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HomeMy WebLinkAboutPatrick McIntosh - 2009-12-21 Dept. ID HR 14-014 Page 1 of 2 Meeting Date:9/15/2014 P C CITY OF HUNTINGTON BEACH REQUEST FOR. CITY COUNCIL ACTION MEETING DATE: 9/15/2014 SUBMITTED TO: Honorable Mayor and City Council Members SUBMITTED BY: Fred A. Wilson, City Manager PREPARED BY: Fred A. Wilson, City Manager SUBJECT: Approve and authorize execution of an Amendment to the Fire Chief's Employment Agreement Statement of Issue: It is requested that Council approve an amendment to the Fire Chief's employment agreement to address the issue of salary compaction with FMA. Financial Impact: Funding for the implementation of the requested amendment will come from the General Fund. It is estimated that the FY 14/15 budget will be impacted by approximately $14,843. The FY 14/15 department budget would be appropriately adjusted prior to final implementation to reflect this modification. The estimated impact to the FY 13/14 budget is de-minimus (under $600.00) and will be absorbed by the existing department budget. Recommended Action: A) Approve the amendment to the Fire Chiefs employment agreement effective the beginning of the pay period following City Council approval; and, B) Approve and authorize the City Manager to execute "Amendment No. 1 to Employment Agreement Between the City of Huntington Beach and Patrick McIntosh" for the position of Fire Chief. Alternative Action(s): Do not approve the amendment to the Fire Chief's employment agreement. Analysis: During the prior FMA MOU period of July 1, 2008, through September 30, 2013, in order to address salary compaction with HBFA, the cumulative compensation adjustments for the Fire Management Association totaled 24% for Division Chiefs and 25.75% for Battalion Chiefs. Non-Associated employees, of which includes the position of Fire Chief, received salary enhancements of 6.0% over the same period. The cumulative impact of this differential has created salary compaction between the compensation paid to FMA and the Fire Chiefs compensation. Based upon the successor FMA MOU, salary adjustments to FMA compensation through October 1, 2014, create a projected differential between the Division Chief and the Fire Chief of less than 1% at top step. To address this, it is proposed that the Fire Chiefs employment agreement be HB -207- Item 10. - 1 Dept. ID HR 14-014 Page 2 of 2 Meeting Date:9/15/2014 amended to reflect two adjustments: the addition of 3% for Executive Fire Officer Certificate pay, and the addition of Holiday In-Lieu pay. The proposed 3% Executive Fire Officer Certificate pay is unique to the Fire Chief, however, the compensation percentage is equivalent to that received by the Police Chief for FBI Certificate pay. The proposed Holiday In-Lieu pay is identical to that of FMA. With the proposed amendments, the Fire Chiefs compensation will be adjusted upward annually in the amount of $14,843. The adjustments will improve the salary compaction between the Fire Chief and FMA/Division Chief (at the top step) to approximately 5%. The employment agreement, as amended, is included as Exhibit "A". Environmental Status: N/A Strategic Plan Goal: Develop, retain and attract quality staff Attachment(s): 1. Amendment No. 1 to Employment Agreement Between the City of Huntington Beach and Patrick McIntosh Item 10. - 2 HB -208- AMENDMENT NO. 1 TO EMPLOYMENT AGREEMENT BETWEEN THE CITY OF HUNTINGTON BEACH AND PATRICK McINTOSH This Amendment is made and entered into by and between the City of Huntington Beach, a California municipal corporation, hereinafter referred to as"City," and Patrick McIntosh, hereinafter referred to as"McIntosh." WHEREAS, City and McIntosh are parties to that certain agreement, dated December 21, 2009, entitled"Employment Agreement Between the City of Huntington Beach and Patrick McIntosh," which agreement shall hereinafter be referred to as the "Original Agreement;" and City and McIntosh wish to amend the Original Agreement to reflect the addition of Paragraphs D, E and F, to Section 4. Other Benefits, NOW, THEREFORE, it is agreed by City and McIntosh as follows: D. Holiday Pay-In-Lieu Effective upon the beginning of the pay period after approval of this Amendment by City Council, McIntosh shall receive Holiday In-Lieu Pay, pursuant to Title 2, CCR 571(a)(5). McIntosh shall be compensated by the City in lieu of the ten (10) listed holidays at the rate of 3.0768 hours multiplied by the employee's hourly rate, payable each and every pay period. The following are the recognized legal holidays under this MOU: I. New Year's Day(January 1) 2. Martin Luther King's Birthday(third Monday in January) 3. President's Day(third Monday in February) 4. Memorial Day(last Monday in May) 5. Independence Day (July 4) 6. Labor Day(first Monday in September) 7. Veteran's Day(November 11) 8. Thanksgiving Day(fourth Thursday in November) 9. Friday after Thanksgiving 10. Christmas Day(December 25) 14-4358/112204 1 Any day declared by the President of the United States to be a national holiday, or by the Governor of the State of California to be a state holiday, and adopted as an employee holiday by the City Council of Huntington Beach. Holidays which fall on Sunday shall be observed the following Monday, and those falling on Saturday shall be observed the preceding Friday. If McIntosh is required to work regular shifts on the above listed holidays as set forth in this Section, McIntosh shall not be entitled to time off or additional pay. The treatment of any special pay under this provision as "pensionable compensation" shall be subject to CalPERS regulations. Where there is any conflict between the City's treatment of any special pay and CalPERS, CalPERS determination shall prevail. E. Educational Incentive Pay Effective upon the beginning of the pay period after approval of this Amendment by City Council, McIntosh shall also receive Executive Fire Officer pay, as Educational Incentive Pay pursuant to Title 2, CCR 571(a)(2), in the amount of 3% of his base pay. The treatment of any special pay under this provision as "pensionable compensation" shall be subject to CalPERS regulations. Where there is any conflict between the City's treatment of any special pay and CalPERS, CalPERS determination shall prevail. REAFFIRMATION Except as specifically modified herein, all other terms and conditions of the Original Agreement shall remain in full force and effect. IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be executed by and through th ' authorized officers. Patrick McI tosh /�itf Manager OVED AS TO FORM: M �Z� Ci Attorney 14-4358/112204 2 ..1y 1 ! Ln� Y�, frrr�J r/ Council/Agency Meeting Held: 01 0200 Deferred/Continued to: 4,Appr ve ❑ Conditionally Approved ❑ Denied ty k's Si tune Council Meeting Date: 12/21/09 Department ID Number: AD 09-031 CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: HONORABLE MAYOR AND CITY COU L MEMBERS SUBMITTED BY: FRED A. WILSON, CITY ADMINISTR PREPARED BY: PAUL EMERY, DEPUTY CITY ADMINI RATORR,"`% SUBJECT: APPROVAL OF EMPLOYMENT AGREEMENT BETWEEN THE CITY OF HUNTINGTON BEACH AND PATRICK MCINTOSH FOR THE POSITION OF FIRE CHIEF FEatem:e:n:tof Issue,Funding Source,Recommended Action,Alternative Action(s),Analysis,Environmental Status,Attachment(s) Statement of Issue: A national recruitment has been completed for the position of Fire Chief. The City Administrator is recommending the appointment of Patrick McIntosh to the position. Funding Source: The position of Fire Chief is budgeted in the Fiscal Year 2009/2010 budget, no additional funding is required. Recommended Action: Motion to: 1. Approve the appointment of Patrick McIntosh to the position of Fire Chief, and 2. Approve and authorize the City Administrator to execute the Employment Agreement between the City of Huntington Beach and Patrick McIntosh for the position of Fire Chief. Alternative Action(s): Do not approve the appointment of Patrick McIntosh for the position of Fire Chief. REQUEST FOR ACTION MEETING DATE: 12/21/09 DEPARTMENT ID NUMBER:AD 09-031 Analysis: In December 2009, the position of Fire Chief for the City of Huntington Beach is scheduled to become vacant with the pending retirement of Fire Chief Duane Olson. The City retained the services of the firm Alliance Resource Consulting, Inc. to conduct the recruitment for the next Fire Chief. The recruitment resulted in over 70 applicants for the position. The applications were screened and seven of those candidates were invited to an interview panel. The City Administrator conducted follow up interviews. As a result, he recommends that the City Council approve the appointment of Patrick McIntosh to the position of Fire Chief for the City of Huntington Beach effective January 27, 2010. The compensation is recommended within the salary range of Fire Chief, $204,880 annually. Strategic Plan Goal: Maintain and Enhance Public Safety Environmental Status: N/A Attachment(s): . a - o ® o Number 1. Employment Agreement between the City of Huntington Beach and Patrick McIntosh for the position of Fire Chief. 2. Resume of Patrick McIntosh -3- 12/9/2009 3:51 PM ATTACHMENT #�,1 .1 EMPLOYMENT AGREEMENT BETWEEN THE CITY OF HUNTINGTON BEACH AND PATRICK McINTOSH THIS AGREEMENT is entered into this "57- day of �,,lJC[ 200_�?