242
Highlights
THIS MATRIX IS INTENDED TO BE USED
TO HELP YOU COMPARE COVERAGE
BENEFITS AND IS A SUMMARY ONLY.
THE EVIDENCE OF COVERAGE AND PLAN
CONTRACT SHOULD BE CONSULTED FOR
A DETAILED DESCRIPTION OF COVERAGE
BENEFITS AND LIMITATIONS.
DEDUCTIBLES (all providers combined)
Benefits marked with an asterisk (*) are NOT subject to the calendar -year medical
deductible.
• Individual
• Family
Preferred
Providers'
$500
$1,000
Non -Preferred
Providers'
Calendar -Year Copayment Maximum #
• Individual
$2,000
$10,000
• Family
$4,000
$20,000
LIFETIME MAXIMUMS
unlimited
0 0
0ar C,6,payrhent
PROFESSIONAL SERVICES
Physician services
• Office visits and consultations
$20/visit*
40%#
• Specialist visits and consultations
$20/visit*
40%*
• Laboratory and X-rays
$20/visit
40%
• Mammogram and pap test or other FDA -approved cervical cancer screening tests
$20/visit*
40%
• Allergy testing or treatment
10%
40%
• Diagnostic testing
10%
40%
Preventive care
• Annual routine physical exam Includes: eye/ear screening, immunizations, vaccinations
No charge*
40%
• Mammogram and pap test screening
No charge*
40%
or other FDA -approved cervical cancer screening tests
• Laboratory
No charge*
40%
Well -baby care
• Office visits and consultations Includes: eye/ear screening, immunizations, vaccinations
$20/visit*
Not covered
• Laboratory
$20/visit
Not covered
OUTPATIENT SERVICES
• Outpatient surgery in hospital/facility
10%
40%2
• Outpatient treatment, renal dialysis and necessary supplies
10%
40%211
HOSPITALIZATION SERVICES
• Inpatient visits and consultations
10%
40%
• Surgeons and assistants, anesthesiologists, pathologists, radiologists
10%
40%
• Semi -private room and board, medically necessary services
10%
40%2
(including subacute care) and supplies
EMERGENCY HEALTH COVERAGE
• Facility services (waived if admitted directly to the hospital as an inpatient)
$50*# +
10%f
• Emergency room physician services
10%
10%
AMBULANCE SERVICES
20%
20%
PRESCRIPTION DRUG COVERAGE
A description of your outpatient prescription dru9 coverage is provided separately.
If you do not have the separate drug sheet that
goes with this matrix, please contact your benetI s administrator.
Preferred
Non -Preferred
DURABLE MEDICAL EQUIPMENT
Providers'
Providers'
• Home medical equipment, prosthetics/orthotics
10% (Orthoses Only -Up to
40% (Orthoses Only -Up
$2,000. per person per
to $2,000 per person per
year)
year)
MENTAL HEALTH SERVICES (PSYCHIATRIC)3
• Inpatient services
• Outpatient visits for severe mental health conditions
• Outpatient visits for non -severe mental health conditions
(up to 30 visits per calendar year combined with outpatient chemical dependency visits)6
MRSA Participating
MHSA Non-
Providersl
Participating
Providers'
10%
40%2
$20/visit*
40%#
$20/visit #
40%
CHEMICAL DEPENDENCY SERVICES (SUBSTANCE ABUSE)'
• Inpatient services for medical acute detoxification
10%
40%
• Outpatient visits (up to 30 visits per calendar year combined with outpatient non -severe mental
$20/visit#
40%
health visits) 6
HOME HEALTH SERVICES (combined maximum of 100 preauthorized visits per calendar year)
Preferred
Non -Preferred
Providers'
Providers'
• Home health and home infusion care (see "Outpatient Prescription Drug Coverage" for home
10%
10%4
self-administered iniectables)
• Routine home care and inpatient respite care
• 24 hour continuous home care and general inpatient care
OTHER
Alternative cares
• Chiropractic and acupuncture services (up to 20 visits, combined, per calendar year)
Physical medicine
• Office visits and related services (such as physical therapy and occupational therapy)
Pregnancy and maternity
• Prenatal and postnatal care
• All necessary inpatient hospital services
Family planning
• Family planning counseling
• Elective abortion, tubal ligation, vasectomy
• Contraceptive devices and fitting
Skilled nursing facility (SNF) services (up to 180 days per calendar year)
• Semi -private accommodations —freestanding SNF
• Semi -private accommodations — hospital SNF unit
No charge No Charge w/prior auth
10% 10% w/prior auth
10% 40%
10% 40%
10% 40%
See "Hospitalization Services" See "Hospitalization Services"
$20/visit* Not covered
10% Not covered
$20/visit* 40%#
10% 40%
10% 40%2
Covered out-of-state benefits Benefits provided through BlueCard Program, for out-of-state 10% or $20 copay 40%
emergency and non -emergency care, are provided at the preferred level of the local Blue Plan allowable
amount when you use a Blue Cross/Blue Shield provider.
Diabetes care
• Equipment, devices and non -testing supplies (for testing supplies, please see "Outpatient 10% 40%
Prescription Drug Coverage")
• Self -management training and education $20/visit 40%
Hearing aid services
• Audiological evaluations $20/visit* 40%4
• Hearing aid instrument and ancillary equipment 10% 40%
(up to two hearing aids) ($1,000 maximum
every 24 months) (every 24 months)
Optional Benefits Optional dental, vision, inpatient substance abuse treatment, or infertility benefits are available.
If your employer purchased any of these benefits, a description of the benefit is provided separately.
' Benefits are not subject to the calendar -year medical deductible.
# Copayments and charges for services not included in the calculation of the member's calendar -year copayment maximum continue to be the member's responsibility after
the calendar -year copayment maximum is reached. Deductible does not apply toward the calendar -year maximum. Please refer to the Evidence of Coverage, the
Disclosure Form and the Group Health Service Contract for exact terms and conditions of coverage.
1 Member is responsible for copayment in addition to any charges above allowable amounts. The copayment percentage indicated is a percentage of allowable amounts.
Preferred providers accept Blue Shield's allowable amount as full payment for covered services. Non -preferred providers can charge more than these amounts. When
members use non -preferred providers, they must pay the applicable copayment plus any amount that exceeds Blue Shield's allowable amount. Charges above the
allowable amount do not count toward the calendar -year deductible or copayment maximum.
2 The maximum allowed charges for non -emergency hospital services received from a non -preferred hospital is $600 per day. Members are responsible for 40 percent of
this $600 per day, plus all charges in excess of $600. For physician services, members pay 40 percent of allowable amounts, plus all charges in excess of allowable
amounts.
3 Mental health and chemical dependency services, other than medical acute detoxification, are accessed through the MHSA. Services for medical acute detoxification are
accessed through Blue Shield using Blue Shield's preferred providers or non -preferred providers. For a listing of severe mental illnesses, including serious emotional
disturbances of a child, and other benefit details, please refer to the Evidence of Coverage or plan contract.
4 Out -of -network home health care and home infusion services are not covered unless they are pre -authorized by Blue Shield. When these services are preauthorized,
members pay 10 percent, the preferred provider level.
5 Covered hospice services received from any hospice agency must be pre -authorized by Blue Shield. If Blue Shield preauthorizes hospice services from a non -participating
hospice agency, those hospice services will be reimbursed at participating hospice agency level.
6 All outpatient non -severe mental health, outpatient substance abuse, acupuncture and chiropractic visits accrue to the calendar -year visit maximum regardless of whether
the plan deductible has been met.
Benefits are subject to modification for subsequently enacted state or federal legislation.
PPO CP High (8/03)
PPS C'P Low
January 1, 2004
Questions? Call 1-800-200-3242
DEDUCTIBLES" (All providers combined)
THIS MAi RIX IS INTENDED TO BE USED TO
HELP YOU COMPARE COVERAGE BENEFITS
AND IS A SUMMARY ONLY. THE EVIDENCE
OF COVERAGE, DISCLOSURE FORM AN D
PLAN CONTRACT SHOULD BE CONSULTED
FOR A DETAILED DESCRIPTION OF
COVERAGE BENEFITS AND LIMITATIONS.
Preferred Non -Preferred
Providers' Providers'
Calendar -year medical deductible $500 individual/ $1,000 family
Calendar -year copayment maximum"
• Individual $3,000 $10,000
• Family $6,000 $20,000
LIFETIME MAXIMUMS unlimited
�.w,ereaa�ervices. _ _— iviember uppaymelm
PROFESSIONAL SERVICES
Physician services
• Physician and specialist office visits
$20/visit*
40%#
• Laboratory and X-rays
$20/visit
40%
• Allergy testing or treatment
20%
40%
• Diagnostic testing
20%
40%
Preventive care
• Annual physical exam, eye/ear screenings and immunizations according to age
No charge*
40%
schedule
• Laboratory, including mammogram and Pap test screening
No charge*
40%
or other FDA -approved cervical cancer screening tests
Well -baby care
• Office visits and consultations Includes: eye/ear screenings, immunizations, vaccinations
$20/visit*
Not covered
• Laboratory
$20/visit
Not covered
OUTPATIENT SERVICES
• Outpatient surgery in hospital/facility
20%
40%2
• Outpatient treatment, renal dialysis and necessary supplies
20%
40%2#
HOSPITALIZATION SERVICES
• Inpatient physician services (including pregnancy and maternity care)
20%
40%2
• Semi -private room and board, medically necessary services
20%
40%2
and supplies
Skilled nursing facility (SNF) ServiCeS3 (Up to 100 combined days per calendar year; semi -private accommodations)
• Freestanding SNF 20% 40%
• Hospital SNF unit 20% 40%2
EMERGENCY HEALTH COVERAGE
• Facility services (The $50 copayment per emergency room visit is waived if the member is directly $50*4 + 20%*
admitted to the hospital for inpatient services)
• Emergency room physician services 20% 20%
AMBULANCE SERVICES 20% 20%
PRESCRIPTION DRUG COVERAGE
A description of your outpatient prescription drug coverage is provided separately. If you do not have the separate drug sheet that goes
with this matrix, please contact your benefits administrator or call Customer Services at 800-200-3242.