_ between the City of Huntington Beach, a California municipal corporation, subsequently called "City," and Patrick McIntosh subsequently called "McIntosh." WITNESSETH The City Administrator has been empowered to appoint and remove department heads, with approval of the City Council; and The City, through the City Administrator, desires to employ the services of McIntosh as a department head, Fire Chief of the City of Huntington Beach; and It is the desire of the City to provide certain benefits, establish certain conditions of employment, and to set working conditions of McIntosh; and It is the desire of the City to: (1) Secure and retain the services of McIntosh and to provide inducement for him to remain in such employment; (2) To provide a means for terminating McIntosh's service at such time as he may be unable fully to discharge his duties due to disability or when City may otherwise desire to terminate his employ; and McIntosh desires to accept employment as Fire Chief of the City; NOW, THEREFORE, in consideration of the mutual covenants here contained, the parties agree as follows: SECTION 1. DUTIES. City agrees to employ McIntosh as Fire Chief of the City to perform the functions and duties of that office as set forth in the Municipal Code of the City of Huntington Beach and the City Charter, and to perform other legally permissible duties and functions as the City Administrator shall from time to time assign. McIntosh shall devote his 08-1899/McIntosh Agreement 1 full attention and effort to the office and perform the mentioned duties and functions in a professional manner. SECTION 2. STATUS AND TERM. (a) McIntosh shall serve for an indefinite term at the pleasure of the City Administrator and shall be considered an at-will employee of the City. (b) Nothing in this Agreement shall prevent, limit or otherwise interfere with the right of the City Administrator to terminate the employment of McIntosh at any time, subject only to the provisions set forth in Section 6,paragraphs(a), (b)and (c)of this Agreement, and Section 401 of the Charter of the City of Huntington Beach. (c) Nothing in this Agreement shall prevent, limit, or otherwise interfere with the right of McIntosh to resign at any time from his position with the City, subject only to the provisions set forth in Section 6,paragraph(d),of this Agreement. (d) McIntosh agrees to remain in the exclusive employ of City for an indefinite period and shall neither accept other employment or become employed by any other employer without the prior written approval of the City Administrator until notice of resignation is given. The term "employed" (and derivations of that term as used in the preceding paragraph) shall include employment by another legal entity or self employment, however, shall not be construed to include occasional teaching, writing, consulting, or military reserve service performed on McIntosh's time off, and with the advance approval of the City Administrator. SECTION 3. SALARY. City agrees to pay McIntosh a base salary at the top level for Fire Chief (currently $98.50 per hour) for his services rendered pursuant to this Agreement. McIntosh's base salary may be adjusted when necessary or convenient by the City Administrator within the salary range of the City's classification and compensation plan or resolutions or ordinances from time to time enacted that govern such compensation. 08-1899/Mclntosh Agreement 2 SECTION 4. OTHER BENEFITS. A. Effective upon the first day of employment, McIntosh shall receive eighty(80) hours of General Leave. B. As Fire Chief,Department Head's duties require that he shall have unrestricted use, during his employment, of an automobile provided to him by the City. Said automobile shall be used by Department Head for business use,with the understanding that the Fire Chief is on-call 24 hours a day, 7 days a week. City shall be responsible for cost of liability, property damage, and comprehensive insurance for said automobile; however, City may elect, without notice to Department Head, to provide said coverage by self-insurance. The purchase, maintenance, repair and regular replacement of said automobile shall be the responsibility of the City. Not withstanding the above provision the Fire Chief can opt to accept an Auto Allowance as provided for in the Non-Associated Resolution. C. In addition to the foregoing benefits, McIntosh shall also receive all such other benefits that are generally applicable to nonassociated employees (department heads) hired after December 27, 1997, as set forth in Huntington Beach City Council Resolution No. 2007- 89, entitled "A Resolution Of The City Council Of The City Of Huntington Beach Modifying Salary And Benefits For Non-Represented Employees," a copy of which is attached hereto as Exhibit "A" and incorporated by this reference as though fully set forth herein. The benefits provided to McIntosh pursuant to this section may be modified by City from time to time, upon adoption of a successor resolution. SECTION 5. ADMINISTRATIVE LEAVE. The City Administrator may place McIntosh on Administrative Leave with full pay and benefits at any time during the term of this Agreement. SECTION 6. TERMINATION AND SEVERANCE PAY. (a) Except as provided in subsection (b), in the event the City Administrator terminates the employment of McIntosh, and during such time that McIntosh is willing and able to perform his duties under this Agreement, then City shall pay to McIntosh a severance 08-1899/McIntosh Agreement 3 payment equal to salary payments which McIntosh would have been receiving over a twelve week period at McIntosh's current rate of pay in effect on the day prior to the date of termination. In addition, for the lesser of ninety (90) calendar days after the date of termination or the time McIntosh secures health and medical insurance through attainment of comparable employment, the City shall maintain and pay for health, medical, disability, the continuation of retirement benefits and life insurance in such amounts and on such terms as have been received by McIntosh and McIntosh's dependents at the time of such termination; however, no other or additional benefits shall accrue during this ninety (90) calendar-day period. (b)(1) Notwithstanding subsection (a) above, the following reasons shall constitute grounds to terminate the employment of McIntosh without severance pay: (i) a willful breach of this agreement or the willful and repeated neglect by McIntosh to perform duties that he is required to perform; (ii) conviction of any criminal act relating to employment with City; (iii) conviction of a felony. (2) Prior to the time that the City Administrator terminates McIntosh without severance pay for any of the reasons set forth in Section (b)(1) above, and only in that case, the City Administrator shall provide McIntosh with written notice of proposed termination which contains the reason and factual basis for such action. Within ten days of such notice, McIntosh may request an opportunity to respond to the reasons and factual basis provided by the City Administrator. If such a request to respond is made, the City Administrator shall conduct a meeting, which may be informal in nature, at which McIntosh may respond to the notice of proposed termination. At such meeting,McIntosh may be represented by an attorney of his choice and present evidence or information relevant to the reasons and factual basis set forth in the notice of proposed termination. Subsequently, the decision of the City Administrator as to whether reasons set forth in Section (b)(1) exist or do not exist shall be final as between the parties. 08-1899/Mclntosh Agreement 4 (c) In the event City at any time during the term of this Agreement reduces the salary of McIntosh from its then current year level, except as part of an across-the-board reduction for all department heads of City, or in the event City refuses, following written notice, to extend to McIntosh any nonsalary benefit customarily available to all department heads, or in the event McIntosh resigns following a suggestion, whether formal or informal, by the City Administrator that he resign,then, in those events,McIntosh may, at his option,be deemed to be "terminated" at the date of such reduction or such refusal to extend or such suggestion of resignation within the meaning and context of the severance pay provision in paragraph(a) above; provided that such option to be deemed terminated must be exercised by written notice from McIntosh to the City Administrator within ten (10) working days of notification of such reduction, refusal to extend, or suggestion of resignation. In that event, the severance payment shall be calculated from the date McIntosh exercises the option to be deemed terminated. (d) In the event McIntosh voluntarily resigns his position, McIntosh shall give City written notice at least sixty(60) days prior to the last workday, unless the City Administrator and McIntosh otherwise agree. (e) It is understood that after notice of termination in any form, McIntosh and City will cooperate to provide for an orderly transition. Specific responsibilities during such transition may be specified in a written separation agreement. SECTION 7. DISABILITY. If McIntosh is totally disabled or otherwise unable to perform his duties because of sickness, accident, injury, mental incapacity or ill health, he shall be eligible for Disability Leave upon exhausting all accrued sick leave and vacation leave, and duty injury leave if applicable. Disability Leave shall be unpaid and shall be approved by the City Administrator for a time period of up to three (3)months. The length of such time period of the Disability Leave shall be dependent upon the length of the disability as demonstrated by McIntosh. If McIntosh is unable to return