Preferred Non -Preferred
DURABLE MEDICAL EQUIPMENT Providers) Providers'
• Home medical equipment, prosthetics/orthotics 20% of allowable amount 40% of allowable amount
(up to $2,000 maximum per (up to $2,000 maximum per
calendar year) calendar year)
MENTAL HEALTH SERVICES (PSYCHIATRIC)4
• Inpatient hospital facility services
• Outpatient visits for severe mental health conditions
• Outpatient visits for non -severe mental health conditions
(Up to 30 visits per calendar year combined with outpatient chemical dependency visits)5
MHSA Participating
Providers'
20%
$20/visit*
20/visit#
MHSA Non -
Participating
Providers'
40%z
40%#
40%
CHEMICAL DEPENDENCY SERVICES (SUBSTANCE ABUSE)"
• Inpatient services for medical acute detoxification
20%
40%
• Outpatient visits (Up to 30 visits per calendar year combined with outpatient non -severe mental
$20/visit#
40%
health visits) 5
HOME HEALTH SERVICES (Combined maximum of 100 prior authorized visits per calendar year)
Preferred
Non -Preferred
Providers'
Providers'
• Home health and home infusion care (see "Prescription Drug Coverage" for home self-
20%
20% with prior
administered injectables)
authorization
HOSPICE
• Routine home care and inpatient respite care
No charge
No charge with prior
authorization
• 24 hour continuous home care and general inpatient care
20%
20% with prior
authorization
OTHER
Alternative cares
• Chiropractic and acupuncture services (up to 15 visits, combined, per calendar year)
Physical medicine
• Office visits and related services (such as physical therapy and occupational therapy)
Family planning
• Family planning counseling
• Elective abortion, tubal ligation, vasectomy
• Contraceptive devices and fitting
20% 40%
20% 40%
$20/visit* Not covered
20% Not covered
$20/visit* 40%#
Covered out -of -State benefits Benefits provided through BlueCard Program, for out-of-state 20% or $20 copay 40%
emergency and non -emergency care, are provided at the preferred level of the local Blue Plan allowable
amount when you use a Blue Cross/Blue Shield provider.
Diabetes care
• Equipment, devices and non -testing supplies (for testing supplies, please see "Prescription 20% 40%
Drug Coverage")
• Self -management training and education $20/visit 40%
Hearing aid services
• Audiological evaluations
Hearing aid instrument and ancillary equipment
(up to two hearing aids)
$20/visit* 40%*
20% 40%
($1,000 maximum ($1,000 maximum
every 24 months) every 24 months)
Optional Benefits Optional dental, vision, inpatient substance abuse treatment, or infertility benefits are available.
If your employer purchased any of these benefits, a description of the benefit is provided separately.
Footnotes
Benefits are not subject to the calendar -year medical deductible.
# Copayments and charges for services not included in the calculation of the member's calendar -year copayment maximum continue to be the member's responsibility after
the calendar -year copayment maximum is reached. Deductible does not apply toward the calendar -year maximum. Please refer to the Evidence of Coverage, the
Disclosure Form and the Group Health Service Contract for exact terms and conditions of coverage.
1 Member is responsible for copayment in addition to any charges above allowable amounts. The copayment percentage indicated is a percentage of allowable amounts.
Preferred providers accept Blue Shield's allowable amount as full payment for covered services. Non -preferred providers can charge more than these amounts. When
members use non -preferred providers, they must pay the applicable copayment plus any amount that exceeds Blue Shield's allowable amount. Charges above the
allowable amount do not count toward the calendar -year deductible or copayment maximum.
2 The maximum allowed charges for non -emergency hospital services received from a non -preferred hospital is $600 per day. Members are responsible for 40% of this $600
per day, plus all charges in excess of $600.
3 Services may require prior authorization by Blue Shield. When these services are prior authorized, members pay the preferred or participating provider amount.
4 Mental health and chemical dependency services, other than medical acute detoxification, are accessed through the mental health services administrator (MHSA) - US
Behavioral Health Plan, California (USBHPC) - using MHSA participating and non -participating providers. Services for medical acute detoxification are accessed through
Blue Shield using Blue Shield's preferred providers or non -preferred providers. For a listing of severe mental illnesses, including serious emotional disturbances of a child,
and other benefit details, please refer to the Evidence of Coverage or plan contract.
5 All outpatient non -severe mental health, outpatient substance abuse, acupuncture and chiropractic visits accrue to the calendar -year visit maximum regardless of whether
the plan deductible has been met.
Benefits are subject to modification for subsequently enacted state or federal legislation.
PPO CP Low (8/03)
Blue Shield of California
An Independent Member of the Blue Shield Association
THIS -.,UG SUMMARY IS INTENDED TO BE
USED WITH THE SHIELD SPECTRUM PPO OR
PPO PLUS PLANS UNIFORM HEALTH PLAN
BENEFITS AND COVERAGE MATRIX.
THE EVIDENCE OF COVERAGE, DISCLOSURE
FORM AND PLAN CONTRACT SHOULD BE
CONSULTED FOR A DETAILED DESCRIPTION
OF COVERAGE BENEFITS AND LIMITATIONS.
Highlight: 3-Tier/Incentive Formulary
No Calendar -Year Brand -Name Drug Deductible
$5 Generic/$15 Formulary Brand-Name/$30 Non -Formulary Brand -Name Drugs — Retail Pharmacy
$10 Generic/$25 Formulary Brand-Name/$45 Non -Formulary Brand -Name Drugs — Mail Service
DEDUCTIBLES (Prescription drug coverage benefits are not subject to the medical plan deductible.)
Calendar -year brand -name drug deductible
PRESCRIPTION DRUG COVERAGE**
(Including oral contraceptives, diaphragms, and covered diabetic drugs and testing supplies).
— Retail prescriptions (For up to a 30-day supply)
— Mail service prescriptions (For up to a 90-day supply)
— Home self-administered injectable drugs
(May require preauthorization from Blue Shield Pharmacy Services)
None
Participating
Non -Participating
Pharmacy
Pharmacy
Member pays 25% of allowable
amount plus a copayment of;
$5 Generic
$5 Generic
$15 Formulary Brand
$15 Formulary Brand
$30 Non -Formulary
$30 Non -Formulary
Brand
Brand
$10 Generic
Not covered
$25 Formulary Brand
$45 Non -Formulary
Brand
30%
Not Covered
If the physician or member requests a brand -name drug and a generic drug equivalent is available, the member is responsible for paying the
difference between the cost to Blue Shield of California of the brand -name drug and its generic drug equivalent, as well as the applicable formulary
generic drug copayment.
# Copayments and charges for services not included in the calculation of the member's calendar -year copayment maximum continue to be the
member's responsibility after the calendar -year copayment maximum is reached. Please refer to the Evidence of Coverage, the Disclosure Form and
the Group Health Service Contract for exact terms and conditions of coverage.
Stretch Your Prkescdption Drug DOII'ar Even, Further
This benefit chart is just the beginning to making the most of your coverage. To help you get your money's worth, we have
created many opportunities for you to save on costs wherever possible. Read on and learn about the unique resources we
have to support you.
Choose generic instead of brand name drugs
,. . .ft
We're driving the use of generics to help you get safe, affordable drugs at a time when prescription costs continue to grow. Increasing
drug costs is one of the main reasons that overall healthcare coverage has become more expensive. But the use of generics can have
a direct and indirect impact on keeping rates down.
By choosing a proven generic over a brand -name drug, you can quickly lower your costs. Generics cost less than brand -name drugs so
we can pass the savings on to you through affordable generic drug coverage. When you ask for a drug that is available as a generic
you have a copayment that is significantly less than the copayment for the brand, and no deductible.
You can trust generics to be equivalent to their brand -name counterpart. They must contain the same active ingredientand have
approval from the U.S. Food and Drug Administration for meeting the same safety standards.
About half the drugs onthe market today are available in generic form. Your doctor can help you decide if a specific drug is right for
you. Atyour next visit, let your doctor know you prefer generics and remember to bring a copy of your formulary. For a printed copy, call
the customer service number on your Blue Shield I D card or download one from the "pharmacy" section of www.mylifepath.com.
We created the ^phannacy" section of our Web site togive you access toresources tohelp you beinformed and make cost -saving
= aakthephmmnaoist—|fyouhavedinica|qunaUonoabnu prescription orover-tho-counbrdrugs, you can use this feature Voconnect
with the drug information pharmacists at the University of California, San Francisco. Simply submit your question using easy
electronic forms. Within one to two business days, a clinical pharmacist will reply by e-mail with a link to a confidential response
posted on the mylifepath site. Then, you have the option of saving the answer to a personal archive for later reference.
" drug database & formulary — Use this feature to get information on our most current formulary list, generic alternatives thathelp
you lower out-of-pocko costs and details about specific coverage restrictions. You can search by drug name, try browsing by first
letter, or searching by medical condition or drug class. Plus, watch for the most recent changes to our formulary highlighted in our
"Announcements" box.
portiopatingpbannaciee—Usingthis feature, you can locate participating pharmacies for maximum coverage. Justentoradp
code or city and our new tool aggregates a list, across retail chains and independents, and serves it up on our site.
Pow
If you take a particular drug for a chronic condition such as diabetes or high blood pressure on an ongoing basis, going to
the "pharmacy" at www.mylifepath.com can save you a trip - or several trips - to your local network pharmacy, Our plans offer
coverage of a mail service benefit, available through Express Scripts. Members who take stabilized doses of long-term
maintenance medications can order a mail service refill of up to a 90-day supply.
After sending your initial maintenance drug prescription to Express Scripts, you can order refills via the °phmrmacy"section
ofwvvw.myifepeth.com. If you prefer to renew your prescription by phone, you can call Express Scripts at (800) 544-6962, or
TTY(8OV)9724348ifyou are hearing impaired. Allow upto14days for delivery, hnm1hedayyoumai|yourinitia|
prescription order urorder arefill.
Ifyou don't have Internet access, call Customer Service atthe number onyour Blue Shield |D card bofind out more about
your drug benefits and get a mail service order form.
Please note that injectable drugs other than insulin and drugs used for short-term conditions, such as migraine medications
and antibiotics, are not covered bythis mail service benefit.
�n� m[
o*n(1m4 ���� ^~�~~�=,�^".~^�^�omu�au
Access+HM0 CP1:0
January 1, 2004 '
Question?.Call1=86 2426521
Highlights:
DEDUCTIBLES
THIS MATRIX IS INTENDED TO BE USED
TO HELP YOU COMPARE COVERAGE
BENEFITS AND IS A SUMMARY ONLY.
THE EVIDENCE OF COVERAGE AND PLAN
CONTRACT SHOULD BE CONSULTED FOR
A DETAILED DESCRIPTION OF COVERAGE
BENEFITS AND LIMITATIONS.
Calendar -year medical deductible None
Calendar -year copayment maximum* (for many covered services) $1,000*per Individual
$2,000* per Family
LIFETIME MAXIMUMS
PROFESSIONAL SERVICES
Physician services — outpatient
• Personal Physician office visits and consultations
• Specialist visits and consultations (with an authorized referral)
• Obstetrical/Gynecological (OB/GYN) physician services
(A woman may self -refer to an OB/GYN or family practice physician in her
Personal Physician's medical group or IPA for OB/GYN services.)
• Allergy testing or treatment'
• Injectable medications administered during office visit (other than in
None
$10/visit
$10/visit
$10/visit
$10/visit
for allergy) No charge
Access+ Specialistom (self -referred office visits or consultations only)Z $30/visit
Laboratory, X-ray and diagnostic tests No charge
Preventive care
Scheduled routine physical exams $10/visit
— Well -baby, child and adult exams according to age schedule
— Annual gynecological exams (A woman may self -refer to an OB/GYN or
family practice physician in her Personal Physician's medical group or IPA.)