to work at that time, City shall 08-1899/McIntosh Agreement 5 have the option to terminate the employment of McIntosh, subject to the requirements imposed on City by Section 6,paragraph(a). SECTION 8. PERFORMANCE EVALUATION. The City Administrator shall review and evaluate in writing the performance of McIntosh at least once annually. That review and evaluation shall be in accordance with specific criteria developed in consultation with McIntosh and the City Administrator. Those criteria may be added to or deleted from as the City Administrator may from time to time determine,in consultation with McIntosh. SECTION 9. PROFESSIONAL DEVELOPMENT. City agrees to budget and pay for McIntosh's professional memberships as normally accorded to department heads. McIntosh shall also receive paid leave, plus registration, travel and reasonable expenses for short courses, conferences and seminars that are necessary for his personal development and, in the judgment of the City Administrator, for the good of the City, and subject to budget limitations and to establihed travel policies and procedures. SECTION 10. FINANCIAL DISCLOSURE. McIntosh shall report to the City Administrator any ownership interest in real property within the County of Orange, excluding personal residence. Also, McIntosh shall report to the City Administrator any financial interest greater than Ten Thousand Dollars($10,000)in value in a firm doing work for City or from which City intends to make a purchase. Such reporting shall be made in writing by McIntosh to the City Administrator within ten (10) calendar days of the execution of this agreement and further within ten (10) calendar days of acquisition of that interest in real property. Additionally, McIntosh shall report in writing to the City Administrator any financial interest greater than Ten Thousand Dollars ($10,000) in value in a firm doing work for City or from whom City intends to make a purchase immediately upon notice of the intended work or purchase. SECTION 11. INDEMNIFICATION. City shall defend and indemnify McIntosh against any action, including but not limited to any: tort, professional liability claim or demand, or other noncriminal legal, equitable or administrative action, whether groundless or otherwise, 08-1899/Mclntosh Agreement 6 arising out of an alleged act or omission occurring in the performance of McIntosh's duties as an employee or officer of City, other than an action brought by City against McIntosh, or an action filed against City by McIntosh. In addition, City shall pay the reasonable expenses for the travel, lodging, meals, and lost worktime of McIntosh should McIntosh be subject to such, should an action be pending after termination of McIntosh. City shall be responsible for and have authority to compromise and settle any action, with prior consultation with McIntosh, and pay the amount of any settlement or judgment rendered on that action. McIntosh shall cooperate fully with City in the settlement, compromise,preparation of the defense,or trial of any such action. SECTION 12. GENERAL PROVISIONS. (a) The text herein shall constitute the entire Agreement between the parties. (b) This Agreement shall become effective commencing January 27, 2010. (c) If any provision, or any portion of any provision, contained in this Agreement is held unconstitutional, invalid, or unenforceable, the remainder of this Agreement, or any portion of it, shall be deemed severable, shall not be affected and shall remain in full force and effect. (d) No amendment of this Agreement shall be effective unless in writing and signed by both parties herein. IN WITNESS THEREOF, City has caused this Agreement to be signed and executed on its behalf by its City Administrator, and McIntosh has signed and executed this Agreement, both in duplicate,the day and year first above written. ' City min strator PATRICK MCINTOSH PROVED AS TO FORM: �c Attorney yv► 08-1899/McIntosh Agreement 7 RESOLUTION NO. 2007--89 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH NIODIFYING SALARY AND BENEFITS FOR NON-REPRESENTED EMPLOYEES WHEREAS, the City Council of the City of Huntington Beach desires to modify salary and benefits for non-represented employees upon adoption of this resolution, NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Huntington Beach as follows: SECTION ]_ Salaries and benefits for non-represented employees shall be as reflected in EXHIBIT A. SECTION 2. Except as modified,existing benefits shall remain in effect_ SECTION 3. Any resolution in conflict herewith,whether by minute action or resolution of the City Council heretofore approved,is hereby repealed. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 17th day of December 12007 e Mayor REVIEWED AND APPROVED: APPROVED AS TO FORM: C.iiy Adniin trator — JC ty Attorney ,..{, INITIA AND APPROVED: Deputy City Administrator-City Services Exhibit"A" Resolution No.2007-89 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION EXHIBIT A- NON-ASSOCIATED EMPLOYEES PAY AND BENEFIT PROVISION............................... . .................................................................1 SECTIONI PAY.......................................................................................................................1 ASALARY SCHEDULE ..............................................................................................................................1 B. DIRECTDEPOSIT..................................................................................................................................1 C. ASSIGNED VEHICLE/AUTO ALLowANCE........................................................................................1 I. Department Heads.............................._........................................................................................................................1 SECTION II —HOURS OF WORK/OVERTIME/TIME OFF..................................I.........1 A .EXEcit'IivE LEAvE ..................................................................................................1 B. FLEXIBLE AND ALTERNATIVE WORD SCI-IF.DULEs.........................................................................1 SECTION ID—HEALTH AND OTHER INSURANCE BENEFITS.................................2 A. HEALTH INSURANCE....................................................-......................................................................2 1. Medical,Dental and Vision Insurance........................................................................................................._...._....2 2. City and Employee Paid Health Insurance....................................._.......................................................................2 3. Medical Cash Out...............•---......................................................................................................................................7 4. Section 125 Plan-----------------------__.....................................................................----............................................_..........7 B. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE.........................................7 C. LONG TERM DISABILITY INSURANCE...................................... D. CITY PAID PHYSICAL EXAMINATIONS..............................................................................................8 E. MISCELLANEOUS...........................................................................................•...................... ....8 F. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR THE CITY MEDICAL RETIREESUBSIDY PLAN......................................................................................................................8 G. POST-65 SUPPLEMENTAL.MEDICAP.E COVERAGE...........................................................................8 SECTIONIV—RETIREMENT .............................................................................................9 A. BENEFITS...............................................................................................................................................9 1. Public Employees'Retirement System.....................................................................................................................9 2. Self-Funded Supplemental Retirement Benefit...........................................................__.................. ...........9 3. Medical Insurance for Retirees...._............ ---•...................................•-•---............-•-------.........................................9 4. 2.5 Percent at Age 55 Formula.................. 5. Three Percent(30/6)at Age 50 Formula.................................................................................................................10 6. Pre-Retirement Optional Settlement 2 Death Benefit......................._......................................-.............._........10 7. Fourth Level of 1959 Survivor Benefits................................................................................................................10 B. PUBLIC EMPLOYEES'RETIREMENT SYSTEM REIMBURSEMENT AND REPORTING....................10 I. Employees'Contribution....•-•..................................................................._....---•--•---......................_.-.....................10 SECTION V—LEAVE BENEFITS...................................................................................... 10 AGENERAL LEAVE..................................•--•---•--....................................................................................10 I- Accrual..............................__.....................................................................................................................................10 2. Eliigibikyand Approval-----•..........................................................................................................._........................11 3. Leave Benefit Entitlements......................................................................................................................................11 4. Conversion to Cash................................................... ---------------------------...................................................11 Non Associated Final 12-17-07-Reso i Exhibit"A" Resolution No.2007-89 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION B. HoLiDA-ys AND PAY PRovisiom..................................................................................................12 CSic K LEAvE........................................................................................................................................12 1. Accrual....................................................................... ........................................................................................12 2. Credit......................................................... .............................................................................................12 3. Usage........................................................................................................................................................................12 4- Pay Off at Tetmination...........................................................................................................................................12 D. BEREAVEMENT'LEAVE................................I.............I...............I.......I...............................................13 E. VOLUNTARY CATASTROPFRCLEAVE DONATION PROGRAM......................................................13 SECTION VI—RETIREE SUBSIDY MEDICAL PLAN.....................................................13 SECTION VII- MISCELLANEOUS....................................................................................14 A- COLLECTION oF PAYROLL OVERPAYMENTS..............................................................................14 B. Uwms AND CALPERS REPORTING........................................................................................14 EXHIBIT I- NON-ASSOCIATED SALARY SCHEDULE.................................................15 EXHIBIT 2- RETIREE MEDICAL PLAN...................... ...................................................18 EXHIBIT 3- 9/80 WORK SCHEDULE ............................................................................_22 EXHIBIT 4-VOLUNTARY CATASTROPHIC LEAVE DONATION.............................24 Non Associated Final 12-17-07-Reso ii Exhibit"A" Resolution No.2007-89 NON-ASSOCIATED EMPLOYEES PAY AND BENEFIT PROVISIONS EXHIBIT A SECTION I—PAY A Salaa SchedtAe 1. All current Non-Associated employees shall receive the salaries as identified in Exhibit 1,except for those elected employees identified in Exhibit 1. 2. The City Council shall set the salaries of the elected executive management positions identified in Exhibit 1,at any rate within the designated salary range. 3. The City Administrator is authorized to set the salaries of the non-elected executive management positions identified in Exhibit 1 at any rate at or below the control point of the designated salary range. The City Administrator is authorized to increase the salary by any percentage not greater than 5%based upon performance at annual review and market data;however,no salary for a new employee may be set above the control point at anytime without City Council approval. B_ Direct Deposit All Non-Associated employees are required to utilize direct deposit of payroll checks. C. Assigned Vehicle/Auto Allowance Department I-Ieads Appointed Department Heads and the City Clerk,City Treasurer,and City Attorney shall have the option of an assigned city vehicle or an auto allowance in the amount of two hundred thirty dollars and seven}-seven cents ($230.77) per biweekly pay period plus reimbursement of out-of-town travel at the approved mileage rate_ SECTION II—HOURS OF WORK/TIME OFF A Executive Leave Non-Associated exempt employees shall not be eligible for overtime compensation. Exempt department heads shall be credited with eighty(80)hours of executive leave per calendar year. B. Flexible and Alternative Work Schedules 1. 5/40 Work Schedule The 5/40 work schedule shall be defined as working five (5) eight (8) hour days Monday through Friday each week with a one-hour lunch during each work shift, totaling a forty(40) hours work week. 2. 9/80 Work Schedule The 9/80 work schedule, as outlined in Exhibit 3, shall be defined as working nine (9) days for eighty(80) hours in a two week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for eight (8) hours (Friday), with a one-hour lunch during each work shift, totaling forty(40)hours in each FLSA designated work week The 9/80 work schedule shall not Non Associated Final 12/17/07 i Exhibit"A" Resolution No.2007-89 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. 3. Alternative Work Schedule Non-associated employees may elect any alternative work schedule approved by the City Administrator or designee. SECTION III=HEALTH AND OTHER INSURANCE BENEFITS A Health Insurance 1.Medical..Dental and Vision Insurance The city shall continue to make available group medical, dental and vision benefits to all Non- Associated employees. 2.City and Employee Paid Health Insurance The City and the employee shall pay for health insurance premiums for employees and qualified dependent(s) effective the first of the month following the employee's hire date. The employee payroll deduction for premium contributions shall be deducted on a pre-tax basis. Such deductions shall be aligned with the effective date of coverage and the ending date of coverage upon employment separation- The employee's payroll deduction amount shall begin no later than the beginning of the first full pay period following the effective date of coverage and pro-rated for coverage through the end of the month in which employment was separated. Non Associated Final 12-17-07-Reso 2 Exhibit"A" Resolution No.2007-89 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION i. I kalth Plan Employee and Employer Contributions Chan for Classifications in EM-11BIT 1 Employer Contibutions effective January 16,2007-December 31,2007 - .. - .z."it7" ��. �+� EE ONLY $352.29 %44.97 $463.20 $316-34 $24.87 $5831 $22.38 EE +1 $767.75 $1,383.42 $979.29 $692.78 $4229 $108.85 $22.38 EE +2ORMORE $993.82 $1,809.14 $1,213.63 $911.06 $64-67 $143.45 $22.38 z 7 W $ W.�r S aw v d LL Il A EE ONLY $301.43 $411.15 $411A5 A $301.43 $24.15 $45.02 $19-46^ EE +1 $611-06 $772.48 $772.48 $611,06 $41.07 $85.91 $18.46 EE +2 OR MORE $792,20 $936.47 $936,47 $79220 $62.80 $122.18 $18A6 7A y�u•� -€t x`°y�'�,^ r �$^' sf± �ry rS - `�,��.'w � (c:a t ,(�."{�;a� -��'fi�"tg ; x13I4IPLt��E� BS�' 1? FTC033 k��� �A� Ct�1*�RIS�'ION zt+_l r s �kF-� �� ��+ x�C�' �"} '� '�" (�'s �fi.� c� '�'�' •. ---EE ONLY S50.86 $233 82 $52.05 $1431 $0.72 $1329 $3.92 i EE +1 5156.69 $610 94 S206.81 $81,72 $1.22 $22 94 $3.92 EE +20RMORE $201,62 $872L7 $277,16 $119.86 $1.87 $21.27 $3.92 ` 1tP1©`EE BSCzTMO O; L334 r i�1r1I(31V f -t�T�ER,. ga Deuce o uY1� CSefeP3 ' k CONTIL1ErTION P 'PO $�? ; vw EE ONLY $23.47 $107.92 $24.02 $6.88y' $0.33 $6.13 $L81 EE + 1 $7232 $281.97 $95.45 _$37.72 $0.56 $10,59 51.81 EE +2 OR MORE $93.06 $40277 $127.92 1 $54.86 S0.86 $9.82 $1.81 Non Associated Final 12-17-07-Reso 3 Exhibit"A" Resolution boo.2007-89 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION 2008 Health Premiums and Contributions Effective 1/1/2008- 12/31/2008 1��qq,^^�,}�,,.��.�•.. Kaiser Single 316.16 301.43 14.73 6.80 Two-Pany 69238 611.06 81.32 37.53 Family 910.54 792.20 118.34 54.62 Blue Shield HMO Single 388.83 301.43 87.40 4034 Two-Party 847.37 611.06 236.31 109.07 Family 1,096.88 792.20 304.68 t13909 Blue Shield PPO Single 507.93 411.15 96.78 Consolidated Two-Party 1,073.84 772.48 30136 Family 1,330.81 936.47 394.34 182.00 Delta Dental PPO Single 57.86 45.02 12.84 5.93 Two-Party 1 108.02 85.91 22.11 10.20 Family 14236 122.18 20.18 9.31 Delta Care HMO Sutgle 24.87 24.15 0.72 G33 fwo-Party 42.29 41.07 112 0.56 Family 1 64.67 62.80 1.87 0.86 VSP Single 22.93 1946. 4.47 2.06 Two-Patty 22.93 18.46 4.47 2.06 Farrii]y 22.93 18-46 4.47 2.06 Errplv)mrod CityGntrilxom sr 6w rodwxgv. i �_ Non Assoclaled Fiord 12-17-07-RLso 4 y Exhibit"A" Resolution No.2007-89 NON-ASSOCIATED EMPLOYEES PAY AND BENEFIT'S RESOLUTION 1 "Safety Member"I-lealth Premiums-Employer Contribution Employees that are classified as "safety member" by the California Public Employees' Retirement System(CaWERS) may have access to the medical plans offered by CaWERS as contracted by the City. In accordance with eligibility provisions, the Police Chief and the Fire Chief may elect to enroll in the CalPERS health insurance program offered by the City. The City's maximum monthly employer contributions for the CalPERS health insurance program is set forth in the chart below. The amounts listed below include the mandated Public Employees'Medical and Hospital Care Act(PEMHCA)contnbution Employer contribmion rates effective January 16,2007-December 31,2007 -- ER, s:,, �,p�'��„cU5 EE ONLY $407.02 $731.40 $432.64 w $439.00 $360.60 $24.87 $58 31 $22.38 EE +1 $814.04 $1,462.80 $86528 $822-00 $721.20 $42.29 S108.85 $22.38 EE +2 OR MORE $1,05825 $1,901.64 $1,124.86 $1,045.00 $937.56 $64.67 $143.45 $22.38 Fw t� ' 'z{s •�. h'7 k. EE ONLY $301.43 $411.15 $411.15 $411.15 $301.43 $24.15 $45,02 $18.46 EE +1 $611,06, $772.49 $772.48 $772.48 F$611.06 $41.07 $85.91 , $18A6 EE +2ORMORE $79220 $936.47 $936.47 $936.47 $792.20 $62.80 $122.18 $18A6 c z n 4 j y .