Immunizations $10/visit
Vision eye refraction and hearing screenings up to age 18 $10/visit
OUTPATIENT SERVICES
Non -emergency
• Outpatient surgery No charge
• Outpatient treatment, renal dialysis and necessary supplies No charge
HOSPITALIZATION SERVICES
• Inpatient physician visits and consultations No charge
• Surgeons and assistants, anesthesiologists, pathologists, radiologists No charge
• Semi -private room and board, medically necessary services No charge
and supplies, including subacute care
EMERGENCY HEALTH COVERAGE (waived if admitted directly to the hospital as an inpatient) $25/visit
AMBULANCE SERVICES No charge
PRESCRIPTION DRUG COVERAGE
A description of your outpatient prescription drug coverage is provided separately. If you do not have the separate drug sheet that
goes with this matrix, please contact your benefits administrator.
DURABLE MEDICAL EQUIPMENT
• Home medical equipment
oxygen, colostomy/ostom,.
prosthetics/o rthotics,
supplies
MENTAL HEALTH SERVICES (PSYCHIATRI
Inpatient physician services
Outpatient visits for severe mental health conditions
Outpatient visits for non -severe mental health conditions
(up to 30 visits per calendar year combined with outpatient chemical dependency visits)
No charge
No charge
$10/visit
$10/visit
(SUBSTANCE ABUSE)3
visits)
HOME HEALTH SERVICES
• Agency visits (up to 100 visits per calendar year) No charge
• Medical supplies/IV solutions/home self-injectables from home infusion agency? No charge
• Home self-injectables obtained from Blue Shield of California participating pharmacy' $30 per prescription,
up to a 30-day supply
• Routine home care and inpatient respite care No charge
• 24 hour continuous home care and general inpatient care
No charge
OTHER
Pregnancy and maternity care
• Prenatal and postnatal physician office visits
No charge
• All necessary inpatient hospital services
No charge
Family planning and infertility services
• Family planning counseling
$10/visit
• Diagnosis and treatment of causes of infertility4
50% of allowed charges
• Tubal ligation 5, s and elective abortions
$100
• Vasectomy6
$75
• Contraceptive devices and fitting
$10/visit
Rehabilitative therapy services —
physical, speech, occupational and respiratory therapy
• Outpatient visits
$10/visit
• In rehab unit of hospital
No charge
• In skilled nursing facility (SNF) rehab units
No charge
Skilled nursing facility (SNF) services (up to 100 days per calendar year
No charge
Urgent care outside service area (BlueCard Program)
$50/visit
Diabetes care
• Equipment, devices and non -testing supplies 50% of allowed charges
(For testing supplies, please see "Outpatient Prescription Drug Coverage.")
• Self -management training and education $10/visit
Hearing Aid Services
• Audiological evaluations No charge
• Hearing aid instrument and ancillary equipment $1,000 maximum every 36 months
(up to two hearing aids)
Optional benefits Optional dental, vision, chiropractic, chiropractic and acupuncture, inpatient substance abuse treatment or
infertility benefits are available. If your employer purchased any of these benefits, a description of the benefit is
provided separately.
# Copayments and charges for services not included in the calculation of the member's calendar -year copayment maximum continue to be the member's responsibility after
the calendar -year copayment maximum is reached.
Copayments for many covered services accrue to the calendar -year copayment maximum.
1 Serum administered during the office visit is included. For serum purchased separately from the office visit, the member copayment is 50 percent of allowed charges.
2 To use this option, members must select a Personal Physician who is affiliated with a medical group or IPA that is an Access+ provider group, which offers the Access+
Specialist feature. Members should then select a specialist within that medical group or IPA. Access+ Specialist visits for mental health or substance abuse services must
be provided by a mental health services administrator's (MHSA) network participating provider. Access+ Specialist visits for mental health services for non -severe mental
illness, or non -serious emotional disturbances of a child, or substance abuse will accrue toward the 20-visit per calendar -year maximum. In addition, all Access+ Specialist
visits require a $30,00 member copayment per visit.
3 Mental health and chemical dependency services, other than medical acute detoxification, are accessed through the MHSA using MHSA participating providers. Services
for medical acute detoxification are accessed through Blue Shield using Blue Shield HMO providers. For a listing of severe mental illnesses, including serious emotional
disturbances of a child, and other benefit details, please refer to the Evidence of Coverage or plan contract.
4 /n vitro fertilization, injectables for infertility, artificial insemination and GIFT are excluded.
5 Copayment does not apply when performed in conjunction with delivery or abdominal surgery.
6 Physician services copayment in the office or outpatient hospital facility only. If procedure is performed in an inpatient hospital facility setting, additional hospital services
copayment will apply.
7 Home self -injectable medications may require preauthorization by Blue Shield and must be obtained from home infusion agencies or Blue Shield participating pharmacies.
8 Covered hospice services received from any hospice agency must be pre -authorized by Blue Shield. If Blue Shield preauthorizes hospice services from a non -participating
hospice agency, those hospice services will be reimbursed at participating hospice agency level.
9 Skilled nursing services are limited to 100 days during any calendar -year except when received through a hospice program provided by a participating hospice agency.
This 100-day maximum on skilled nursing services is a combined maximum between hospital and skilled nursing facilities.
Benefits are subject to modification for subsequently enacted state or federal legislation.
Access+HMO CP10 (8/03)
Blue S eld af:Cahforn a
A `-Indepen,en
`i'Memb6r,of the Blue Sh ld Assocvat on
�a
.b W _ ..
Access+ HMOsM
Outpatient Prescription Drug Coverage
(For groups of 51 and above)
Highlight: 3-Tier/Incentive Formulary
THIS —.BUG SUMMARY IS INTENDED TO BE
USED WITH THE ACCESS+ HMO OR ADDED
ADVANTAGE POS PLANS UNIFORM HEALTH
PLAN BENEFITS AND COVERAGE MATRIX.
THE EVIDENCE OF COVERAGE, DISCLOSURE
FORM AND PLAN CONTRACT SHOULD BE
CONSULTED FOR A DETAILED DESCRIPTION
OF COVERAGE BENEFITS AND LIMITATIONS.
No Calendar -Year Brand -Name Drug Deductible
$5 Generic/$15 Formulary Brand-Name/$30 Non -Formulary Brand -Name Drugs — Retail Pharmacy
$10 Generic/$25 Formulary Brand-Name/$45 Non -Formulary Brand -Name Drugs — Mail Service
Covered Services Member Copayment
DEDUCTIBLES (Prescription drug coverage benefits are not subject to the medical plan deductible.)
Calendar -year brand -name drug deductible None
PRESCRIPTION DRUG COVERAGE*
Participating
Mail Service
(Includes oral contraceptives, diaphragms, and covered diabetic drugs and testing supplies)
Pharmacy
Prescriptions
(For up to a 30-day supply)°
(For up to a 90-day supplyf
— Generic drugs
$5/prescription
$10/prescription
— Formulary brand -name drugs
$15/prescription
$25/prescription
— Non -formulary brand -name drugs
$30/prescription
$45/prescription
— Home self-administered injectable drugs (may require prior authorization from Blue shield
20%
Not covered
Pharmacy Services)
(Up to $100 copayment maximum
per prescription)
* If the physician or member requests a brand -name drug and a generic drug equivalent is available, the member is responsible for paying the difference between the cost to
Blue Shield of California of the brand -name drug and its generic drug equivalent, as well as the applicable formulary generic drug copayment. Drugs from non -participating
pharmacies are not covered except in emergency and urgent situations.
# Copayments and charges for services not included in the calculation of the member's calendar -year copayment maximum continue to be the member's responsibility after
the calendar -year copayment maximum is reached. Please refer to the Evidence of Coverage, the Disclosure Form and the Group Health Service Contract for exact terms
and conditions of coverage.
Stretch Your Prescription; Drug Dollar Even Further,
This benefit chart is just the beginning to making the most of your coverage. To help you get your money's worth, we have
created many opportunities for you to save on costs wherever possible. Read on and learn about the unique resources we
have to support you.
G . ,.. .:
Choose, eneric instead of�brand name d ugs x:
.. 9 , fir
We're driving the use of generics to help you get safe, affordable drugs at a time when prescription costs continue to grow. Increasing
drug costs is one of the main reasons that overall healthcare coverage has become more expensive. But the use of generics can have
a direct and indirect impact on keeping rates down.
By choosing a proven generic over a brand -name drug, you can quickly lower your costs. Generics cost less than brand -name drugs so
we can pass the savings on to you through affordable generic drug coverage. When you ask for a drug that is available as a generic
you have a copayment that is significantly less than the copayment for the brand, and no deductible.
You can trust generics to provide a therapeutic equivalent to their brand -name counterpart. They must contain the same active
ingredient and have approval from the U.S. Food and Drug Administration for meeting the same safety standards.
About half the drugs on the market today are available in generic form. Your doctor can help you decide if a specific drug is right for
you. At your next visit, let your doctor know you prefer generics and remember to bring a copy of your formulary. For a printed copy, call
the customer service number on your Blue Shield ID card or download one from the "pharmacy" section of www.mylifepath.com.
Use-onlinepharmacy foo s at Mybfepath +join: '�
We created the "pharmacy" section of our Web site to give you access to resources to help you be informed and make cost -saving
decisions.
• ask the pharmacist — If you have clinical questions about prescription or over-the-counter drugs, you can use this feature to
connect with the drug information pharmacists at the University of California, San Francisco. Simply submit your question using
easy electronic forms. Within one to two business days, a clinical pharmacist will reply by e-mail with a link to a confidential
response posted on the mylifepath site. Then, you have the option of saving the answer to a personal archive for later reference.
• drug database & formulary — Use this feature to get information on our most current formulary list, generic alternatives that help
you lower out-of-pocket costs and details about specific coverage restrictions. You can search by drug name, try browsing by first
letter, or searching by medical condition or drug class. Plus, watch for the most recent changes to our formulary highlighted in our
"Announcements" box.
participating pharmacies — Using this feature, you can locate participating pharmacies for maximum coverage. Just enter a zip
code or city and our new tool aggregates a list, across retail chains and independents, and serves it up on our site.
y tg i up�for',our prescription; mail' ervtce
If you take a particular drug for a chronic condition such as diabetes or high blood pressure on an ongoing basis, going to the
"pharmacy" at www.mylifepath.com can save you a trip - or several trips - to your local network pharmacy. Our plans offer coverage of a
mail service benefit, available through Express Scripts. Members who take stabilized doses of long-term maintenance medications can
order a mail service refill of up to a 90-day supply.
After sending your initial maintenance drug prescription to Express Scripts, you can order refills via the "pharmacy" section of
www.mylifepath.com. If you prefer to renew your prescription by phone, you can call Express Scripts at (800) 544-6962, or TTY (800)
972-4348 if you are hearing impaired. Allow up to 14 days for delivery, from the day you mail your initial prescription order or order a
refill.
If you don't have Internet access, call Member Service at the number on your Blue Shield ID card to find out more about your drug
benefits and get a mail service order form.
Please note that injectable drugs other than insulin and drugs used for short-term conditions, such as migraine medications and
antibiotics, are not covered by this mail service benefit.