� ��. �� � �7� � `� �� i"�O C*�`4•. `�4.buy �.�"�r R u �Q �`t����x "..Y�,y EE ONLY $10559 $320,25 $21A9 � $27.85 $59.17 $0.72 $13.29 $3.92 EE +1 $202.98 $690.32 $92.80 $49.52 $110.14 $1.22 $22.94 $3.92 EEpp+2 OF,MOP $266.05/ $965.17 $183,39 $108.53 $�1y45-36 $1.87 $21.27 $3-92 EE ONLY $48.73 $147.81 $'9.92 $12-85 $27.31 $0.33 $6.13 $1.81 EE +1 $93.68 $318.61 $42.83 $22.86 $50.83 $0.56 $10.59 $1.81 EE +2 OR MORE $122.79 1 $445.46 $86.95 $50.10 $67.09 $0.86 $9.82 $1.81 Non Associated Final l2-17-07- Reso 5 Exhibit"A" Resolution No.2007-89 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION NA-Safety 2008 Health Premiums and Contributions-Effective 01/01/2008-12/31/2008 111 AT, PEM single 393.63 301.43 92,20 _ 47-55 Kaiser Two-Parry 787.26 611.06 17U0 81.32 Farnily 1,023.44 792.20 231.24 10673 PERS Single- 447.97 301.43 14654 67.63 Blue Shield HMO Two-Pany 895.94 611.06 284.88 131.48 Family 1,16472 792.20 372.52 171.93 PERS single 401.98 301.43 100.55 46.41 Blue Shield NetValue Two-P 803.96 611.06 192.90 89.03 Family 1,045.15 792.20 252.95 116.75 PEA Single 458.59 411.15 47.44 21.90 Choice Two-P 917.18 772.48 144.70 66.78 Famil 1,192-33 936.47 255.86 118.09 PERS single 712-71 411.15 301.56 139.18 Care Twoj 1,425.42 772.48 652.94 301.36 F 1,853.05 936.47 91638 423.04 PERS S 1e 444.05 411.15 32.90 15.18 Select T,,o-Pmy 888.10 772.48 115.62 53.36 F 1,154.53 936.47 218.06 100.64 Single 452.00 411.15 40.85 18.85 PORAC Two-Party 847.00 772.48 74.52 34.39 FanW4 1,076.00 936,47 139.53 64.40 Single 316.16 301.43 14.73 6.80 Kaiser Two-P 692.38 611.06 81.32 37.53 Famil 910.54 792.20 118.34 54.62 Single 388.83 301.43 87.40 40.34 Blue Shield HMO Two-Parry 947.37 611.06 236.31 109.07 Famil 1.096.88 792.20 304.68 140.62 Blue Shield PPO single 507.93 411.15 96.78 44.67 1 Consolidared Two-P aruy 1,073.84 772.48 301.36 139.09 Fami1 1,330.81 936.47 394.34 182.00 i Single 57.86 45.02 12.84 533 Delta Dental PPO Two-Party 108.02 85.91 22.11 10.20 Family 142.36 122.18 20.18 931 single 24,87 2415 072 033 Delta Case 1 L�40 Two-Parry 42.29 41.07 122 0.56 Family 64.67 62.80 1.87 0.86 Sine 22.93 18.46 4.47 2.06 VSP Two-Parry 22.93 18.46 4.47 206 Family 2293 18.46 4,47 2.06 np1q)w w,d C uy m1h7JA0M to dWIW Non Associated Final 12-17-07-Reso 6 Exhibit"A" Resolution No.2007-89 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION iii. Employees shall not be entitled to the difference between the employer contribution and the premiums for insurance plan(s)selected by the employee. iv_Future Premiums The City"caps" its contributions toward monthly group medical, dental and vision plan premiums by category(EE, EE + 1, and EE + 2 or more) as outlined in sections i and ii above. The employee and employer contributions rates set forth in sections ii and iii above shall remain in effect in 2009 and beyond unless otherwise modified by successor Non-Associated ResolutioIL The City's contribution caps will remain in place, even if premium increases result in these additional costs being borne by the employee. 3. Medical Cash Out If an employee is covered by a medical program outside of a city provided program (evidence of which must be supplied to Human Resources),they may elect to discontinue city medical coverage and receive one-hundred forty six dollars,($146.00)bi-weekly. 4. Section 125 Plan Employees shall be eligible to participate in a City approved Section 125 Flexible Spending Account Plan the same as all other eligible employees,as provided by IRS law. This plan allows employees to use pre-tax salary to pay for regular childcare,adult dependent care and/or medical expenses- B. Life and Accidental Death arADismemberment Insurance Each Non-Associated employee shall be provided with$50,000 life insurance and $50,000 accidental death and dismemberment insurance paid for by the city Each employee shall have the option,at his/her own expense, to purchase additional amounts of life insurance and accidental death and dismemberment insurance to the extent provided by the city's current providers. Evidence of insurability is contingent upon total participation in additional amounts. C. Lorry Term Disability Insurance This program provides for each incident of illness or injury, a waiting period of thirty(30) calendar days during which the Non-Associated employee may use accumulated sick leave, general leave, executive leave pay. Subsequent to the thirty(30) day waiting period,the employee will be covered by an insurance plan paid for by the city providing smysix and two-thirds percent (66 2/3%) of the first $12,500 of the employee's basic monthly earnings up to a nraxirnu m monthly benefit of$8,332,50. The maximum benefit period for disabilitydue 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: "7he inability to ferfoan all cf the dies of nth r tion cdwirg tw }ran area tl"noa the mabdtiy to owge in any m pkyro&or anpan&4 for ubi b I-Jshe is f wd by=son cf aim=4 traitung or erperi&m" Rehabilitation benefits are provided in the event the individual,due to disability,must engage in other occupation. Survivor's benefits continue the plan payment for three (3) months beyond death_ A copy of the plan is on file in the Human Resources Department. Non Associated Final 12-17-07-Peso 7 Exhibit"A" Resolution No.2007-89 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION D. CityPaid Physical Examinations Non-Associated employees shall be provided,once every two years,with a city paid physical examination comparable to the current pre-placement class physical examination or reimbursed the amount authorized for said physical examination. No more than one-half of the eligible employees shall receive examinations in anyone fiscal year. Said exam shall be comprehensive in nature and shall include: L A complete medical history,physical exam and review of results by physician. 2- Health testing including vision,hearing,breathing,chest x-ray and stress EKG. 4- Laboratory test including standard chemical test,blood count,HDL,urinalysis and stool test for blood. E. Miscellaneous When a Non-Associated employee is on a leave of absence without pay for reason of medical disability,the city shall maintain the city paid insurance premiums during the period the employee is in a non-pay status for the length of said leave,not to exceed twent}-four(24)months. F.Retirec.Medical Coverage for Retirees Not Eligible forthe City Medical Retiree Subsidy Plan Employees who retire from the Gry after January 1, 2004 and are granted a retirement allowance by the California Public Employees'Retirement System and are not eligible for the Citys 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 aty and receive a retirement allowance from the California Public Employees'Retirement System and are not eligible for the City's Retiree Subsidy Medical Plan and choose not to participate in City sponsored medical insurance upon retirement permanently lose eligibility for this insurance. However, if a retiree who is not eligible for the City's Retiree Subsidy Medical Plan chooses not to participate in city sponsored medical insurance plans because the retiree has access to other group medical insurance,and subsequently loses eligibility for that group medical insurance,the retiree and their qualified dependents will have access to city sponsored medical insurance plans reinstated Eligibility for Retiree Medical Coverage terminates the first of the month in which the retiree or qualified dependent turns age sixty five(65). G. Post-65 Su--lernental 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. Non Associated Finall2-17-07 Reso 8 Exhibit"A" Resolution No.2007-89 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION 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 sixtyfive(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 Oty subsidy. Retirees or qualified dependents, upon nursing age 65, who choose not to participate in City sponsored medical insurance plans that are supplemental to Medicare pennanently lose eligibility for this insurance. SECTION IV—RETIREMENT A Benefits 1. Public Employees'Retirement S3stem 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 Sup 1p emental 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 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 irr paragraph IV.A.3.a above, the city will provide a financial contribution towards the cost of retiree medical premiums as described in Section VI. 4. PERS 2.50/6Ca 55 If all other affected units agree,and subject to a formal ratification vote conducted by PERS,the City shall implement PERS 2.5% @ 55 retirement formula, effective as soon as possible. Effective the beginning of the fast pay period following implementation through December 26, 2008, the employees shall pay all of the additional costs to implement 2.5% @ 55 retirement formula Non Associated Final 12-17-07-Reso 9 Exhibit"A" Resolution No.2007-89 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION Effective December 27,2008 and thereafter,the employees shall pay two and one-quarter percent (2.25%)of the employee share of PERS. 5. Three Percent(3%)at Age 50 Formula Non-.Associated employees classified as "safety'employees are covered by the three percent at age 50 formula(3%0 50)as identified in Section 21362.2 of the California Government Code. 6. Pre-Retirement Optional Settlement 2 Death Benefit Non-.Associated employees shall be covered by the Pre-Retirement Optional Settlement 2 Death Benefit as identified in Section 21548 of the California Government Code when approved by the City Council. 7. Fourth Level of 1959 Survivor Benefits Non-Associated employees shall be covered by the Fourth Level of the 1959 Survivor Benefit as identified in Section 21574 of the California Government Code. B. Public Employees'Retirement System Reimbursement and Reporting 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- SECTION V—LEAVE BENEFITS A General Leave 1.Accrual Employees will accrue General Leave at the accrual rates outlined below. General leave may be used for any purpose,including vacation,sick leave,and personal leave. General leave for non-associated employees shall be accrued as follows: Years of Service Annual General Leave Biweekly General Leave Allowance Allowance First through Fourth Year 176 hours 6.77 Fifth through North Year 200 hours T69 _ Tenth through Fourteenth Year. 224 hours 8.62 Fifteenth Year and Thereafter 256 hours 9.85 Non Associated Final 12-17-07-Reso 10 Exhibit"A" Resolution No.2007-89 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION 2. Eligibility and Approval General leave must be pre-approved except for illness,injury or family sickness,which may require a physician's statement for approval. General leave accrued time is to be computed from hiring date anniversary. Members shall not be permitted to take general leave in excess of actual time earned- Members shall not accrue general leave in excess of six hundred forty(640) hours. Employees may not use their general leave to advance their separation date on retirement or other separation from employment. 3.Leave Benefit Entitlements The City shall comply with all State and Federal leave benefit entitlement laws. An eligible employee on an approved leave shall be allowed to use applicable earned Sick Leave, General Leave, or Executive Leave for family or personal health issues. For more information on employee leave options contact the Human Resources Department. 4. Conversion to Cash a. Pay Off at Termination An employee shall be paid for unused general leave upon termination of employment at which time such terminating employee shall receive compensation at their current salary rate for all unused,earned general leave to which they are entitled up to and including the effective date of their termination. b. Conversion to Cash Two times dunng each fiscal year, each permanent employee shall have the option to convert into a cash payment or deferred compensation tip to a total of one hundred-twenty(120)general leave benefit hours per fiscal year. The employee shall give payroll two(2)weeks advance notice of thee-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. dd Deferred Compensation Contribution at Time of Separation The value of any unused earned leave benefits may be transferred to deferred compensation at separation (including retirement), but only during the time that the employee is actively employed with the City. The latest opponunity for such transfer must be the beginning of the payperiod prior to the employee's last day of employment. Non Associated Fi"12-17-07-Reso 11 Exhibit"A" Resolution No.2007-89 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLuTiON B. Holidays and Pay Provisions 1- Non-Associated employees shall receive the following legal holidays as of the first pay period following adoption of the Non-Associated Resolution paid in full per the employee's regularly scheduled work shift: (1) New Year's Day(January 1) (2) Martin Luther King Day(third Monday in January) (3) Presidents Day(third Monday in February) (4) Memorial Day(last Monday in May) (5) Independence Day Duly 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) Chrisrnnas Day(December 25) 2. Any day declared by the President of the United States to be a national holiday or by the Governor of the State of California to be a state holiday and adopted as an employee holiday by the City Council of the City of Huntington Beach. 3. 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.Qedit 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. Payoff at Zermination 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 11 1972,plus fifty percent(506) 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.C5.d below. Non Associated Final 12-17-V-Reso 12 Exhibit"A" Resolution No.2007-89 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION Upon termination for any other reason,employees shall be compensated at their then current rate of pay for fifty percent(K%) of all unused accumulated sick leave, up to a maximum of 720 hours of such acctunulated 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 (250/G) of unused, earned sick leave to 480 hours accrued, and for thirty-five percent (351%) of all unused, earned sick leave in excess of 480 hours, but not to exceed 720 hours, except as provided in paragraph V.C2.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 maybe 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.C5.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. Sias 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 by72 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 irnntediate 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-lave, son-in-law, daughter-in-law, brother-in-law,sister-in-law,stepchildren,or wards of which the employee iS the legal guardian. E. Voluntary Catastrophic Leave Donation Pru_gram Under certain conditions,an employee may donate leave time to another employee in need. The program is outlined in Exhibit 6. SECTION VI—RETIREE SUBSIDY MEDICAL PLAN An employee who has retired from the city shall be entitled to participate in the city sponsored medical insurance plans in accordance with the Retiree Subsidy Medical Plan as outlined in Exhibit 4. Non Associated Final I2-17-07- Reso 13 Exhibit`:A" Resolution No.2007-39 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION SECTION VII—MISCELLANEOUS A Collection of Payroll Overpayments In the event that a payroll overpayment is discovered and verified, and considering all reasonable factors including the length of time that the overpayment was made and if and when the employee could have reasonably known about such overpayment, the City shall take action to collect from the employee the amount of overpayment(s). Such collection shall be processed by payroll deduction over a reasonable period of time considering the total amount of overpayment. In the event the employee separates from employment during the collection period,the final amount shall be deducted from the last payroll check of the employee. If applicable,the balance due from the employee shall be communicated upon employment separation if the last payroll check does not sufficiently cover the amount due the City. It shall be the responsibility of the employee and the City to periodically monitor the accuracy of compensation payments or reimbursements due to the possibility of a clerical oversight or error. The City reserves the right to also collect compensation overpayments caused by or the result of misinterpretation of a pay provision by non-authorized personnel. The interpretation of all pay provisions shall be administered by the City Administrator or designee and as adopted by the City Council. Unauthorized compensation payments shall not constitute a past practice(1/03/05). B. Uniforms and CAPERS Reporting The City provides uniforms to active duty employees in the classifications of Police Cltief and Fire Chief. These employees are required to wear a standard uniform for appearance,unifournity,and public recognition purposes. The City will report to the California Public Employees' Retirement System(CalPERS) the average annual cost of uniforms as special compensation for each eligible employee in accordance with Title 2, California Code of Regulations,Section 571(a)(5). Non Associated Final 12-17-07-Reso 14 Exhibit"A" Resolution No.2007-89 NON-ASSOCIATED EMPLOYEE PAY AND BENEFIT PROVISIONS EXHIBIT 1 NON-ASSOCIATED EXECUTIVE MANAGEMENT SALARY SCHEDULE EFFECTIVE January 16,2007 Pay job Grade Starting Control High Point Type Descri tion 1/16/07 Point Point 0510 De a Ci Administrator 703 $72.68 $80.90 1 $90.04 0009 Director of Building&Safe 681 $65.12 $72.48 $80.68 0014 Director of Community Services 697 $70.53 $78.50 $8738 0008 Director of Econ Development 681 $65.12 $72.48 $80.68 0574 Director of.Human Resources 681 $65.12 $72.48 $80.68 0479 Director of Info Services 681 $65.12 $72.48 $80.68 0007 Director of L6r Services 668 $61.03 $6793 $75.61 002I Director of Planning 631 $65.12 $72.48 $80.68 0010 Director of Public Works 697 $70.53 $78.50 $8738 0518 Finance Director 697 $70.53 $78.50 $8738 0015 Fire Chief 709 $74.88 $83.35 $92.77 0011 Police Mef 709 $74.88 $83.35 $92.77 0016 aty Anorne 740 $87.41 $97.29 $109.29 0017 aty Clerk 668 $61.03 $67.93 $75.61 0018 City Treasurer 681 $65.12 $72.48 $80.68 W07 Director of l.ibr Services 668 $61.03 $67.93 1 1 $75.61 Non Associated Final 12/l7/07 15 Exhibit"A" Resolution No.2007-89 NON-ASSOCIATED EMPLOYEE PAY AND BENEFIT PROVISIONS EXHIBIT 1 NON-ASSOCIATED EXECUTIVE MANAGEMENT SALARY SCHEDULE EFFECTIVE December29,2007 Pay ob Grade Starting Control High Point T e Descri lion 12/29/07 Point Point 0510 Deputy aEy Administrator 709 $74.88 $83.35 $92.77 0009 Director of Building&Safety 687 $67.11 $74.69 $83.13 0014 Director of