«A» (1/04) Blue Shield of California
An Independent Memberof tt,e Blue Weld Assgs tion
3
CITY OF HUNTINGTON BEACH
Effective Date: 1/0112004-1213112004
Kaiser Permanente Southern California
MEMBER SERVICES TELEPHONE
1-800-464-4000
WEB SITE
www.kaiserpermanente.or
ANNUAL DEDUCTIBLE
None
MAXIMUM OUT-OF-POCKET
$1,500 per member
$3,000 per family unit (two or more people)
MAXIMUM LIFETIME BENEFIT
None
HOSPITAL CARE
Room and Board, Surgeon, Physician visit
$0 Copay per admission
and Anesthesiologist
All Inpatient services are included in 100 % Copay when authorized by a Plan physician
OFFICE CARE
Physician Visit, Routine Physical
$10 Copay per visit
Specialist Care
$10 Copay per visit
Outpatient Surgery
$10 Copay per procedure
Allergy Tests and Injections
No charge
Immunizations, Lab and X-ray
100 % Covered
Mammography
100 % Covered
Vision Exams/Hearing Exams
$10 Copay per exam, as needed -
Physical, Speech & Occupational Therapy Visit
$10 Copay per visit. Benefits are limited to short-term therapy that can be expected to result in significant
improvement of a member's condition within a period of two months from the first date of treatment.
EMERGENCYCARE
In Area
$50 Copay (waived if admitted)
Out -of -Area
$50 Copay (waived if admitted). Worldwide coverage for emergency services due to unforeseen illness. Limited to
emergency services required before the member's condition permits transfer of travel to the nearest Kaiser facility.
Non -participating facility must notify health plan within 24 hours of hospitalization or as soon as reasonably
possible. Follow-up care is not covered.
Ambulance Service
No charge per trip, when determined to meet the criteria that define an emergency
MATERNITY
Delivery/Nursery Care for Newborns
$0 Copay per admission
Pre -natal and Post -natal Visits
No charge after confirmation of pregnancy and initial post-partum visit
Well -Baby Care
No charge (23 months oryounger)
PRESCRIPTION DRUGS
Generic/Brand
$5 copay for generic/$15 copay for brand per prescription for up to a 100-day supply in accordance with Health Plan formulary
guidelines and when obtained at Plan pharmacies. Drugs for the treatment of sexual dysfunction are covered at 50
of charges with a maximum dosage limit of 27 doses for 100-day supply.
Drugs for the treatment of Infertility are covered at 50 % of charges as part of an approved treatment.
MENTAL HEALTH
Inpatient
$0 Copay; Up to 30 days per calendar year. No days limit - AB88 Diagnosis`
Outpatient
$10 Copay per visit; Up to 20 visits per calendar year. No visit limit - AB88 Diagnosis*
SUBSTANCE ABUSE
Inpatient
Detox: $0 Copay per admission
Transitional Residential Recovery Service (TRRS) in a non -medical setting:$100 Copay per admission, up to 60 days
per calendar year, but no more than 120 days in any 5 consecutive calendar year period.
Outpatient
Individual: $10 Copay per visit, Group: $5 Copay per visit, No outpatient visit limit.
INFERTILITY SERVICES —
Inpatient
50 % of member rate per admission for approved treatment
Outpatient
50 % of member rate per visit for approved treatment
DURABLE MEDICAL EQUIPMENT
No charge
PROSTHETICS & ORTHOTICS
DIABETIC BENEFITS
Insulin: $5 Copay for up to 100-daysupply; Testing Supplies: 80 % Covered up to 100-day supply.
HOME HEALTH
100 % Covered when prescribed by a plan physician (within Service Area)
SKILLED NURSING FACILITY (SNF)
No Copay for up to 100 days per benefit period
HOSPICE CARE
100 % Covered when selected as an alternative to traditional services and authorized by a Plan physician (within
Service Area) for Traditional Plan member who are diagnosed with a terminal illness and who have a life expectancy
of twelve months or less.
OPTICAL
Not Covered
CHIROPRACTIC
$10/visit; Up to 20 visits per calendar year
HEARING AIDS
$1000 Allowance; 1 device/ear; 2 device(s)/36 months
Students to age 25
Covered
Services and supplies described above are covered only if prescribed and authorized by a plan physician and received at a Plan facility inside the service area.
'AB88 (Mental Health Parity) Diagnosis: Schizophrenia, Schizoaffective disorder, Bipolar disorder (manic-depressive illness), Major depressive disorders, Panic
disorder, Obsessive -compulsive disorder, Pervasive developmental disorder or autism, Anorexia nervosa, Bulimia nervosa, and Serious Emotional Disturbances
(SED) when specific criteria are met.
"Services covered are medically necessary diagnostic planning sevices for infertily problems - Provider visit, diagnosis, and treatment (Inpatient and Outpatient
fertility procedures, Infertility Treatment). Artificial insemination is covered except for donor semen and donor eggs and services related to their procurement and
storage. All other services related to conception by artificial means are not covered. Such non -covered services Include but are not limited to In Vitro Fertilization
Ovum Transplants, Gamete Intrafalopian Transfer (GIFT) and Zygote Intrafallopian Transfer (ZIFT).
CONFIDENTIAL COMMUNICATION
This transmission may contain confidential information which is legally privileged or otherwide protected. This Information is Intended only for the use of the
Individual or entity named above. If you are not the intended recipient, or the person responsible for receiving and/or delivering it to the Intended recipient, you
are hereby notified that any disclosure, copying, distribution or use of any Information contained in this transmittal is strictly prohibited. If you have received this
transmission in error, please immediately notify the sender by telephone and return the original transmission to the sender. Thank you.
Grace Hong, Senior Sales Executive, license #-0007504 ' Marlene Pocinich, Sales Associate, license #OB74585
City of Huntington Beach
i
ATTACHMENT
NON-ASSuCIATED EMPLOYEE BENEFITS RhSOLUTION
TABLE OF CONTENTS
EXHIBIT A - NON -ASSOCIATED EMPLOYEES BENEFIT PROVISIONS 3
SECTION I — SPECIAL PA Y
A. Education Reimbursement
B. Shorthand Skill Pav
3
3
3
C. Assigned Vehicle/Auto Allowance 3
1. Department Heads 3
2. Designated Division Heads 3
3. Others 3
D. City Paid Physical Examinations
4
E. Bilingual Skill 4
F. Process Owner Assignment Pa v 4
SECTION H — HO URS OF WORKIO VERTIME/TIME OFF
A. Compensatory Time/Administrative Leave/Executive Leave
B. Direct Deposit
C. Flexible and Alternative Work Schedules
S
5
5
5
SECTION III — HEALTH AND OTHER INSURANCE BENEFITS 6
A. Medical, Dental and Vision Insurance
B. Life and Accidental Death and Dismemberment Insurance
6
11
C. Long Term Disability Insurance 11
D. Miscellaneous 11
R: Employee C 12
F-. joint Cafeter-ion Plan Study 12
E. Retiree Medical Coverage for Retirees Not Eligible for the City Medical Retiree Subsidy 12
F. Post-65 Supplemental Medicare Coverage 13
SECTION IV— RETIREMENT 13
A. Benefits 13
1. Public Employees' Retirement S, stem 13
2. Self -Funded Supplemental Retirement Benefit 13
3. Medical Insurance for Retirees 13
4. Two Percent (2%) at Age 55 Formula 14
5. Pre -Retirement Optional Settlement 2 Death Benefit 14
6, Fourth Level of 1959 Survivor Benefits 14
LD
Public Employees' Retirement System Reimbursement and Reporting
1. Employees' Contribution
SECTION V — LEA VE BENEFITS
14
14
15
A. General Leave 15
1. Accrual 15
2. Eligibility and Approval 15
2004 NA Resolution Draft.doc i 1/28/2004 10:50 AM
3. Family Sick Leave 15
4. Conversion to Cash 15
B. Holidays 16
C. Sick Leave 16
D. Bereavement Leave
18
SECTION VI — RETIREE SUBSIDY MEDICAL PLAN 18
1. Minimum Eligibility for Benefits 19
2. Disability Retirees 19
3. Maximum Monthly Subsidy Payments vents 20
SECTION VII — RULES GOVERNING LAYOFF, RED UCTION IN LIEU OF LAYOFF
AND RE-EMPLOYMENT 21
A.
]Part 1- Layoff Procedures
21
1.
General Provisions:
21
2.
Service Credit:
21
3.
Transfer or Reduction to Vacancies in Lieu of Layoff:
22
4.
Order of Layoff.
22
5.
Notification of Employs:
23
1.
2.
3.
4.
Part 2 - Bumping Rights
Voluntary Reduction or Bumuinc in Lieu of Lavoff:
Reinstatement/Reemployment Lists
Oualifications Anneal
ualifications Appeal Hearing:
24
24
24
24
25
C. Part 3 - Reemployment 25
1. Reemployment: 25
2. Status on Reemployment: 26
EXHIBIT B - NON -ASSOCIATED SALAR Y SCHEDULE 27
EXHIBIT C - RETIREE MEDICAL PLAN 28
EXHIBIT D - 9180 WORK SCHED ULE 33
2004 NA Resolution Draft.doc ii 1/28/2004 10:50 AM
EXHIBIT A - NON -ASSOCIATED EMPLOYEES BENEFIT PROVISIONS
SECTION I — SPECIAL PAY
A. Education Reimbursement
Upon approval of the Department Head and the Human Resources Manager,
permanent employees may be compensated for courses from accredited educational
institutions. Tuition reimbursement shall be limited to job related courses or job related
educational degree objectives and requires prior approval by the Department Head and
Human Resources Manager.
Education costs shall be reimbursed to permanent employees on 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.
Reimbursements shall be made when the employee presents proof to the Human
Resources Manager that he/she has successfully completed the course with a grade of
"C" or better; or a "Pass" if taken for credit.
B. Shorthand Skill Pay
Effective December 21, 2002 the city shall end shorthand skill pay. All employees
receiving shorthand skill pay prior to December 21, 2002 shall continue to receive
shorthand skill pay. Those employees receiving shorthand skill pay have successfully
passed a shorthand skills test and receive additional compensation in the amount of
forty-six dollars and fifteen cents ($46.15) per bi-weekly pay period. Shorthand skills
will not be required for positions classified as Executive Assistant, Administrative
Assistant, and Administrative Secretary (Confidential).
C. Assigned Vehicle/Auto Allowance
1. Department Heads
Appointed Department Heads and the City Clerk, City Treasurer and City
Attorney shall have the option of an assigned city vehicle or an auto allowance of
two hundred thirty dollars and seventy-seven cents ($230.77) per bi-weekly pay
period plus reimbursement of out-of-town travel at the approved mileage rate.
2. Designated Division Heads
Non -Associated employees who were Division Heads assigned a city vehicle as
of July 2, 1983 shall have the option of an assigned city vehicle or an automobile
allowance one hundred sixty one dollars and fifty-four cents ($161.54) per bi-
weekly pay period plus reimbursement for out-of-town travel at the approved
mileage rate.
3. Others
Non -Associated employees who are regularly required to travel to perform
official city business but do not have an assigned vehicle or automobile
allowance shall be provided with a vehicle for such business.
2004 NA Resolution Draft.doc 3 1/28/2004 10:50 AM
D. City Paid Physical Examinations
Non -Associated employees shall be provided, once every two years, with a city paid
physical examination comparable to the current class physical examination or
reimbursed the amount authorized for said physical examination. No more than one-
half of the eligible employees shall receive examinations in any one fiscal year.
Department Heads shall be required to take the scheduled physical examination. Said
exam shall be comprehensive in nature and shall include:
1. A complete medical history, physical exam and review of results by physician.
2. Health testing including vision, hearing, breathing, chest x-ray and stress EKG.
3. Laboratory test including standard chemical test, blood count, HDL, urinalysis
and stool test for blood.
E. Bilingual Skill
Permanent employees who are required by their Department Head -to use Spanish,
Vietnamese, or Sign Language skills as part of their job assignment, shall be paid an
additional five -percent (5%) of their 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,
employee's language proficiency will be tested and certified by the Human Resources
Manager or designee.
F. Process Owner Assignment Pay
Those employees performing assignments designated by the city as "process owner,
assignments shall receive premium pay equal to ten percent (10%) of the employee's
base hourly rate.
Process owner assignments are designated by the employee's department head and
approved by the City Administrator or his designee. Designated employees are
responsible for JDEdwards applications setup, design, troubleshooting and training.
Process owners have system coordination responsibilities as distinguished from users
of the system.
2004 NA Resolution Draft.doc 4 1/28/2004 10:50 AM
SECTION 11— HOURS OF WORK/OVERTIME/TIME OFF
A. Compensatory Time/Administrative Leave/Executive Leave
Non -Associated "non-exempt" employees shall receive overtime pay or compensatory
time for hours worked over forty (40) hours in a work week at time and one half of the
employee's Fair Labor Standards Act (FLSA) regular rate of pay. The employee's
supervisor shall determine if employee receives overtime pay or compensatory time.
The employee's supervisor shall approve the scheduling of compensatory time used.
Once per fiscal year an employee may cash out up to sixty (60) hours of compensatory
time. The employee shall give payroll two (2) weeks advance notice of their decision to
exercise such option.
Non -Associated "Exempt" employees shall not be eligible for overtime compensation.
"Exempt" Non -Associated employees, other than department heads, shall be credited
with (40) hours of administrative leave upon working 40 hours beyond their normal work
schedule in each calendar year. Department heads may grant additional administrative
leave to "Exempt" Non -Associated employees who work more than 75 hours of
overtime per year. "Exempt" department heads shall be credited with 80 hours of
administrative leave per year.
S. Direct Deposit
All Non -Associated employees are required to utilize direct deposit of payroll checks.
C. Flexible and Alternative Work Schedules
Effective February 1, 2003, with supervisor and Department Head approval, Non -
Associated civic center (city hall and police department) employees may flex regular
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.
Effective February 1, 2003 all employees will be required to take a one -hour lunch
break each work shift regardless of work schedule.
Effective February 1, 2003, Non -Associated civic center (city hall and police
department) employees will have the option of working a 5/40 or 9/80 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.
5/40 Work Schedule
The 5/40 work schedule shall be defined as working five (5) eight (8) hour days
Monday through Friday each week with a one -hour lunch during each work shift,
totaling a forty (40) hours work week.
2. 9/80 Work Schedule
The 9/80 work schedule, as outlined in Exhibit D, 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
2004 NA Resolution Draft.doc 5 1/28/2004 10:50 AM
(Friday), with a one -hour lunch during each work shift, totaling forty (40) hours in
each FLSA work week. The 9/80 work schedule shall not reduce service to the
public, departmental effectiveness, productivity and/or efficiency as determined
by the City Administrator or designee.
SECTION III — HEALTH AND OTHER INSURANCE BENEFITS
A. Medical, Dental and Vision Insurance
1) Medical, Dental and Vision Insurance
The city shall continue to make available group medical, dental and vision
benefits to all Non -Associated employees. The
T, heGii Adminis+a,
authorized to m�fy the level c� ri but��ions (e. g. the "Gaps" d86GFi
bthe level of benefits no pay oUt of norket minri/or ether
seFnpeneRts-(the "benefits") of the nrn++n medical dental and e to
.Fef!eGtGhanges nenQess�` 9�ako the ben S GOMpr.rnhle to thin honofitc
� ry-` c�cr'r � ""... h' �Q'ra'vre- v-rrt��t>n cnr.
r>rqul led to represented emnleyee aGSeniatiens in the niter
r............. .v , vN. .... v..wv v� � iN,vyvv uvvvv+u uv, w �r��r-iv v�e�
2) City Paid Medical, Dental, and Vision Insurance — Employee and Dependents
The city will assume payment, subject to the limitations set forth in
Article III.A.3 2.a-b for employees and dependents medical, dental, and vision
insurance effective the first of the month following one complete calendar
month of employment.
2004 NA Resolution Draft.doc 6 1/28/2004 10:50 AM
3) Year 2004 Health and Other Insurance Benefit Premiums, Employer
Contribution, and Employee Contribution
a. Monthly Premiums
January 1, 2004 through March 31, 2004.
Monthl y
City
Health
Delta
Delta
VSP
Premium
Plan
Net
'
Dental
Dental
Vision
POS :
HMO
(PPO )
HMO
( )
EE
$481.40
$312.76
$51.18
$24.38
$18.07
EE + 1
951.96
685.31
97.86
41.46
18.07
EE + 2 or more
1,165.54
903.25
138.83
63.40
18.07
Effective April 1, 2004 the City Plan POS and Health Net HMO
will not be available to Non -Associated employees.
April 1, 2004 through December 31, 2004.
Blue Shield
Blue Shield
Kaiser
Monthly
Blue Shield
Premium
High Option
Low Option
HBO
Permanent
90/10 PPO
80/20 PPO
a HMO
EE
$366.21
$322.32
$253.46
$270.75
EE +;1
802.01
705.88
555.06
592.94
EE + 2 or more
1,047.37
921.84
724.87
779.76
Monthly
Delta
Delia
VSP
Premium
Dental
Dental
Vision
(HMO)
EE
$51.18
$24.38
$18.07
EE + 1
97.86
41.46
18.07
EE + 2 or more
138.83
63.40
18.07
2004 NA Resolution Draft.doc 7 1/28/2004 10:50 AM
b. Employer Contribution
The City's maximum monthly employer contribution for health
and other insurance premiums are set forth in the charts
below. The City Administrator is authorized to modify the
City's maximum monthly employer contribution (e.g. the
"employer contribution" described below in the chart for April
1, 2004 through December 31, 2004), to reflect changes
necessary to make the City's maximum monthly employer
contribution the same as the "employer contribution" or "cap"
provided to another represented employee association in the
City.
The change to the City's maximum monthly employer
contribution will become effective the beginning of the pay
period after the City Administrator changes the monthly
maximum monthly employer contribution. The City
Administrator's authorization to modify the City's maximum
monthly employer contribution shall expire at 12:00 p.m. on
Friday, July 2, 2004.
January 1, 2004 through March 31, 2004.
Monthly
City
Health
Delta:
Delta
VSP'
Employer
Plan
Net
Dental
Dental
Contribution
pOS
HMO
(PPO)
(HMO)
Vision
EE
$429.93
$330.19
$42.88
$23.00
$17.58
EE + 1
758.41
611.67
81.82
39.11
17.58
EE + 2 or more
907.50
776.34
116.36
59.81
17.58
April 1, 2004 through December 31, 2004.
Monthly,:
Blue Shield
Blue Shield
Employer
High Option
Low Option
Blue Shield...Kaiser
Permanent
Contribution
90/10 PPO
80/20 PPO
HMO
a HMO
EE
$373.77
$373.77
$274.03
$274.03
EE + 1
702.25
702.25
555.51
555.51
EE + 2 or more
851.34
851.34
720.18
720.18
2004 NA Resolution Draft.doc 8 1/28/2004 10:50 AM
Monthly
Delta
Delta:VSP
Employer
Dental
Dental
Contribution
(PPO)
(HMO),
Vision
EE
$42.88
$23.00
$17.58
EE _+ 1
81.82
39.11
17.58
iEE + 2`or more
116.36
59.81
17.58
In no event shall the employee be entitled to the difference
between the employer contribution and the premiums for
insurance plan(s) selected by the employee.
c. Employee Contributions
Employee contributions to health and other insurance plans
will be taken on a pre-tax basis. The employee paid
contributions translate to the following on a monthly basis:
January 1, 2004 through March 31, 2004:
Monthly.,City
Health
Delta
Delta
VSP
Employee
Plan
Net
Dental
Dental
Contribution
PO
HNiO
(PPO)
(HMO)
Vision
EE
$51.47
$0.00
$8.30
$1.38
$0.49
EE + 1
193.55
73.64
16.04
2.35
0.49
EE + 2 or more
258.04
126.91
22.47
3.59
0.49
April 1, 2004 through December 31, 2004:
Monthly
Blue Shield
Blue Shield
Kaiser
Employee
High Option
Low Option
Blue Shield
Permanent
Contribution =
90/10 PPO
80/20 PP0
HMO
a HMO
EE
$0.00
$0.00
$0.00
$0.00
EE + 1
99.76
3.63
0.00
37.43
EE + 2 or more
196.03
70.50
4.69
59.58
2004 NA Resolution Draft.doc 9 1128/2004 10:50 AM
Monthly
Delta J.Delta
VSP
Employee
Dental
Dental
Contribution
(PPO)
(HMO)
Vision
EE
$8.30
$1.38
$0.49
EE + 1
16.04
2.35
0.49
EE + 2 or more
22.47
3.59
0.49
The employee paid contributions translate to the following on
a bi-weekly (per paycheck) basis:
January 1, 2004 through March 31, 2004:
Bi :Weekly
City
Health
Delta
Delta
VSP
Employee
Plan
Net
Dental
Dental
Contribution
POS
HMO
(PPO)
..Vision
EE
$23.76
$0.00
$3.83
$0.64
$0.23
EE + 1
89.33
33.99
7.40
1.08
0.23
EE + 2 or more
119.10
58.57
10.37
1.66
0.23
April 1, 2004 through December 31, 2004:
B-Weekly
Blue Shield
Blue Shield
Blue Shield
Kaiser
Employee
High Option
Low Option
Contribution
90/10 PPO
80/20 PPO
HMOPermanent
a HMO'
EE
$0.00
$0.00
$0.00
$0.00
EE + 1
46.04
1.68
0.00
17.28
EE + 2-or more
90.48
32.54
2.16
27.50
Bi-Weekly
Delta
Delta
VSP
Employee
Dental
Dental
Contribution
(PPO)
(HMO)
Vision
EE
$3.83
$0.64
$0.23
EE + 1
7.40
1.08
0.23
EE +2 or moreq.
10.37
1.66
0.23
d. Future Premiums - The City "caps" its employer contributions toward
monthly group medical, dental and vision plan premiums, by category
(EE, EE + 1, and EE + 2 or more) and plan, at the rate in effect April
1, 2004 jaRuaFy 1, for the year ending December 31, 2004 2003.
2004 NA Resolution Draft.doc 10 1/28/2004 10:50 AM
4) Medical Cash Out —If an employee is covered by a medical program outside
of a city -provided program (evidence of which must be supplied to the
Administrative Services Department Employee Benefits), they may elect to
discontinue city medical coverage and receive ninety-two dollars and thirty-
one cents ($92.31) bi-weekly to deposit into their Deferred Compensation
account or any other pre-tax program offered by the city.
5) Section 125 Plan — This plan allows employees to use pre-tax salary to pay
for regular childcare, adult dependent care and/or medical expenses.
B. Life and Accidental Death and Dismemberment Insurance
Each Non -Associated employee shall be provided with $45,000 life insurance and
$45,000 accidental death and dismemberment insurance paid for by the city. Each
employee shall have the option, at his/her own expense, to purchase additional
amounts of life insurance and accidental death and dismemberment insurance to the
extent provided by the city's current providers. Evidence of insurability is contingent
upon total participation in additional amounts.
C. Lona Term Disability Insurance
This program provides for each incident of illness or injury, a waiting period of thirty (30)
calendar days during which the Non -Associated employee may use accumulated sick
leave, general leave, compensatory time off, administrative leave, executive leave pay.
Subsequent to the thirty (30) day waiting period, the employee will be covered by an
insurance plan paid for by the city providing sixty-six and two-thirds percent (66 2/3%)
of the first $12,500 of the employee's basic monthly earnings up to a maximum monthly
benefit of $8,332.50.
The maximum benefit period for disability due to injury or illness shall be to age sixty-
five (65).
Days and months refer to calendar days and months. Benefits under the plan are
integrated with sick leave, Worker's Compensation, Social Security and other non -
private program benefits to which the employee may be entitled. Disability is defined
as: "The inability to perform all of the duties of regular occupation during two years and
thereafter the inability to engage in any employment or occupation, for which he/she is
fitted by reason of education, training or experience." Rehabilitation benefits are
provided in the event the individual, due to disability, must engage in other occupation.
Survivor's benefits continue the plan payment for three (3) months beyond death. A
copy of the plan is on file in the Administrative Services Department.
D. Miscellaneous
When a Non -Associated employee is on a leave of absence without pay for reason of
medical disability, the city shall maintain the city paid insurance premiums during the
period the employee is in a non -pay status for the length of said leave, not to exceed
twenty-four (24) months.
2004 NA Resolution Draft.doc 11 1/28/2004 10:50 AM
r
� r
I -
E. Retiree Medical Coverage for Retirees Not Eligible for the City Medical Retiree
Subsidy Plan
Employees who retire from the City after January 'I, 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.
2004 NA Resolution Draft.doc 12 1/28/2004 10:50 AM
Eligibility for Retiree Medical Coverage terminates the first of the month in which
the retiree or qualified dependent turns age sixty-five (65).
F. Post-65 Supplemental Medicare Coverage
Retirees who are participating in the Retiree Subsidy Medical Plan as of January
1, 2004 and all future retirees who meet the criteria to participate in City
sponsored medical insurance, with or without the Retiree Medical Subsidy Plan,
may participate in City sponsored medical insurance plans that are supplemental
to Medicare, after a contract is in place between the City and a health insurance
provider.
A retiree or qualified dependent must choose to participate in City sponsored
medical insurance plans that are supplemental to Medicare beginning the first of
the month in which the retiree or qualified dependent turns age sixty-five (65).
The retiree shall pay the full premium to participate in City sponsored medical
insurance plans that are supplemental to Medicare for themselves or qualified
dependents without any City subsidy.
Retirees or qualified dependents, upon turning age 65, who choose not to
participate in City sponsored medical insurance plans that are supplemental to
Medicare permanently lose eligibility for this insurance.
SECTION IV — RETIREMENT
A. Benefits
Public Employees' Retirement System
Non -Associated employees shall be entitled to retirement benefits appropriate to
his/her class as defined in the contract between the Board of Administration,
Public Employees' Retirement System and the City Council of the City of
Huntington Beach.
2. Self -Funded Supplemental Retirement Benefit
In the event a Non -Associated employee member elects Option #2
(Section 21456) or Option #3 (Section 21457) of the Public Employees'
Retirement Law, the city shall pay the difference between such elected option
and the unmodified allowance which the member would have received for his or
her life alone. This payment shall be made only to the member (Non -Associated
employee), shall be payable by the city during the life of the member, and upon
that member's death, the city's obligation shall cease. Unless previously
excluded by employment or resolution, eligibility for this benefit is limited to
employees hired before December 27, 1997.
3. Medical Insurance for Retirees
a. Upon retirement, whether service or disability connected, each Non -
Associated employee shall be entitled to cause self, spouse and dependents
to participate fully in the city's group health insurance program at the
2004 NA Resolution Draft.doc 13 1/28/2004 10:50 AM
equivalent of the city's group premium rate in accordance with the provisions
specified by Consolidated Omnibus Budget Reconciliation Act of 1985
(COBRA). Such participation shall be at employee's expense and upon
terms, conditions and restrictions currently in effect.
b. As an alternative to the benefit described in paragraph IV.A.3.a above, the
city will provide a financial contribution towards the cost of retiree medical
premiums as described in Section VI.
4. Two Percent (2%) at Age 55 Formula
Non -Associated miscellaneous employees shall be covered by the two percent
at age 55 formula (2% @ 55) as identified in Section 21354.
5. Pre -Retirement Optional Settlement 2 Death Benefit
Non -Associated employees shall be covered by the Pre -Retirement Optional
Settlement 2 Death Benefit as identified in Section 21548 when approved by the
City Council.
6. Fourth Level of 1959 Survivor Benefits
Non -Associated employees shall be covered by the Fourth Level of the 1959
Survivor Benefit as identified in Section 21574 when approved by the City
Council.
B. Public Emplovees' Retirement System Reimbursement and Reporting
1. Employees' Contribution
Non -Associated employees shall be reimbursed bi-weekly in an amount equal to
7% of the employee's base salary (9% for safety employees) as a pickup of the
employee's contribution or portion of such contribution to the Public Employees'
Retirement System (PERS). The above PERS pickup is not base salary but is
done pursuant to Section 14(h)(2) of the Internal Revenue Code.
2004 NA Resolution Draft.doc 14 1/28/2004 10:50 AM
SECTION V — LEAVE BENEFITS
A. General Leave
1. Accrual
Employees will accrue General Leave at the accrual rates outlined below.
General leave may be used for any purpose, including vacation, sick leave, and
personal leave.
General leave for non -associated employees shall be accrued as follows:
Years of Service General Allowance
First throu h Fourth Year
176 hours
Fifth through Ninth Year
200 hours
Tenth through Fourteenth Year
224 hours
Fifteenth Year and Thereafter
256 hours
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. Accrued general leave
may not be taken prior to six (6) months' service except for illness, injury or
family sickness. General leave accrued time is to be computed from hiring date
anniversary. Members shall not be permitted to take general leave in excess of
actual time earned. Members shall not accrue general leave in excess of six
six hundred forty (640) hours. Employees may not use
their general leave to advance their separation date on retirement or other
separation from employment.
3. Family Sick Leave
As required by law, employees will be allowed to use up to one-half of their
annual General Leave accrual for family sick leave, pursuant to the provisions of
California Family Code Section 297, et. seq.
The city will provide family and medical care leave for eligible employees that
meet all requirements of State and Federal law. Rights and obligations are set
forth in the Department of Labor Regulations implementing the Family Medical
Leave Act (FMLA), and the regulations of the California Fair Employment and
Housing Commission implementing the California Family Rights Act (CFRA).
4. Conversion to Cash
a. Pay Off at Termination — An employee shall be paid for unused general leave
upon termination of employment at which time such terminating employee
shall receive compensation at their current salary rate for all unused, earned
general leave to which they are entitled up to and including the effective date
of their termination.
2004 NA Resolution Draft.doc 15 1/28/2004 10:50 AM
b. Conversion to Cash — OnGe Two times during each fiscal year, each
permanent employee shall have the option to convert into a cash payment or
deferred compensation up to a total of one hundred -twenty (120) of general
leave benefits. The employee shall give payroll two (2) weeks advance
notice of their decision to exercise such option.
c. One Week Minimum Vacation Requirement
The City Administrator may require certain positions which handle money or
transfer funds to take a minimum of one week, (i.e., five consecutive work
days) paid vacation each calendar year.
B. Holidays
The following are paid eight (8) hour holidays:
1. New Year's Day
2. Martin Luther King Day (third Monday in January)
3. Presidents Day (third Monday in February)
4. Memorial Day (last Monday in May)
5. Independence Day (July 4)
6. Labor Day (first Monday in September)
7. Veteran's Day (November 11)
8. Thanksgiving Day (fourth Thursday in November)
9. The Friday after Thanksgiving
10. Christmas Day (December 25)
Any day declared by the President of the United States to be a national holiday or by
the Governor of the State of California to be a state holiday and adopted as an
employee holiday by the City Council of the City of Huntington Beach.
For Civic Center holiday closure purposes, holidays which fall on Sunday shall be
observed the following Monday, and those falling on Saturday shall be observed the
preceding Friday.
C. Sick Leave
1. Accrual — No employee shall accrue sick leave.
2. Credit — Employees assigned to Non -Associated shall carry forward their sick
leave balance and shall no longer accrue sick leave credit.
3. Usage — Employees may use accrued sick leave for the same purposes for
which it was used prior to December 25, 1999. Sick leave shall not be used to
extend absences due to work related (industrial) injuries or illnesses, this
provision shall be added to Personnel Rule 18.10.
4. Family Sick Leave — The city will provide family and medical care leave for
eligible employees that meet all requirements of State and Federal law. Rights
and obligations are set forth in the Department of Labor Regulations
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implementing the Family,Medical Leave Act (FMLA), and the regulations of the
California Fair Employment and Housing Commission implementing the
California Family Rights Act (CFRA).
5. Pay Off at Termination
a. Non Associated employees with continuous service with the city since
November 20, 1978 shall be entitled to the following sick leave payoff plan:
At involuntary termination by reason of disability, or by death, or by
retirement, employees shall be compensated at their then current rate of pay
for seventy-five percent (75%) of all unused sick leave accumulated as of
July 1, 1972, plus fifty percent (50%) of unused sick leave accumulated
subsequent to July 1, 1972, up to a maximum of seven hundred and twenty
hours (720) of unused, accumulated sick leave, except as provided in
paragraph V.C.5.d below.
Upon termination for any other reason, employees shall be compensated at
their then current rate of pay for fifty percent (50%) of all unused accumulated
sick leave, up to a maximum of 720 hours of such accumulated sick leave.
b. Non -Associated employees hired after November 20, 1978 shall be entitled
to the following sick leave payoff plan:
Upon termination, all employees shall be paid, at their then current salary
rate, for twenty-five percent (25%) of unused, earned sick leave to 480 hours
accrued, and for thirty-five percent (35%) of all unused, earned sick leave in
excess of 480 hours, but not to exceed 720 hours, except as provided in
paragraph V.C.2.c below.
c. Except as provided in paragraph V.C.5.d below, no Non -Associated
employee shall be paid at termination for more than 720 hours of unused,
accumulated sick lave. However, employees may utilize accumulated sick
leave on the basis of "last in, first out," meaning that sick leave accumulated
in excess of the maximum for payoff may be utilized first for sick leave, as
defined in Personnel Rule 18-8.
d. Non -Associated employees who had unused, accumulated sick leave in
excess of 720 hours as of July 5, 1980, shall be compensated for such
excess sick leave remaining on termination under the formulas described in
paragraphs V.C.5.a and b above. In no event shall any employee be
compensated upon termination for any accumulated sick leave in excess of
the "cap" established by this paragraph (i.e., 720 hours plus the amount over
720 hours existing on July 5, 1980). Employees may continue to utilize sick
leave accrued after that date in excess of such "cap" on a "last in, first out"
basis. To the extent that any such "capped" amount of excess sick leave
over 720 hours is utilized, the maximum compensable amount shall be
correspondingly reduced. (Example: Employee had 1,000 hours
accumulated. Six months after July 5, 1980, employee had accumulated
2004 NA Resolution Draft.doc 17 1/28/2004 10:50 AM
another 48 hours. Employee is then sick for 120 hours. Employee's
maximum sick leave "cap" for compensation at termination is now reduced by
72 hours to 928.)
D. Bereavement Leave
Employees shall be entitled to bereavement leave not to exceed twenty-four (24) hours
in each instance of death in the immediate family. Immediate family is defined as
father, mother, sister, brother, spouse, children, grandfather, grandmother, stepfather,
stepmother, step grandfather, step grandmother, grandchildren, stepsisters,
stepbrothers, mother-in-law, father-in-law, son-in-law, daughter-in-law, brother-in-law,
sister-in-law, stepchildren, or wards of which the employee is the legal guardian.
SECTION VI — RETIREE SUBSIDY MEDICAL PLAN
An employee who has retired from the city shall be entitled to participate in the city sponsored
medical insurance plans 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
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:
During any period the retired employee is eligible to receive or receives
health insurance coverage at the expense of another employer, the
payment will be suspended. "Another employer" as used herein means
private employer or public employer or the employer of a spouse. As a
condition of being eligible to receive the premium contribution as set forth
in this plan, the city shall have the right to require any retiree to annually
certify that the retiree is not receiving or eligible to receive any such health
insurance benefits from another employer. If it is later discovered that a
misrepresentation has occurred, the retiree will be responsible for
reimbursement of those amounts inappropriately expended and the
retiree's eligibility to receive further benefits will cease.
2. 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
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coverage at age 65 under the city's medical plans shall be governed by
applicable plan document.
3. In the event of the death of any employee, whether retired or not, the
amount of the retiree medical insurance subsidy benefit which the
deceased employee was receiving at the time of his/her death would be
eligible to receive if he/she were retired at the time of death, shall be paid
on behalf of the spouse or family for a period not to exceed twelve (12)
months.
D. Schedule of Benefits
1. Minimum Eligibility for Benefits
With the exception of an industrial disability retirement, eligibility for benefits
begin after an employee has completed ten (10) years of continuous service with
the City of Huntington Beach. Said service must be continuous unless prior
service is reinstated at the time of his/her rehire in accordance with the city's
Personnel Rules.
2. Disability Retirees
Industrial disability retirees with less than ten (10) years of service shall receive a
maximum monthly payment toward the premium for health insurance of $121.
Payments shall be in accordance with the stipulations and conditions, which
exist for all retirees. Payment shall not exceed dollar amount, which is equal to
the full cost of premium for employee only.
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3. Maximum Monthly Subsidy Payments
All retirees, including those retired as a result of disability
years of service prior to retirement exceeds ten (10) years,
maximum monthly payment of premiums by the city for each
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
whose number of
shall be entitled to
year of completed
Note: The above payment amounts may be reduced each month as dependent eligibility ceases due
to death, divorce or loss of dependent child status. However, the amount shall not be reduced
if such reduction would cause insufficient funds needed to pay the full premium for the
employee and the remaining dependents. In the event no reduction occurs and the remaining
benefit premium is not sufficient to pay the premium amount for the employee and the eligible
dependents, said needed excess premium amount shall be paid by the employee.
2004 NA Resolution Draft.doc 20 1/28/2004 10:50 AM
SECTION VII — RULES GOVERNING LAYOFF, REDUCTION IN LIEU
OF LAYOFF AND RE-EMPLOYMENT
The following procedures shall not apply to Department Heads and the Assistant City
Administrator.
A. Part 1 - Layoff Procedures
1. General Provisions:
a.) 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.
b. 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 Division 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.
c. A department shall reduce staff by identifying which positions within the
department are to be eliminated.
d. 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.
e. If a deadline within this procedure falls on a day the City Hall is closed, the
deadline shall be the next day City Hall is open.
2. Service Credit:
a. 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.
b. Except as required by law, leaves of absence without pay shall not earn
service credit.
c. 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.
2004 NA Resolution Draft.doc 21 1/28/2004 10:50 AM
3. Transfer or Reduction to Vacancies in Lieu of Layoff:
a. 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:
1) The employee has the necessary qualifications to perform the duties of
the position.
2) 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.
3) 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.
a) 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.
b) If the employee refuses to accept a transfer or reduction pursuant
to A. or B., above, the employee shall be laid off.
c) 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.
d) 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.
4. Order of Layoff:
a. Prior to implementing a layoff, vacant positions that are authorized to be filled
shall be identified by citywide 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, non -permanent part-
time and non -promotional probationary employees in the class are laid off.
2004 NA Resolution Draft.doc 22 1/28/2004 10:50 AM
5
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.
Notification of Employees:
a. The Human Resources Division 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) 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 Human Resources Manager 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
3., above.
If an employee disagrees with the city's computation of service credit or listed
date of hire, the employee shall notify the Human Resources Manager 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 Human Resources Manager
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 Human Resources Manager of the dispute. Within five (5)
2004 NA Resolution Draft.doc 23 1/28/2004 10:50 AM
calendar days after the dispute is reviewed, the employee shall be notified in
writing of the decision.
B. Part 2 a Bumping Rights
1. Voluntary Reduction or Bumping in Lieu of Layoff:
a. 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.
b. 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.
c. 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.
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 Resources 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 Resources
Manager's decision, the employee may appeal pursuant to the provisions of
Sections 3 and 4 below.
2. Reinstatement/Reemployment 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 the
reinstatement/reemployment list pursuant to Part 3. Reemployment
3. 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 Resources
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.
2004 NA Resolution Draft.doc 24 1/28/2004 10:50 AM
a
4. Qualifications Appeal Hearing:
a. Upon receipt of an appeal, the Human Resources 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 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.
b. Appeal hearings shall be limited to two (2) hours, except as otherwise agreed
by the parties or directed by the hearing officer.
c. 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.
C. Part 3 -Reemployment
Reemployment:
a. Employees who are laid off or reduced to avoid layoff shall have their names
placed upon a reemployment 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.
b. Names of persons placed on the reemployment lists shall remain on the list
for two (2) years from the date of layoff or reduction.
c. Vacancies shall be filled from the reemployment list for a class, starting at the
top of the list, providing that the person meets the necessary qualifications for
the position.
d. 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 reemployment lists.
e. Reemployment lists shall be available affected employees upon reasonable
request.
2004 NA Resolution Draft.doc 25 1/28/2004 10:50 AM
f. Qualifications appeals involving reemployment rights shall be resolved in the
same manner as that identified in Part 2., Section 4.
2. Status on Reemployment:
a. Persons re-employed from layoff within a two (2) year period from the date of
layoff shall receive the following considerations and benefits:
1) Service credit held upon layoff shall be restored, but no credit shall be
added for the period of layoff.
2) Prior service credit shall be counted toward sick leave and vacation
accruals.
3) Employees may cash in sick leave upon layoff or at any time after layoff
in the manner and amount set forth in existing Non -Associated
Employees Benefit Provision. Sick leave shall be paid to an employee
when the reemployment list(s) expire(s), if not previously paid.
4) Upon reinstatement the employee may have his or her sick leave re -
credited by repayment to the city the cashed amount. Sick leave
accumulation of less than 480 hours shall be restored upon
reemployment.
5) 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.
6) The probationary status of the employee shall resume if incomplete.
b. Employees who have reduced 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
2004 NA Resolution Draft.doc 26 1/28/2004 10:50 AM
EXHIBIT B - NON -ASSOCIATED SALARY SCHEDULE
As of January 2, 2004
:lobes'" a
FLSA 8ta is
Descry t o k �.
Administrative Secretary NA
Pa Grade
413
17.10
18.04
19.03
20.08
21.18
0466
Non -Exempt
0279
Non -Exempt
Personnel Assistant
414
17.18
18.13
19.13
20.18
21.29
0447
Non -Exempt
Payroll Technician
420
17.73
18.70
19.73
20.81
21.95
0446
Non -Exempt
Payroll Technician, Sr
439
19.48
20.55
21.68
22.87
24.13
0278
Non -Exempt
Administrative Assistant
442
19.76
20.85
22.00
23.21
24.49
0061
Non -Exempt
Executive Assistant
470
22.73
23.98
25.30
26.69
28.16
0005
Exempt
Administrative Analyst NA
497
26.01
27.44
28.95
30.54
32.22
0453
Exempt
Personnel Analyst
499
26.27
27.71
29.23
30.84
32.54
0443
Exempt
Payroll Analyst
505
27.06
28.55
30.12
31.78
33.53
0063
Exempt
Admin Analyst, Sr NA
525
29.91
31.55
33.28
35.11
37.04
0064
Exempt
Analyst, Sr
525
29.91
31.55
33.28
35.11
37.04
0464
_Budget
Exempt
Personnel Analyst, Senior
525
29.911
31.55
33.28
35.11
37.04
0062
Exempt
Admin Analyst, Principal NA
544
32.88
34.69
36.60
38.61
40.73
0060
Exempt
Personnel Analyst Principal
544
32.88
34.69
36.60
38.61
40.73
0054
Exempt
Risk Manager
576
38.58
40.70
42.94
45.30
47.79
0006
Exempt
Human Resources Manager
593
41.98
44.29
46.73
49.30
52.01
0055
Exempt
Finance Officer
597
42.82
45.18
47.66
50.28
53.05
0078
Exempt
Assistant Ci Attorney
614
46.62
49.18
51.89
54.74
57.75
0004
Exempt
Director of Comm & Spec Pro'
592
41.77
44.07
46.49
49.05
51.75
0012
Exempt
Director of Org Effectiveness
592
41.77
44.07
46.49
49.05
51.75
0007
Exempt
Director of Library Services
611
45.92
48.45
51.11
53.92
56.89
0009
Exempt
Director of Building & Safety
622
48.51
51.18
54.00
56.97
60.10
0013
Exempt
Director of Admin Services
629
50.24
53.00
55.92
59.00
62.24
0014
Exempt
Director of Community Services
629
50.24
53.00
55.92
59.00
62.24
0008
Exempt
Director of Econ Development
629
50.24
53.00
55.92
59.00
62.24
0000
Exempt
Director of Information Services
629
50.24
53.00
55.92
59.00
62.24
0021
Exempt
Director of Planning
629
50.24
53.00
55.92
59.00
62.24
0010
Exempt
Director of Public Works
645
54.42
57.41
60.57
63.90
67.41
0015
Exempt
Fire Chief
653
56.63
59.74
63.03
66.50
70.16
0011
Exempt
Police Chief
653
56.63
59.74
63.03
66.50
70.16
0020
Exempt
Assistant City Administrator
658
58.07
61.26
64.63
68.18
71.93
2004 NA Resolution Draft.doc 27 1/28/2004 10:50 AM
EXHIBIT C - RETIREE MEDICAL PLAN
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2004 NA Resolution Draft.doc 28 1/28/2004 10:50 AM
EXHIBIT C
RETIREE 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. Employee Benefits 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.
4. When a retiree is eligible for medical plan coverage at the expense of
another employer due to post -retirement employment of the retiree or
spouse of the retiree, the retiree and his/her spouse must take that
coverage regardless of benefit level and shall be deleted from any city
Plan coverage. Exceptions to this requirement are limited to the
following:
a. A retiree is not required to enroll in such "other" medical plan
coverage if there is significant disparity between the benefits
provided by the "other' medical plan and the Retiree Subsidy
Medical Plan as defined below. "Significant disparity" means
coverage available under the "other" medical plan is restrictive or
limited in one or more of the following ways:
1) No in -patient hospitalization coverage.
2) No major medical benefits
3) Annual deductible is $1,500 or greater per person.
4) Major medical benefits are paid at 60% or less of covered
expenses.
b. The Risk Manager will have the authority to provide additional
exceptions following review of the "other" medical plan policy.
Exceptions will be made only if the "other" medical plan benefit
provisions are comparable to the guidelines under Exhibit C.A.4.a
above.
2004 NA Resolution Draft.doc 29 1/28/2004 10:50 AM
c. Miscellaneous Provisions:
1. Benefits provided under the Retiree Subsidy Medical
Plan will be coordinated with the "other" medical plan as
the primary carrier.
2. The city shall have the right to require any retiree to
provide a copy of the "other" medical plan policy for
review by the Risk Manager.
5. When a retiree becomes eligible for the other group coverage and then
becomes no longer eligible, he/she may have the subsidy reinstated
and regain Retiree Subsidy Medical Plan coverage.
6. Dependents of a retiree may follow him/her into the Retiree Subsidy
Medical Plan or they may choose to exercise COBRA rights along with
the retiree.
7. When a retiree becomes 65 and has eligible dependents under 65,
said dependents are eligible to exercise COBRA rights.
8. When a retiree is under 65 and his/her spouse is over 65, the spouse
is not covered.
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C. Subsidies:
1. The subsidy payments will pay for:
a. City sponsored medical insurance plans.
b. Part A of Medicare for those retirees not eligible for paid Part A.
2004 NA Resolution Draft.doc 30 1/28/2004 10:50 AM
2. Subsidy payments will not pay for:
a. Part B Medicare.
b. Any other employee benefit plan.
c. Any other. commercially available benefit plan.
d. Medicare supplements.
D. Medicare:
1. All persons are eligible for Medicare coverage at age 65. Those with
sufficient credit quarters of Social Security will receive Part A of
Medicare at no cost. Those without sufficient credited quarters are still
eligible for Medicare at age 65, but will have to pay for Part A of
Medicare if the individual elects to take Medicare. In all cases, the
participant pays for Part B of Medicare.
2. When a retiree and his/her spouse are both 65 or over, and neither is
eligible for paid Part A of Medicare, the subsidy shall pay for Part A for
each of them or the maximum subsidy, whichever is less.
3. When a retiree at age 65 is eligible for paid Part A of Medicare and
his/her spouse is not eligible for paid Part A, the spouse shall not
receive subsidy. When a retiree at age 65 is not eligible for paid Part A
of Medicare and his/her spouse who is also age 65 is eligible for paid
Part A of Medicare, the subsidy shall be for the retiree's Part A only.
E. Cancellation:
1. For retirees/dependents eligible for paid Part A of Medicare, the
following cancellation provisions apply:
a. Coverage for a retiree under the Retiree Subsidy Medical Plan will
be eliminated on the first day of the month in which the retiree
reaches age 65. If such retiree was covering dependents under
the Plan, dependents will be eligible for COBRA continuation
benefits effective as of the retiree's 65th birthday.
b. Dependent coverage will be eliminated upon whichever of the
following occasions comes first:
1) After 36 months of COBRA continuation coverage, or
2004 NA Resolution Draft.doc 31 1/28/2004 10:50 AM
2) When the covered dependent reaches age 65 in the
event such dependent reaches age 65 prior to the retiree
reaching age 65.
c. At age 65 retirees are eligible to make application for Medicare.
Upon being considered "eligible to make application", whether or
not application has been made for Medicare, the Retiree Subsidy
Medical Plan will be eliminated.
2. See provisions under "Benefits","Subsidies", and "Medicare" for those
retirees/dependents not eligible for paid Part A of Medicare.
3. Retiree Subsidy Medical Plan and COBRA participants shall be notified .
of non-payment of premium by means of a certified letter from
Employee Benefits in accordance with provisions of the Non -
Associated Employees Benefit Resolution.
4. A retiree who fails to pay premiums due for coverage and is in arrears
for sixty (60) days shall be terminated from the Plan and shall not have
reinstatement rights.
2004 NA Resolution Draft.doc 32 1/28/2004 10:50 AM
EXHIBIT D - 9/80 WORK SCHEDULE
This work schedule is known as "9/80". The 9/80 work schedule is designed to be in
compliance with the requirements of the Fair Labor Standards Act (FLSA). In the event
that there is a conflict with the current rules, practices and/or procedures regarding work
schedules and leave plans, then the rules listed below shall govern.
9/80 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 FLSA work week. The 9/80 work schedule shall not reduce service
to the public, departmental effectiveness, productivity and/or efficiency as determined by
the City Administrator or designee.
A. Forty (40) Hour FLSA Work Week — The actual FLSA workweek is from Friday at
mid -shift (p.m.) to Friday at mid -shift (a.m.). No employee working the 9/80 work
schedule will be able to flex their Friday start time nor the time they take their lunch
break, which will be from 12:00 p.m. to 1:00 p.m. on Fridays. All employee work
shifts will start at 8:00 a.m. on their Friday worked. The start of the FLSA
workweek is 12:00 noon Friday.
B. Two Week Pay Period — The pay period for employees starts Friday mid -shift (p.m.)
and continues for fourteen (14) days until Friday mid -shift (a.m.). During this
period, each week is made up of four (4) nine (9) hour work days (thirty-six (36)
hours) and one (1) four (4) hour Friday and those hours equal forty (40) work hours
in each work week (e.g. the Friday is split into four (4) hours for the a.m. shift, which
is charged to work week one and four (4) hours for the p.m. shift, which is charged
to work week two).
C. A/B Schedules — To continue to provide service to the public every Friday,
employees are to be divided between two schedules, known as the "A" schedule
and the "B" schedule, based upon the departmental needs. For identification
purposes, the "A" schedule shall be known as the schedule with a day off on the
Friday in the middle of the pay period, or, "off on payday", the "B" schedule shall
have the first Friday (p.m.) and the last Friday (a.m.) off, or "working on payday".
An example is listed below:
AM PM,All
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B Schedule
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D. A/B Schedule Changes — FLSA non-exempt employees cannot change schedules
without prior approval of their supervisor, Department Head, and the Human
Resources Manager or designee. The purpose of this authorization is to review the
impact on overtime. FLSA exempt employees may change A/B schedules at the
beginning of any pay period with supervisor and Department Head approval.
2004 NA Resolution Draft.doc 33 1/28/2004 10:50 AM
E. Emergencies — All employees on the 9/80 work schedule are subject to be called to
work any time to meet any and all emergencies or unusual conditions which, in the
opinion of the City Administrator, Department Head or designee may require such
service from any of said employees.
OVERTIME DEFINED
FLSA Non -Exempt Employees — All non-exempt employees under the 9/80 work schedule
shall earn overtime for all hours worked after the first forty (40) hours in an FLSA work
week (Friday 12:00:00 p.m. to Friday 11:59:59 a.m.) as required under FLSA. Employees
are required to obtain supervisor authorization prior to working any overtime.
Overtime Compensation — As stated in Section II.A of the Non -Associated
Resolution.
2. Compensatory Time — As stated in Section II.A of the Non -Associated Resolution.
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 Section V.A of the Non -Associated Resolution.
2. Sick Leave — As stated in Section V.0 of the Non -Associated Resolution.
3. Administrative Leave — As stated in Section II.A of the Non -Associated Resolution.
4. Executive Leave — As stated in Section ILA of the Non -Associated Resolution.
5. Bereavement Leave — As stated in Section V.D of the Non -Associated Resolution.
6. Holidays -
a. For a recognized city holiday, eight (8) hours, as stated in Section V.B, are
earned for each holiday. For the charging of hours on a scheduled holiday,
the employee must use eight (8) hours of holiday time off and one (1) hour
from the employees General Leave, Compensatory Time, Administrative
Leave, or Executive Leave banks for a nine (9) hour workday charge or eight
(8) hours holiday time off for a Friday.
b. If a holiday falls on an FLSA non-exempt employee's Friday off, the
employee must then take the work shift before or after the holiday off with
supervisor and Department Head approval. If the employee cannot take the
work shift before or after the holiday off the employee will be granted eight (8)
hours of general leave.
2004 NA Resolution Draft.doc 34 1/28/2004 10:50 AM
c. If a holiday falls on an FLSA exempt employee's Friday off, the employee
must then take the work shift before or after the holiday off with supervisor
and Department Head approval.
7. Jury Duty — The provisions of the Personnel Rules shall continue to apply, however, if
an FLSA exempt employee is called to serve on jury duty during a normal Friday off,
Saturday, or Sunday, or on a city holiday, then the jury duty shall be considered the
same as having occurred during the employees day off work, therefore, the employee
will receive no added compensation.
2004 NA Resolution Draft.doc 35 1/28/2004 10:50 AM
INITIATING DEPARTMENT: ADMINISTRATIVE SERVICES
SUBJECT: ADOPT RESOLUTION TO MODIFY CERTAIN BENEFITS
FOR NON -REPRESENTED EMPLOYEES
COUNCIL MEETING DATE: February 2, 2004
RCA ATTACa° MENTS
STATUS
Ordinance (w/exhibits & legislative draft if applicable)
Not Applicable
Resolution (w/exhibits & legislative draft if applicable)
Attached
Tract Map, Location Map and/or other Exhibits
Not Applicable
Contract/Agreement (w/exhibits if applicable)
(Signed in full by the City Attorney)
Not Applicable
Subleases, Third Party Agreements, etc.
(Approved as to form by City Attorney)
Not Applicable
Certificates of Insurance (Approved by the City Attorney)
Not Applicable
Financial Impact Statement (Unbudget, over $5,000)
Not Applicable
Bonds (If applicable)
Not Applicable
Staff Report (If applicable)
Not Applicable
Commission, Board or Committee Report (If applicable)
Not Applicable
Findings/Conditions for Approval and/or Denial
Not Applicable
EXPLANATIONFOR ATTACHMENTS
EXPLANATION FOR RETURN OF ITEM:
RCA Author: William McReynolds