Community Services 703 $72.68 $80.90 $90.04 0008 IDirector of Econ Development 687 $67.11 $74.69 $83.13 0574 Director of Human Resources 687 $67.11 $74.69 $83.13 0479 Director of Info Services 687 $67.11 $74.69 $83.13 0007 Director of Library Services r68 4 $62.89 $70.00 $77.91 0021 Director of Planning7 $67.11 $74.69 $83.13 0010 Director of Public Works 3 $72.68 $8090 $90.04 0518 Finance Director 3 $72.68 $80.90 $9004 0015 Fire Chief 5 $77.17 $85.89 $95.59 0011 Police Chief 715 $77.17 $85.89 $95.59 0016 City Attorney 746 $90.07 _ $10025 $111.58 0017 Ci Clerk 674 $62.89 $70.00 $77.91 J 0018 CityTreasurer 687 $67.11 $74.69 $83.13 Non Associated Final 12/17/07 16 Exhibit"A" Resolution No_2007-89 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION EXHIBIT 1 NON-ASSOCIATED EXECUTIVE MANAGEMENT SALARY SCHEDULE EFFEC]CIVE December27,2008 Pay job Grade Starting Control High Point Type Description 12/27/08 Point Point 0510 Deputy Gty Admir&trator 715 $77.17 $85.89 $95.59 r Director of Build &Safe 693 $69.15 $76.96 $85.66 Director of GDmmuni Services 709 $74.88 $83.35 $92.77 Director of Econ Develo ment 693 $69.15 $76-96 $85.66 Director of Human Resources 693 $69.15 $76.96 $85.66 Director of Info Services 693 $69.15 $76.96 $85.66- 0007 Director of Lib Services 680 $64.80 $72.12 $80.28 0021 Director of PE 693 $69.15 $76.96 $85.66 0010 Director of Public Works 709 $74.88 $8335 $92.77 0518 Finance Director 709 $74A $83.35 $92.77 0015 Fire Chief 721 $795I $88.49 $98.50 0011 Police Chief 721 $79.51 $88.49 $98.50 r0l Ci A¢orne 751. $92,8] $10330 $]14.97 Ci Clerk 680 $64.80 $72.I2 $80.28atyTreasurer 693 $69.15 $76.96 $85.66 Non Associated Final 12-IT07-Reso 17 Exhibit"A" Resolution No.2007-89 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION EXHIBIT 2 RETIREE MEDICAL PLAN An employee who has retired from the city shall be entitled to participate in the city sponsored medical insurance plans and the city shall contribute toward monthly premiums for coverage in an amount as specified in accordance with this Plane,provided: A. At the time of retirement the employee has a rainimu m of ten (10) years of continuous full time city service or is granted an industrial disability retirement;and B. At the time of retirement,the employee is employed bythe 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 anyone of the following: 1. On the fast of the month in which a retiree or dependent reaches age 65 or on the date the retiree or dependent call fast apply and become eligible,automatically or voltunarily, for medical coverage under Medicare (whether or not such application is made) the city's obligation to pay monthly prentiurns may be adjusted downward or eliminated_ Benefit coverage at age 65 under the cit}Ys medical plans shall be governed by applicable plan document. 2. In the event of the death of any employee, whether retired or not,the amount of the retiree medical insurance subsidy benefit which the deceased employee ass 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 m,elve(12)months- D. Schedule of Benefiu 1. Minimum Eligibility for Benefits nth the exception of an industrial disability retirement, eligibility for benefits begins after an employee has completed ten (10) years of continuous full time service with the City of Huntington Beach. Said service must be continuous unless prior service is reinstated at the time of his/her rehire in accordance with the city's Personnel Rules. 2. Disabkw Ketirees Industrial disability retirees with less than ten (10) years of service shall receive a maximum monthly payruent toward the prernium 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. Non Associated Final 12-17-07-Reso 18 Exhibit"A" Resolution No.2007-89 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION 3. Maximum Monthly Subsid Payments Payment amounts may be reduced each month as dependent eligibility ceases due to death, divorce or loss of dependent child status. However,the amount shall not be reduced if such reduction would cause insufficient funds needed to pay the full premium for the employee and the remaining dependents. In the event no reduction occurs and the remaining benefit premium is not sufficient to pay the premium amount for the employee and the eligible dependents,said needed excess premium amount shall be paid by the employee. All retirees, including those retired as a result of disability whose number of years of service prior to retirement, exceeds ten (10) years of continuous full time service, shall be entitled to maximum monthly payment of premiums by the city for each year of completed city service as follows: Maximum Monthly Payment for Retirements After: Years of Service Subsid 10 $121 11 136 12 151 13 166 14 191 15 196 16 211 17 226 18 241 19 256 20 271 21 286 22 300 23 315 24 330 25 344 Non Associated Final 12-17-07-Reso 19 Exhibit"A" Resolution No.2007-89 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION M[SCELLANEOUS PROVISIONS A Eli ig�bilit 1. The effective start-up date of the Retiree Subsidy Medical Plan for the various employee groups shall be the first of the month following retirement date. 2. A retiree may change plans, add dependents, etc., during annual open enrollment. The Administrative Services Department shall notify covered retirees of this opportunity each year. 3. Years of service computed for the Retiree Subsidy Medical Plan are actual years of completed service with the City of Huntington Beach. B. Benefits: 1. Retiree Subsidy Medical Plan includes Managed Health Network (MI-", Prescription Card System (PCS), Orange County Foundation for Medical Care (OCFMC) and Medical Stop Loss insurance. 2. City Plans are the primary payer for active employees age 65 and over, with Medicare the secondary payer. Retirees age 65 and over have no City Plan options and are eligible only for Medicare. 3. Premium payments are to be received at least one month in advance of the coverage period. C Su sidies: 1. The subsidy payments will pay for. a. Retiree Subsidy Medical Plan. b. HMO. c. Pan A of Medicare for those retirees not eligible for paid Part A. 2. Subsidypayments will not payfor. a- Part B Medicare. b. Regular City Employee Indemnity Plan. c. Any other employee benefit plan. d. Any other commercially available benefit plan. e. Medicare supplements D. Medicare: 1. All persons are eligible for Medicare coverage at age 65. Those with sufficient credit quarters of Social Security will receive Part A of Medicare at no cost. Those without sufficient credited quarters are still eligible for Medicare at age 65,but will have to pay for Part A of Medicare if the individual elects to take Medicare. In all cases,Part B of Medicare is paid for by the participant. Non Associated Final 12-17-07-Reso 20 Exhibit"A" Resolution No.2lltLR9 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION 2. When a retiree and his/her spouse are both 65 or over,and neither is eligible for paid Part A of Medicare,the subsidyshall payfor 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 Patt 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 shA be for the retiree's Pan A only. E_ Cancellation_ 1. For retirees/dependents eligible for paid Part A of Medicare, the following cancellation provisions apply. E 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 elinunated 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 trade 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 fart A of Medicare. 3. Retiree Subsidy Medical Plan and COBRA participants shall be notified of non-payment of premium by means of a certified letter from Employee Benefits in accordance with provisions of the Non-Associated Resolution. 4. A retiree who fails to pay premiums due for coverage and is in at-rears for sixty(60)days shall be terminated frotnthe flan and shall not have reinstatement rights. Non Associated Final 12-17-07-Reso 21 Exhibit"A" Resolution No.2007-89 LION-ASSOCIATED EMPLOYEE PAY AND BENEFIT PROVISIONS EXHIBIT 3 - 9/80 WORK SCHEDULE This work schedule is known as "9/80". The 9/80 work schedule is designed to be in compliance with the requirements of the Fair Labor Standards Act(FLSA). In the event that there is a conflict with the current rules, practices and/or procedures regarding work schedules and leave plans,then the rules listed below shall govern. 9/80 WORK SCHEDULE DEFINED The 9/80 work scbedule 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 hunch 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- Fort 40 Hour FLSA Work Week The actual FLSA workweek is from Friday at mid-shift(p.m.)to Friday at mid shift(am.). 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 ernplores starts Friday mid-shift (p.m) and continues for fourteen (14) days until Friday nid-shift (a.m.). During this period,each week is made up of four(4) nine (9) hour work days (thirt)Isix (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 rii shift,vhiich is charged to work week one and four(4) hours for the p.nr.shift,which is charged to work week two). O A/B Schedules To contiure 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 kriown as the schedule with a day off on the Friday in the middle of the payperiod,or,"off on payday",the`B"schedule shall have the first Friday(p.m) and the last Friday(am.)off,or"workuig on payday". An example is listed below: 7 dA i ' KAN FA-Schedule - 4 1 9 9 9 9 - - 9 I 9 9 9 4 4 B Schedule - - 9 9 9 9 4 4 y- - 9 9 9 9 - ]Von Associated Final 12/17/07 22 ATTACHMEN T #2 Patrick McIntosh EDUCATIONAL BACKGROUND Master of Arts - Organizational Leadership- 1998 Chapman University; Orange, CA Bachelor of Science - Fire Administration - 1981 California State University Los Angeles; Los Angeles, CA Associate of Arts - General Education Studies/Fire Science - 1978 Pasadena City College; Pasadena, CA CERTIFICATION State Certified Chief Officer- California State Fire Marshal Chief Fire Officer- Center for Public Safety Excellence Executive Fire Officer- U.S. Fire Administration National Fire Academy SUMMARY OF EXPERIENCE 2007 to Present Orange County Fire Authority, CA (Population: 1,300,000) Deputy Fire Chief Executive level position with responsibilities as a member of the 6-member Executive Management Team responsible for leadership and management of a full service emergency service agency serving 23 political jurisdictions and over 1.3 million citizens in a 500 square mile service area. The agency operates from 62 fire stations and a Regional Fire and Operations Training Center(RFOTC) with 1100 full-time personnel, 300 Reserves, a fiscal year 2009/2010 operating budget of$233 million, and is governed by a 24-member Board of Directors. Report directly to the Fire Chief and have responsibilities for oversight of daily operations of the agency which includes 4 Departments (Operations, Business Services, Fire Prevention, Support Services), as well as the Human Resources Division. Work closely with the Board of Directors, several standing and ad-hoc Board Committees, as well as a City Manager Technical Advisory Committee. 2007 to 2007 Orange County Fire Authority, CA (Population: 1,300,000) Assistant Chief- Operations Department Executive level position with responsibilities as a member of a 6-member Executive Management Team. Responsible for one of four major Departments comprised of 5 field Divisions which provide all risk fire, emergency medical, and rescue services; hazardous materials response; and Urban Search & Rescue Team response. Responsibilities also included a 6th Division (Operations Support) which includes OCFA's Emergency Dispatch and Command Center, Emergency Medical Services Section, Training and Safety Section, Emergency Planning and Coordination Section, Special Operations Section, and Community Volunteer Services Section. Operations Bureau services provided from 61 fire stations and the RFOTC with a staff of 891 full-time personnel and 300 Reserves. The annual Operations Department budget for FY 2007/2008 was $167 million. 2002 to 2007 Orange County Fire Authority, CA (Population: 1,300,000) Assistant Chief- Support Services Department Executive level position with responsibilities as a member of the 6-member Executive Management Team. Responsible for one of four major Departments comprised of Fleet Services, Property Management, Strategic Services, and Legislation. Department responsibilities include coordinating all facilities maintenance, repairs, design and construction; automotive and fleet maintenance, repairs, and acquisition; governmental liaison and legislative advocacy; and coordinating strategic planning functions including long range analysis of impacts on resources associated with future land use, development, and increases in service demand. Services were provided with a staff of 35 full-time personnel and an annual operating budget of$9 million, 5-year Capital Improvement Program/Facility Maintenance Budget of$12 million, and a 5-year Vehicle Replacement Budget of$25 million. 1999 to 2002 Orange County Fire Authority, CA (Population: 1,300,000) Assistant Chief- Fire Prevention Department Executive level position with responsibilities as a member of the 6-member Executive Management Team. Responsible for one of four major Departments comprised of Planning and Development, Investigations, Inspection Services, and Hazardous Materials Services. Department responsibilities included recommending and enforcing fire and building codes and ordinances relative to fire and life safety issues, reviewing and approving plans and conducting inspections of construction projects, coordinating life safety inspections of existing buildings, investigating all fires, and managing the agencies hazardous materials programs in accordance with local, state, and federal regulations. Services provided with a staff of 75 full-time personnel and an annual operating budget of$9 million. 1997 to 1999 Orange County Fire Authority, CA (Population: 1,300,000) Fire Division Chief Responsible for providing services to five contract cities and a large unincorporated area. Managed two battalions with service provided by a combination staff of 375 personnel operating from 17 fire stations. Additional responsibilities for budget development and management, personnel administration, labor-management relations, resource deployment analysis, planning future service needs, and management of the department's FEMA Urban Search & Rescue Program. Responsibilities required interaction with multiple City Managers, elected officials, city staff, State/Federal agencies, community groups, developers, and the business community. 1997 to 1997 Orange County Fire Authority, CA (Population: 1,300,000) Fire Battalion Chief- Emergency Medical Services Section Responsible for administrative and liaison services for all aspects of the Authority's EMS programs including continuous quality assurance programs, evaluation of service delivery options, management of a $1 million budget, continuing education programs, and on-going monitoring of performance. 1996 to 1997 Orange County Fire Authority, CA (Population: 1,300,000) Fire Battalion Chief- Community Volunteer Services Section Responsible for management of a 700 member Paid Call Firefighter Program and 100 member youth Fire Exploring Program, as well as development and implementation of other community volunteer programs. 1992 to 1996 Orange County Fire Authority, CA (Population: 1,300,000) Fire Battalion Chief- Deputy Fire Marshal Managed Code Enforcement Section serving 19 cities and all unincorporated areas. Led combination staff of 21 civilian and safety personnel who provided inspection services including all new construction, high risk, and State Fire Marshal regulated facilities. Worked with Building Officials in all jurisdictions to adopt the Uniform Fire Codes and interacted with the State Fire Marshal's Office, City Staff, developers, business owners, and community groups on major projects and issues. Participated on local, State and Federal committees. 1989 to 1992 Orange County Fire Authority, CA (Population: 1,300,000) Fire Battalion Chief- Operations Department Managed and directed day-to-day operations of 9 fire stations, serving 200,000 residents. Responsible for coordination of emergency and administrative activities of 43 career and 100 paid-call personnel. Additional duties included personnel management, budget preparation, special projects and coordination with Staff. 1988 to 1989 Orange County Fire Authority, CA (Population: 1,300,000) Fire Captain -Assistant Fire Training Officer Researched, developed, and coordinated delivery of training programs. Provided evaluation, analysis and recommendations on training needs, and provided career development counseling to department members. Acted as liaison with other fire agencies, training facilities, professional groups, and regional and statewide committees. 1987 to 1988 Orange County Fire Authority, CA (Population: 1,300,000) Fire Captain - Public Information Officer Responsible for development, implementation, and administration of the department's public education programs. Managed a civilian education specialist staff, provided coordination and liaison with the media, and provided cooperative support to local community groups on special projects. Responsible for preparing special reports, routine contact with the Board of Supervisors and City officials, and establishing section budget needs. 1982 to 1987 Orange County Fire Authority, CA (Population: 1,300,000) Fire Captain Paramedic, Fire Apparatus Engineer- Paramedic, Firefighter 1979 to 1982 City of San Gabriel, CA (Population: 33,000) Firefighter OTHER QUALIFICATIONS Other Certifications: Program for Senior Executives in State and Local Government - Harvard University, Kennedy School of Government - 2003 National Preparedness Leadership Initiative - Harvard University, Kennedy School of Government- 2005 RCA ROUTING SHEET INITIATING DEPARTMENT: Administration SUBJECT: Approval of Fire Chief Employment Agmt COUNCIL MEETING DATE: December 21, 2009 RCA ATTACHMENTS STATUS Ordinance (w/exhibits & legislative draft if applicable) Attached ❑ Not Applicable Resolution (w/exhibits & legislative draft if applicable) Attached ❑ Not Applicable Tract Map, Location Map and/or other Exhibits Attached ❑ Not A plicable Attached ❑ Contract/Agreement (w/exhibits if applicable) Not Applicable (Signed in full by the City Attorney) Attached ❑ Subleases, Third Party Agreements, etc. Not Applicable (Approved as to form by City Attorne Certificates of Insurance (Approved b the CityAttorne Attached ❑ y Y) Not A plicable Attached ❑ Fiscal Impact Statement (Unbudgeted, over $5,000) Not Applicable Bonds (If applicable) Attached ElNot Applicable Attached ❑ Staff Report (If applicable) Not Applicable Commission, Board or Committee Report If applicable) Attached ❑ p ( pp ) Not Applicable s/Conditions for Approval and/or Denial Attached Find ings/Cond ❑ g pp Not Applicable IEXPiLAHATIOW FOR NWNG ATTACHMENTS _ REVIEWED RETURNED FOR A DED Administrative Staff ) Assistant City Administrator Initial City Administrator Initial City Clerk ) EXPLANATION FOR RETURN OF ITEM: RCA Author: