HomeMy WebLinkAboutSCLEA - Surf City Lifeguard Employees Association - 2006-02-06 CITY OF HUNTINGTON BEACH 2O06 JAN 27 AN 10: 10
MEETING DATE: February 6, 2006 DEPARTMENT ID NUMBER: AD TQ6fi ;- ;
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11UNTINIG O111 1JEA01w I
Council/Agency Meeting Held: OZ 10 b,6
Deferred/Continued to: L,4"
"Approved ❑ Conditionally Approved ❑ Denied City rkVfSignat#
Council Meeting Date: February 6, 2006 Departmen Number: ADCS-06-04
CITY OF HUNTINGTON BEACH
REQUEST FOR COUNCIL ACTION
SUBMITTED TO: HONORABLE MAYOR AND CITY COUNCIL MEMBERS
lell SUBMITTED BY: PENEL PE CULBRET�FTG, CITY ADMINISTRATOR
PREPARED BY: ROBERT HALL DEPUTY CITY ADMINISTRATOR
SUBJECT: APPROVAL OF MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY AND THE HUNTINGTON BEACH SURF CITY
LIFEGUARD EMPLOYEES' ASSOCIATION
Statement of Issue,Funding Source,Recommended Action,Alternative Action(s),Analysis,Environmental Status,Attachments)
Statement of Issue:
Should the City and the Huntington Beach Surf City Lifeguard Employees' Association
(SCLEA) enter into a new Memorandum of Understanding covering the period January 1,
2005 through December 31, 2006?
Funding Source:
Funding was included in the Fiscal Year 2004/2005 budget and will be included in the Fiscal
Year 2005/2006 and Fiscal Year 2006/07 budgets. The cost to implement the SCLEA
Memorandum of Understanding in Fiscal Year 2004/05 is $23,639; $40,662 in Fiscal Year
2005/06; and, $10,927 in Fiscal Year 2006/07.
Recommended Action: Motion to:
Adopt Resolution No. C21&4-b, a Resolution of the City Council of the City of Huntington
Beach approving and implementing the Memorandum of Understanding between the City of
Huntington Beach and the Surf City Lifeguard Employees' Association for the term of
January 1, 2005 through December 31, 2006.
Alternative Action(s):
Do not approve the Resolution for employees of the SCLEA.
2003-06 SCLEA Reso RCA 02-06-06 -2- 1/23/2006 5:35 PM
REQUEST FOR COUNCIL ACTION
MEETING DATE: February 6, 2006 DEPARTMENT ID NUMBER: ADCS-06-
04
Analysis:
Representatives of the City and the SCLEA have met and conferred and were unsuccessful
in reaching an agreement. In November 2005, the impasse procedure was enacted and as a
result, an agreement was reached on a new Memorandum of Understanding (MOU) for the
contract term of January 1, 2005 through December 31, 2006. Proposed pay and other
negotiated changes include the following:
Wages
- 3% wage increase effective the start of the pay period that includes 01/01/05
- Effective 06/18/05, a 5% wage adjustment for employees in the classification of Jr. Guard
Instructor 11 in exchange for elimination of the provision granting 5% special pay for an
Emergency Medical Technician (EMT) certification
- 4% wage increase effective the start of the pay period that includes 01/01/06
Other
- Change contract language to revise the frequency of the issuance of uniform sweatpants to
returning seasonal employees from the beginning of each season to an "as needed
replacement" basis.
- Addition of contract language to document current practice for the handling of dispute(s)
regarding interpretation or application of an MOU provision and the effective date of special
pay.
- Addition of contract language to document compliance with the California Public
Employees' Retirement System (CaIPERS) on reporting the cost of City provided uniforms
for eligible employees and to document an agreement during the term of the contract to
update the Employer-Employee Relations Resolution (EERR) with State law.
A summary of these negotiated provisions is included as Attachment#1.
Environmental Status: Not Applicable
Attachment(s):
City Clerk's
. . - NumberDescription
Summary of Proposed Changes in Terms and Conditions of Employment
1 between the City of Huntington Beach and the SCLEA
Resolution to Adopt Memorandum of Understanding between the City of
2 Huntington Beach and the SCLEA for January 1, 2005 through December
31, 2006
Legislative Draft - Memorandum of Understanding between the City of
3 Huntington Beach and the SCLEA for January 1, 2005 through December
31, 2006
Exhibit Final Memorandum of Understanding between the City of Huntington S
Ot
A Beach and the SCLEA for January 1, 2005 through December 31, 2006 —
RCA Author: Irma Youssefieho�
2003-06 SCLEA Reso RCA 02-06-06 -3- 1/23/2006 5:35 PM
� _ ATTACHMENT #
�
PROPOSED CHANGES IN TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN
CITY OF HUNTINGTON BEACH AND THE SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
Proposed FY 2004/2005 FY 2005/2006 FY 2006/2007 Estimated Cost for Term Staff Comments
Changes in Terms Estimated Cost Estimated Cost: Estimated Cost: of the Agreement
and Conditions a.) Base Wages* a.) Base Wages* a.) Base Wages* a.) Base Wages*
b.)Wage Driven b.)Wage Driven b.) Wage Driven b.) Wage Driven Costs**
Costs** Costs** Costs** c.) Total Estimated
c.) Total c.) Total c.) Total Cost***
Estimated Estimated Estimated
Cost*** Cost*** Cost***
� _ .
10/01/05 — 24 month contract
12/31 ny�n/06 y�
Wi a lWt..74 i.� il+
3%wage increase a.) $ 19,125 a.) $ 6,375 a.) $ 25,500 Same wage increase in
effective the start b.) $ 23,639 b.) $ 7,880 b.) $ 31,519 Year I as HBMEA.
of pay period that c.) $ 42,764 c.) $ 14,255 c.) $ 57,019
includes 01/01/05
5%wage increase N/C N/C N/C N/C This wage adjustment is
effective 6/18/05 in exchange for the
for the elimination of the 5%
classification of special pay provision for
Jr. Guard possession of an
Instructor II Emergency Medical
Technician (EMT)
certification. Value of
this exchange is approx.
$2,733,
*Base wages is the cost of increasing wages
**Wage driven costs are the additional costs associated with increasing wages,which include employer taxes,worker's compensation and retirement costs,as
applicable
***Total estimated costs are based upon cost information available in 2004/2005
N/C represents no measurable cost
Council Meeting of February 6,2006
Page 1 of 5
PROPOSED CHANGES IN TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN
CITY OF HUNTINGTON BEACH AND THE SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
Proposed FY 2004/2005 FY 2005/2006 FY 2006/2007 Estimated Cost for Term Staff Comments
Changes in Terms Estimated Cost Estimated Cost: Estimated Cost: of the Agreement
and Conditions a.) Base Wages* a.) Base Wages* a.) Base Wages* a.) Base Wages*
b.) Wage Driven b.) Wage Driven b.) Wage Driven b.) Wage Driven Costs**
Costs** Costs** Costs** c.) Total Estimated
c.) Total c.) Total c.) Total Cost***
Estimated Estimated Estimated
Cost*** Cost*** Cost***
4%wage increase N/C a.) $ 26,523 a.) $ 8,841 a.) $ 35,364 Same wage increase in
effective the start b.) $ 32,782 b.) $ 10,927 b.) $ 43,709 Year 2 as HBPOA,
of pay period that c.) $ 59,305 c.) $ 19,768 c.) $ 79,073 HBMEA, MEO, Non-
includes 01/01/06 Assoc., HBFA, FMA,
PMA & MSOA.
n R777
x7777
all'ERS ` e QQY�lliy
Add contract N/C N/C N/C N/C To document practice for
language for the the compliance with
reporting of the California Public
cost of uniforms Employees' Retirement
provided by the System (CalPERS) law.
City for eligible This provision does not
employees. apply to all SCLEA
employees (limited to
approx. 15).
*Base wages is the cost of increasing wages
**Wage driven costs are the additional costs associated with increasing wages,which include employer taxes,worker's compensation and retirement costs,as
applicable
***Total estimated costs are based upon cost information available in 2004/2005
N/C represents no measurable cost
Council Meeting of February 6,2006
Page 2 of 5
PROPOSED CHANGES IN TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN
CITY OF HUNTINGTON BEACH AND THE SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
Proposed FY 2004/2005 FY 2005/2006 FY 2006/20071 Estimated Cost for Term Staff Comments
Changes in Terms Estimated Cost Estimated Cost: Estimated Cost: of the Agreement
and Conditions a.) Base Wages* a.) Base Wages* a.) Base Wages* a.) Base Wages*
b.)Wage Driven b.) Wage Driven b.)Wage Driven b.) Wage Driven Costs**
Costs** Costs** Costs** c.) Total Estimated
c.) Total c.)Total c.)Total Cost***
Estimated Estimated Estimated
Cost*** Cost*** Cost***
"Mi .111
yp�
Amend contract N/C N/C N/C N/C To address efficiency and
language revising cost savings.
the frequency of
the issuance of
uniform
sweatpants from
the start of each
season to an"as
needed
replacement"
basis.
*Base wages is the cost of increasing wages
**Wage driven costs are the additional costs associated with increasing wages,which include employer taxes,worker's compensation and retirement costs, as
applicable
***Total estimated costs are based upon cost information available in 2004/2005
N/C represents no measurable cost
Council Meeting of February 6,2006
Page 3 of 5
PROPOSED CHANGES IN TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN
CITY OF HUNTINGTON BEACH AND THE SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
Proposed FY 2004/2005 FY 2005/2006 FY 2006/2007 Estimated Cost for Term Staff Comments
Changes in Terms Estimated Cost Estimated Cost: Estimated Cost: of the Agreement
and Conditions a.) Base Wages* a.) Base Wages* a.) Base Wages* a.) Base Wages*
b.)Wage Driven b.) Wage Driven b.) Wage Driven b.) Wage Driven Costs**
Costs** Costs** Costs** c.)Total Estimated
c.) Total c.)Total c.)Total Cost***
Estimated Estimated Estimated
Cost*** Cost*** Cost***
Add contract N/C N/C N/C N/C Documents current
language to practice in the MOU for
document the the handling of dispute(s)
procedure for the regarding interpretation
handling of a or application of an MOU
Grievance provision.
S eehi Pa .
Add contract N/C N/C N/C N/C Documents current
language to reflect practice in the MOU.
special pay as
effective the first
full pay period
following
certification.
*Base wages is the cost of increasing wages
**Wage driven costs are the additional costs associated with increasing wages,which include employer taxes,worker's compensation and retirement costs, as
applicable
***Total estimated costs are based upon cost information available in 2004/2005
N/C represents no measurable cost
Council Meeting of February 6,2006
Page 4 of 5
PROPOSED CHANGES IN TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN
CITY OF HUNTINGTON BEACH AND THE SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
Proposed FY 2004/2005 FY 2005/2006 FY 2006/2007 Estimated Cost for Term Staff Comments
Changes in Terms Estimated Cost Estimated Cost: Estimated Cost: of the Agreement
and Conditions a.) Base Wages* a.) Base Wages* a.) Base Wages* a.) Base Wages*
b.)Wage Driven b.)Wage Driven b.)Wage Driven b.)Wage Driven Costs**
Costs** Costs** Costs** c.) Total Estimated
c.) Total c.) Total c.) Total Cost***
Estimated Estimated Estimated
Cost*** Cost*** Cost***
777
11'Iiret + ctf Uri, ,f r . mert... ;
Update the N/C N/C N/C N/C To reflect current law.
Employer-
Employee
Relations
Resolution
-7777777
7k4
ev�s�ar Delcti. . Q act Ia ua s. .E
Includes non- N/C N/C N/C N/C To update contract b
substantive revising language to
changes clarify provision or by
removing language that
no is longer applicable.
Cost of Proposed a.) $ 19,125 a.) $ 32,898 a.) $ 8,841 a.) $ 60,864
Changes b.) $ 23,639 b.) $ 40,662 b.) $ 10,927 b.) $ 75,228
c.) $ 42,764 c.) $ 73,560 c.) $ 19,768 c.) $ 136,092
*Base wages is the cost of increasing wages
**Wage driven costs are the additional costs associated with increasing wages,which include employer taxes,worker's compensation and retirement costs,as
applicable
***Total estimated costs are based upon cost information available in 2004/2005
N/C represents no measurable cost
Council Meeting of February 6,2006
Page 5 of 5
ATTACHMENT #2
RESOLUTION NO. 2 0 0 6-6
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF
HUNTINGTON BEACH APPROVING AND IMPLEMENTING THE
MEMORANDUM OF UNDERSTANDING BETWEEN THE HUNTINGTON
BEACH LIFEGUARD EMPLOYEES' ASSOCIATION(SCLEA) AND THE
CITY OF HUNTINGTON BEACH FOR THE TERM OF JANUARY 1, 2005
THROUGH DECEMBER 31, 2006
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of
Huntington Beach that the Memorandum of Understanding between the City of Huntington
Beach and the Huntington Beach Lifeguard Employees' Association(SCLEA), a copy of which
is attached hereto as Exhibit A and by reference made a part hereof, is hereby approved and
ordered implemented in accordance with the terms and conditions thereof. Such Memorandum
of Understanding shall be effective for the term of January 1, 2005 through December 31, 2006.
IT IS FURTHER RESOLVED that the City Administrator or her/his designee is hereby
authorized to execute said Memorandum of Understanding.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 6 t h day of February , 2006
Mayor
REVIEWED AND APPROVED APPROVED AS TO FORM:
I
ity Ad nistrator City Attorn y
MD AND APPROVED:
Deputy City Administrator
06reso/lifeguard mou
EXHIBIT
A
SCLEA MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
ARTICLE I -TERM OF MOU 1
ARTICLE it - REPRESENTATION 1
A. REPRESENTATION UNIT 1
B. EMPLOYEE AND UNION RIGHTS 1
ARTICLE III - PAYROLL DEDUCTION OF UNION DUES 2
ARTICLE IV- UNIFORM ALLOWANCE 2
A. NEw HIRES 2
B. DAMAGED UNIFORM ARTICLES 2
C. UNIFORM- RETURNING RECURRENT OCEAN LIFEGUARD 2
D. SUNSCREEN AND Lip BALM 2
E. REPORTING OF UNIFORMS 2
ARTICLE V- PARKING PASSES 3
A. PARKING PASSES 3
B_ PARKING PASS BEFORE REQUALIFICATION 3
ARTICLE VI -ANNUAL RECURRENT OCEAN LIFEGUARD RE-QUALIFICATIONS 3
A. WORK AVAILABLE-- RETURN TO ACTIVE EMPLOYMENT 3
ARTICLE Vil -ANNUAL PHYSICAL AND TECHNICAL TESTING 4
ARTICLE Vill - SALARY SCHEDULE 4
A. CURRENT SALARY SCHEDULE 4
B. WAGE INCREASES 4
ARTICLE IX-WORK DAY; WORK WEEK 4
A. FALL, WINTER, SPRING& SPRING BREAK AND SUMMER 4
B. NOT A GUARANTEE OF WORK 5
C_ 1,500 HOURS 5
ARTICLE X - SPECIAL PAY 5
A. EMT 5
B. BILINGUAL PAY 5
C. EFFECTIVE DATE OF SPECIAL PAY 6
ARTICLE XI -OVERTIME 6
SCLEA MOU 2005-06 FINAL i
SCLEA MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
ARTICLE XII - MISCELLANEOUS 6
A. EMPLOYER-EMPLOYEE RELATIONS RESOLUTION 6
B. GRIEVANCE PROCEDURE 6
ARTICLE XIII - CITY COUNCIL APPROVAL 8
EXHIBIT A 9
SCLEA MOU 2005-06 FINAL 11
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF HUNTINGTON BEACH AND
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION ("SCLEA")
Article I — Term of MOU
The City of Huntington Beach ("City") and the Surf City Lifeguards Employees Association
("SCLEA") have reached agreement for a limited Memorandum-of-Understanding ("MOU") for
the term of January 1, 2005 through December 31, 2006. The terms and conditions of
employment are as follows:
Article 11 — Representation
A. Representation Unit
City recognizes SCLEA as the representative concerning all matters relating
to employer-employee relations including, but not limited to wages, hours
and other conditions of employment for all employees in the "Recurrent
Ocean Lifeguard" Representation Unit, as follows:
Included: All City of Huntington Beach "Recurrent Ocean Lifeguard"
(Classifications: Ocean Lifeguard 1, Ocean Lifeguard II, Ocean Lifeguard III,
Junior Guard Instructor 1, Junior Guard Instructor II, Junior Lifeguard
Program Coordinator 1, and Junior Lifeguard Program Coordinator 11).
Excluded: Management Personnel, Marine Safety Officers, and all other
employees.
B. Employee and Union Rights
SCLEA shall have the right to represent all employees in the "Recurrent Ocean
Lifeguard" representation unit in their employment relations with city, including
the Meyers-Milias-Brown Act ("MMBA")"meet and confer" process.
SCLEA MOU 2005-06 FINAL 1
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF HUNTINGTON BEACH AND
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION ("SCLEA")
Article Ill — Payroll Deduction of Union Dues
City will continue to deduct SCLEA's monthly union dues (bi-weekly basis) as designated by
SCLEA, and authorized by the individual employee. SCLEA agrees to hold City harmless for
such payroll deductions. In the event of a SCLEA fee arrangement outside of an agreement
that is in effect, SCLEA shall indemnify and hold the City of Huntington Beach harmless
against any liability arising from any claims, demands, or other action relating to the City of
Huntington Beach's compliance with SCLEA's fee obligation as stated in Government Code
§3502.5.b.2.
Article IV— Uniform Allowance
A. New Hires
All new hires will be issued, at no charge, a full set of uniform articles and
equipment which includes: a hat, T-shirt, jacket, shorts, men's black
swimsuit, women's red swimsuit, tear-away sweatpants, sandals, and bag-
B. Damaged Uniform Articles
The Operations Supervisor will replace uniform articles that are damaged
in the line of duty or worn out by the passage of time.
C. Uniform - Returning Recurrent Ocean Lifeguard
The city shall provide one set of shorts and a shirt to each returning
"Recurrent Ocean Lifeguard".
D. Sunscreen and Lip Balm
The city shall provide Sun Protection Factor (SPF) 15 sunscreen and lip
balm to all SCLEA members.E. Reporting of Uniforms
For each CalPERS employee, the City will report to the California Public
Employees' Retirement System (CaIPERS), the average annual cost of uniforms
provided as special compensation in accordance with Title 2, California Code of
Regulations, Section 571(a)(5). The average annual cost of uniforms provided
shall include uniforms issued and article replacements during a payroll calendar
year. Reporting shall not include personal protective equipment, unless
otherwise permitted in accordance with CalPERS law.
SCLEA MOU 2005-06 FINAL 2
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF HUNTINGTON BEACH AND
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION ("SCLEA")
Article V — Parking Passes
A. Parking Passes
Parking passes will be issued to "Recurrent Ocean Lifeguards" who pass the
annual re-qualification exam.
B. Parking Pass - Before Requalification
Before re-qualification has been completed:
1. A parking pass will be provided to recurrents who are called to work; and
2. Recurrents who come to the beach to train may obtain a temporary pass for
that day from the on-duty Operations Supervisor.
Article VI — Annual Recurrent Ocean Lifeguard Re-qualifications
A. Work Available -- Return to Active Employment
If there is work available and if the 'Recurrent Ocean Lifeguard" meets the
following criteria, the "Recurrent Ocean Lifeguard" shall be returned to
active employment for the following season:
1. The employee performance evaluations meet Marine Safety
Division (MSD) standards;
2. The employee did not resign or was not terminated from
employment with city;
3. The employee completed the existing minimum hour working
standard;
4. The employee has successfully completed the yearly re-
qualification exam;
5. The employee has successfully completed and responded by the
dates designated in the recurrent spring questionnaire.
SCLEA MOU 2005-06 FINAL 3
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF HUNTINGTON BEACH AND
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION ("SCLEA")
Article Vll — Annual Physical and Technical Testing
City will continue to provide annual physical and technical testing of "Recurrent Ocean
Lifeguards".
Article VNI — Salary Schedule
A. Current Salary Schedule
"Recurrent Ocean Lifeguards" shall be compensated at an hourly rate by
classification title and pay range, as set forth in Exhibit A.
B. Wage Increases
1. Effective the first full pay period that includes January 1, 2005, all
bargaining unit employees shall receive a three percent (3%) wage
increase.
2. Effective pay period beginning June 18, 2005, employees in the
classification of Junior Guard Instructor 11 shall receive a five percent
(5%) wage increase in exchange for Emergency Medical Technician
(EMT) special pay eligibility.
3. Effective the first full pay period that includes January 1, 2006, all
bargaining unit employees shall receive a four percent (4%) wage
increase_
Article IX — Work Day; Work Week
A. Fall, Winter, Spring & Spring Break and Summer
City shall establish work schedules for Fall, Winter, Spring & Spring Break,
Summer and other schedules as needed.
SCLEA MOU 2005-06 FINAL 4
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF HUNTINGTON BEACH AND
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION ("SCLEA")
B. Not a Guarantee of Work
Neither this provision nor any work schedule shall constitute a guarantee
of work(either daily or weekly)for"Recurrent Ocean Lifeguards".
C. 1,500 Hours
An employee represented by the SCLEA may work up to one thousand five
hundred (1,500) hours in a twelve-month (12-month) period. Retroactive to pay
period beginning December 20, 2003, the 12-month period shall be based on a
City payroll calendar year. An employee shall not work more than 1,500 hours in
this 12-month period.
Article X — Special Pay
A. EMT
1. Effective December 21, 2002, Ocean Lifeguard 1, Junior Guard
Instructor 1, Junior Guard Instructor II, Junior Lifeguard Program
Coordinator 1, and Junior Lifeguard Program Coordinator 11
employees possessing an Emergency Medical Technician (EMT)
Certificate shall receive an additional five (5%) percent per hour
above their regular hourly wage.
2. Effective June 18, 2005, the Junior Guard Instructor 11 classification
shall not be eligible for EMT special pay.
B. Bilingual Pay
SCLEA employees, who use their bilingual skill as part of their job
assignment, shall be paid an additional five percent (5%)over their regular
hourly rate of pay. Employees shall be tested and certified by the Human
Resources Manager as to their language proficiency in order to be eligible
for said compensation. Eligibility for bilingual pay shall be limited to the
following languages: Spanish, Vietnamese, French, German, Japanese
and American Sign Language.
SCLEA MOU 2005-06 FINAL 5
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF HUNTINGTON BEACH AND
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION ("SCLEA")
C. Effective Date of Special Pay
All special pay shall be effective the first full pay period following certification and
verification as approved by the Department Head or designee.
Article XI — Overtime
All unit employees shall be compensated at time and one half the regular rate of pay for all
hours worked in excess of forty(40) per week.
Article X11 — Miscellaneous
A. Employer-Employee Relations Resolution
During the term of the agreement, the City and SCLEA agree to update the
Employee-Employer Relations Resolution to reflect current State law.
B. Grievance Procedure
For the purpose of this procedure, a grievance is specifically defined as a dispute
concerning the interpretation or application of any provision of the Memorandum
of Understanding or any departmental rule governing personnel practices or
working conditions. The grievance procedure shall consist of the following steps,
each of which must be completed prior to any request for further consideration of
the matter unless otherwise provided herein:
Step 1. If a SCLEA employee feels that he has a grievance, as defined in B above, he
or she may request a meeting with his immediate Marine Safety Lieutenant
within ten (10) calendar days after the employee becomes aware or reasonably
should have become aware of the subject matter of the grievance. The Marine
Safety Lieutenant, within five (5) calendar days of such request, shall meet with
the employee when so requested and discuss the grievance in an effort to
clarify the issue and work toward a cooperative settlement or resolution of the
dispute. The Marine Safety Lieutenant shall present, verbally and in writing, his
SCLEA MOU 2005-06 FINAL 6
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF HUNTINGTON BEACH AND
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION ("SCLEA")
decision to the employee within five (5) calendar days from the time of the
informal discussion.
Step 2. If the grievance is not settled under Step 1, the grievance may be presented to
the Marine Safety Chief. The grievance shall be submitted within five (5)
calendar days after receipt of the written decision from Step 1. Within five (5)
days after receipt of the written grievance, the Marine Safety Chief shall meet
with the employee and is immediate s h t supervisor, if any. Within five 5
p � Y
calendar days thereafter, a written decision shall be given to the employee from
the Marine Safety Chief. The decision by the Marine Safety Chief shall be
considered final and shall end the grievance procedure.
In the event the grievant does not comply with the time limits imposed by this Article, the
decision is deemed final and the grievance process shall end.
SCLEA MOU 2005-06 FINAL 7
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY.OF HUNTINGTON BEACH AND
SURF CITY LIFEGUARDS EMPLOYEES ASSOCIATION ("SCLEA")
Article XI11 — City Council Approval
It is the understanding of the City and SCLEA that this MOU has no force or effect whatsoever
unless and until adopted by Resolution of the City Council of the City of Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of
Understanding this 6 t h day of February 2006.
City of Huntington Beach Surf City Lifeguard Employees' Association
(A Municipal Corporation)
By:
Penelope Culbreth-Gr ft Jesse Rothman
City Administrator 4 SCLEA-P er sident
lj� )j7/-
Irma YdiAssefieh
Human Resources Manager
- fG
Jim Engle 4V Wfiard J. Silber
WectaTof Community Services SCLEA Attorney
Kyle Lindo Approved As To Form:
hie of Marine Safety
f
I Jenniifeemd rath
City Attorney
SCLEA MOU 2005-06 FINALFINAL 8 1/10/2006 12:38 PM
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF HUNTINGTON BEACH AND
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION ("SCLEA")
EXHIBIT A
Hourly Pay Schedule Effective January 1, 2005 (3% wage increase)
0244 Ocean Lifeguard 1 359 13.08 13.80 14.56 15.36 16.20
0248 Ocean Lifeguard 11 397 15.79 16.66 17.58 18.55 19.57
0249/0439 Ocean Lifeguard 111 412 17.00 17.94 18.93 19.97 21.07
0246 Junior Guard Instructor 1 372 13.94 14.71 15.52 16.37 17.27
0247 Junior Guard Instructor 11 387 15.03 15.86 16.73 17.65 18.62
0250/0477 Junior Lifeguard Program 442 19.76 20.85 22.00 23.21 24.49
Coordinator I
0236/0476 Junior Lifeguard Program 470 22.73 23.98 25.30 26.69 28.16
Coordinator II
Effective June 18, 2005 (5%wage increase)
0247 Junior Guard Instructor 11 397 15.79 16.66 17.58 18.55 19.57
SCLEA MOU 2005-06 FINAL 9
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF HUNTINGTON BEACH AND
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION ("SCLEA")
Effective December 31, 2005 (4%wage increase)
0244 Ocean Lifeguard 1 367 13.59 14.34 15.13 15.96 16.84
0248 Ocean Lifeguard II 405 16.45 17.35 18.30 19.31 20.37
0249/0439 Ocean Lifeguard 111 420 17.73 18.70 19.73 20.81 21.95
02 Juno n 1
46 Junior Guard Instructor I 380 14.52 15.32 16.16 17.05r17.99
0247 Junior Guard Instructor 11 405 16.45 17.35 18.30 19.31 20.37
0250/0477 Junior Lifeguard Program Coordinator 1 450 20.57 21.70 22.89 24.15 25.48
0236/04�6Junior Lifeguard Program 478 23.65 24.95 26.32 27.77 29.30
Coordinator II
SCLEA MOU 2005-06 FINAL 10
Res. No. 2006-6
STATE OF CALIFORNIA
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, JOAN L. FLYNN the duly elected, qualified City Clerk of the
City of Huntington Beach, and ex-officio Clerk of the City Council of said City,
do hereby certify that the whole number of members of the City Council of the
City of Huntington Beach is seven; that the foregoing resolution was passed
and adopted by the affirmative vote of at least a majority of all the members of
said City Council at an regular meeting thereof held on the 6th day of
February, 2006 by the following vote:
AYES: Bohr, Green, Coerper, Sullivan, Hardy, Hansen, Cook
NOES: None
ABSENT: None
ABSTAIN: None
City(Aerk and ex-officio CUrk of the
City Council of the City of
Huntington Beach, California
_ATTACHMENT #3
�
SCLEA MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
ArticleI—Term ofMOU...................................•-----................_...........................------.......-----.................I
ArticleII—Representation......................................................................................................................l
A. Representation Unit..................................................._..................................................---............i
B. Employee and Union Rights........................................................................................................I
Article III—Payroll Deduction of Union Dues........................................................................................2
ArticleIV—Uniform Allowance.............................................................................................................2
A. New Hires...................................................................................................................................
B. Damaged Uniform Articles .........................................................................................................2
C. Uniform-Returning Recurrent Ocean Lifeguard.........................................................................2
D. Sunscreen and Lip Balm................................ .............................................................................2
E. Reporting of Uniforms ...............................................2
ArticleV—Parking Passes................................................................................................................3-43
A. Parking Passes ......................................................................................................................3343-
B. Parking Pass-Before Requalification...................................................................................334-3
Article VI—Annual Recurrent Ocean Lifeguard Re-qualifications....................................................3343
A. Work Available--Return to Active Employment..................................................................3343
B. Changes in Existing N fin;,,,,.f Hours 454
Article VII—Annual Physical and Technical Testing........................................................................4454
Article VIII—Salary Schedule..........................................................................................................4454
A. Current Salary Schedule........................................................................................................4454
BWage Increases ..... .................................................................... 5
B. Clas ifteatien-and Compensation S ................................................................................
ArticleIX—Work Day;Work Week.................................................................................................5-5b4
A. Fall, Winter, Spring& Spring Break and Summer.................................................................5564
B. Not a Guarantee of Work........................... ..........................................................................5-56-5
C. 1,500 Hours..........................................................................................................................5365
ArticleX— Special Pay....................................................................................................... --...........6675
A. EMT.....................................................................................................................................66- 5
B. Bilingual Pay ........................................................................................................................6675
C Effective Date of Special Pay ...............................................7
Article XI—Overtime.......................................................................... . ----........7786
Article XII—Eemmeneement of"Meet and Confee' Proeess Miscellaneous.....................................7-786
A. Emplo, ey r-Employee Relations Resolution.. .......................................................8
B. Grievance Procedure............. ........................................... .................8
Article XIII- City Council Approval...............................................................................10
EXHIBITA.............................................................. ..........................................I1
..................................................................... ........................9 407-
€XHIBI A........................ ----. 10�01�8
.......... . . .. .. . ... ..
SCLEA Salary geliedule, Effeetive DDeeember 21,-2002 ................... 104844-8
SCLEA MOU 2005-06 v1.12-27-05 i 1 J27/2006 8:51 A
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF HUNTINGTON BEACH AND
SURF CITY LIFEGUARDS EMPLOYEES ASSOCIATION ("SCLEA!)
Article I—Tenn of MOU
The City of Huntington Beach ("City") and the Surf City Lifeguards Employees
Association ("SCLEA") have reached agreement for a limited Memorandum-of-Understanding
("MOU") for the term of DeGembei:z1 20M through Denemher 21 2004 January 1, 2005
through December 31, 2006. The terms and conditions of employment are as follows:
Article II— Representation
A. Representation Unit
City recognizes SCLEA as the representative concerning all matters relating
to employer-employee relations including, but not limited to wages, hours
and other conditions of employment for all employees in the "Recurrent
Ocean Lifeguard" Representation Unit, as follows:
Included: All City of Huntington Beach "Recurrent Ocean Lifeguard"
(Classifications: Ocean Lifeguard 1, Ocean Lifeguard II, Ocean Lifeguard III,
Junior Guard Instructor I, Junior Guard Instructor 11, Junior Lifeguard
Program Coordinator 1, and Junior Lifeguard Program Coordinator II).
Excluded: Management Personnel, Marine Safety Officers, and all other
employees.
B. Employee and Union Rights
SCLEA shall have the right to represent all employees in the "Recurrent Ocean
Lifeguard" representation unit in their employment relations with city, including
the Me ers-Milias-Brown Act "MMBAA "meet and confer" process.
Y ( )
SCLEA MOU 2005-06 v1.12-27-05 1 1/27/2006 8:51 A
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF HUNTINGTON BEACH AND
SURF CITY LIFEGUARDS EMPLOYEES ASSOCIATION ("SCLEA")
Article Ill — Payroll Deduction of Union Dues
City will continue to deduct SCLEA's monthly union dues (biweekly basis) as
designated by SCLEA, and authorized by the individual employee. SCLEA agrees to hold City
harmless for such payroll deductions. In the event of a SCLEA fee arrangement outside of an
agreement that is in effect, SCLEA shall indemnify and hold the City of Huntington Beach
harmless against any liability arising from any claims, demands, or other action relating to the
City of Huntington Beach's compliance with SCLEA's fee obligation as stated in Government
Code §3502.5.b.2.
Article IV— Uniform Allowance
A. New Hires
All new hires will be issued, at no charge, a full set of uniform articles and
equipment which includes: a hat, T-shirt, jacket, shorts, men's black
swimsuit, women's red swimsuit, tear-away sweatpants, sandals, and bag.
B. Damaged Uniform Articles
The Operations Supervisor will replace uniform articles that are damaged
in the line of duty or worn out by the passage of time.
C. Uniform - Returning Recurrent Ocean Lifeguard
The city shall provide one set of shorts, teaF away sweatpants and a shirt I
to each returning "Recurrent Ocean Lifeguard".
D. Sunscreen and Lip Balm
The city shall provide Sun Protection Factor (SPF) 15 sunscreen and lip
balm to all SCLEA members.
E. Reporting of Uniforms
For each CalPERS employee, the City will report to the California Public
Employees' Retirement System (CalPERS), the average annual cost of uniforms
provided as special compensation in accordance with Title 2, California Code of
Regulations, Section 571(a)(5). The average annual cost of uniforms provided
shall include uniforms issued and article replacements during a payroll calendar
year. Reporting shall not include personal protective equipment, unless
otherwise permitted in accordance with CalPERS law.
SCLEA MOU 2005-06 v1.12-27-05 2 1/27/2006 8:51 A
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF HUNTINGTON BEACH AND
SURF CITY LIFEGUARDS EMPLOYEES ASSOCIATION ("SCLEA")
Article V-- Parking Passes
A. Parking Passes
Parking passes will be issued to "Recurrent Ocean Lifeguards" who pass the
annual re-qualification exam.
B. Parking Pass - Before Requalification
Before re-qualification has been completed:
1. A parking pass will be provided to recurrents who are called to work; and
2. Recurrents who come to the beach to train may obtain a temporary pass for
that day from the on-duty Operations Supervisor.
ArticleLifeguard Re-qualifications
VI—Annual Recurrent Ocean Lif uard Re ualifications
I
A. Work Available -- Return to Active Employment
If there is work available and if the "Recurrent Ocean Lifeguard" meets the
following criteria, the "Recurrent Ocean Lifeguard" shall be returned to
active employment for the following season:
1. The employee performance evaluations meet Marine Safety
Division (MSD) standards;
2. The employee did not resign or was not terminated from
employment with city;
3. The employee completed the existing minimum hour working
standard;
4. The employee has successfully completed the yearly re-
qualification exam;
5. The employee has successfully completed and responded by the
dates designated in the recurrent spring questionnaire.
SCLEA MOU 2005 06 A-12-27-05 3 1/27/2006 8:51 A
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF HUNTINGTON BEACH AND
SURF CITY LIFEGUARDS EMPLOYEES ASSOCIATION ("SCLEA")
B. Chanaes in Exostinq Minimum Hoofs
during the term of this agFeemeRt.
Article VII —Annual Physical and Technical Testing
City will continue to provide annual physical and technical testing of "Recurrent Ocean
Lifeguards".
Article Vill— Salary Schedule
A. Current Salary Schedule
EffeGtive DeGe ,ber 21, 20�00`2, "Recurrent Ocean Lifeguards shall be
compensated at an hourly rate by classification title and salary pay range,
as set forth in Exhibit A.
B. Wade Increases
1. Effective the first full pay period that includes January 1, 2005, all
bargaining unit employees shall receive a three percent (3%) wage
increase.
2. Effective pay period beginning June 18, 2005, employees in the
classification of Junior Guard instructor II shall receive a five percent
(5%) wage increase in exchange for Emergency Medical Technician
(EMT) special pay eligibility.
3. Effective the first full pay period that includes January 1, 2006, all
bargaininq unit employees shall receive a four percent (4%) wage
increase.
B. ClassffiGatiGn and.Compensation Stu
SCLEA MOU 2005-06 v1-12-27-05 4 1/27/2006 8:51 A
A 1-27 AAAl/1(1M/V1R 11-77 IlAA7/A/'NEAR 9•06 AAA
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF HUNTINGTON BEACH AND
SURF CITY LIFEGUARDS EMPLOYEES ASSOCIATION ("SCLEA")
and their relationship to Qrean Lifeguard (level 1 and 11) Glassifirations b
c�,empensatieini study of the junier- Lifeguard 1i;stFuder-series (level 1 and 11)
1 r-eGemmendatiGR of the Personnel Commission, and appreval
by the City uneil.
Article IX—Work Day;Work Week
A. Fall, Winter, Spring & Spring Break and Summer
City shall establish work schedules for Fall, Winter, Spring & Spring Break,
Summer and other schedules as needed.
B. Not a Guarantee of Work
Neither this provision nor any work schedule shall constitute a guarantee
of work (either daily or weekly) for"Recurrent Ocean Lifeguards".
C. 1.500 Hours
SCLEA employees will be able to woFk up to one thousand five hundFed
(1,500) hours in a twelve (42) month period. The twelve (12) MORth period
An employee represented by the SCLEA may work up to one thousand five
hundred (1,500) hours in a twelve-month (12-month) period. Retroactive to pay
period beginning December 20, 2003, the 12-month period shall be based on a
City payroll calendar year. An employee shall not work more than 1,500 hours in
this 12-month period.
SCLEA MOU 2005-M 0.12-27-05 5 1/27/2006 8:51 A I
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF HUNTINGTON BEACH AND
SURF CITY LIFEGUARDS EMPLOYEES ASSOCIATION ("SCLEA-)
Article X—Special Pay
A. EMT
1. Effective December 21, 2002, Ocean Lifeguard I, Junior Guard I
Instructor 1, Junior Guard Instructor 11, Junior Lifeguard Program
Coordinator 1, and Junior Lifeguard Program Coordinator 11
employees possessing an Emergency Medical Technician (EMT)
Certificate shall receive an additional five (5%) percent per hour
above their regular hourly wage.
2. Effective June 18 2005 the Junior Guard Instructor II classification
shall not be eligible for EMT special pay.
B. Bilingual Pay
SCLEA employees, who use their bilingual skill as part of their job
assignment, shall be paid an additional five percent(5%) over their regular
hourly rate of pay. Employees shall be tested and certified by the Human
Resources Manager as to their language proficiency in order to be eligible
for said compensation. Eligibility for bilingual pay shall be limited to the
following languages: Spanish, Vietnamese, French, German, Japanese
and American Ssign Llanguage.
C. Effective Date of Special Pay
All special pay shall be effective the first full pay period following certification and
verification as approved by the Department Head or designee.
SCLEA MOU 2005-06 vi.12--27-05 6 1/27/2006 8:51 A
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF HUNTINGTON BEACH AND
SURF CITY LIFEGUARDS EMPLOYEES ASSOCIATION ("SCLEA")
Article XI—Overtime
All unit employees shall be compensated at time and one half the regular rate of Pay for
all hours worked in excess of forty (40) per week.
— Upon Fequest of either party, the u "all
issues!
betweeR
u and other- terms and Genditions of �
hours,
"meet Go
r.alendar yeaF 2004 of the MOU shall r.FommeRre on or about August 1, 2003. The ,
of this Memorandum of Under-standing shall not Ghange until adopted by Resolution of the Gi
GeunGil of Huntington BeaGh.
Upen request of either party, the
2005
ll
an or about August
} .
"meet r
toall issues! "wages, >
and
Article XI —Miscellaneous
A. Employer-Employee Relations Resolution
During the term of the agreement, the City and SCLEA agree to update the Employee
Employer Relations Resolution to reflect current State law.
B. Grievance Procedure
For the purpose of this procedure, a grievance is specifically defined as a dispute
concerning the interpretation or application of any provision of the Memorandum of
Understanding or any departmental rule governing personnel practices or working
conditions. The grievance procedure shall consist of the following steps, each of which
must be completed prior to any request for further consideration of the matter unless
otherwise provided herein:
Step 1. if a SCLEA employee feels that he has a grievance, as defined in B above, he
or she may request a meeting with his immediate Marine Safety Lieutenant
within ten (10) calendar days after the employee becomes aware or reasonably
SCLEA MOU 2005-06 A.12-27-05 7 1/27/2006 8:51 A
1127 AMW 01290 2 11.77 AM21420039*6 AAA
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF HUNTINGTON BEACH AND
SURF CITY LIFEGUARDS EMPLOYEES ASSOCIATION ("SCLEA")
should have become aware of the subiect matter of the grievance. The Marine
Safety Lieutenant, within five (5) calendar days of such request, shall meet with
the employee when so requested and discuss the grievance in an effort to
clarify the issue and work toward a cooperative settlement or resolution of the
dispute. The Marine Safety Lieutenant shall present, verbally and in writing, his
decision to the employee within five (5) calendar days from the time of the
informal discussion.
Step 2. If the grievance is not settled under Step 1, the -grievance may be presented to
the Marine Safety Chief. The grievance shall be submitted within five (5)
calendar days after receipt of the written decision from Step 1. Within five (5)
days after receipt of the written grievance, the Marine Safety Chief shall meet
with the employee and his immediate supervisor, if any. Within five (5)
calendar days thereafter, a written decision shall be given to the employee from
the Marine Safety Chief. The decision by the Marine Safety Chief shall be
considered final and shall end the grievance procedure.
In the event the grievant does not comply with the time limits imposed by this Article, the
decision is deemed final and the grievance process shall end.
SCLEA MOU 2005-06 v1.12-27-05 8 1/27/2006 8:51 A
11•77 AMU!QQ006 9I 27 AM2J4 4W Q-G6 AAA
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF HUNTINGTON BEACH AND
SURF CITY LIFEGUARDS EMPLOYEES ASSOCIATION ("SCLEA"}
Article XIII—City Council Approval
It is the understanding of city and SCLEA that this MOU has no force or effect
whatsoever unless and until adopted by Resolution of the City Council of the City of
Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of
Understanding this day of February 2 February 2006.
City of Huntington Beach Surf City Lifeguards Employees'
(A Municipal Corporation) Association
By:
Wiliam P. Warkman Adam Jesse Rothman
SCLEA President
Penelope Culbreth-Graft
City Administrator
Clay Martin M+ke Judd
Irma Youssefieh
Human Resources Manager
Jim Engle Richard J. Silber
Director of Community Services SCLEA Attorney
Kyle Lindo Approved As To Form:
Chief of Marine Safety
Jennifer McGrath
City Attorney
SCLEA MOU 2005-06 0.12-27-05 9 1/27/2006 8:51 A
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF HUNTINGTON BEACH AND
SURF CITY LIFEGUARDS EMPLOYEES'ASSOCIATION ("SCLEA")
EXHIBIT A
Hourly Pay Schedule
0244 Orean LifeguaFd 1 353 12.68 13.38 44.12 14.90 15.7-2
0246 OGean Lifeguard 11 394 15.32 16.16 17.05 17.99 18:9
024910439 OGean Lifeguard 111 406 16.62 17.43 18-.39 19.40 20.47
0246 3% 13.63 14:2 15.06 15.89 16.76 1
0247 eNf 384- 4460 15.40 16.25 17.14 18.08
0250 junieoF L;f Fle�� �eg 436 19.19 20.25 21.36 2-2.53 2-3.77
0236 junior;Lifeguard Pr-ogr 464 � 2'�t 26.90 27.32
rdi nater-tl ".�
Effective January 1. 2005 (3% wage increase)
ovoloffilmoolm 1
0244 Ocean Lifeguard 1 359 13.08 13.80 14.56 15.36 16.20
0248 Ocean Lifeguard 11 397 15.79 16.66 17.58 18.55 19.57 1
0249/0439 Ocean Lifeguard ill 412 17.00 17.94 18.93 19.97 21.07 1
0246 Junior Guard Instructor 1 372 13.94 14.71 15.52 16.37 17.27 1
0247 Junior Guard Instructor 11 387 15.03 15.86 16.73 17.65 18.62
0250/0477 Junior Lifeguard Program 442 19.76 20.85 22.00 23.21 24.49
Coordinator I
0236/0476 Junior Lifeguard Program 470 22.73 23.98 25.30 26.69 28.16
Coordinator II
SCLEA MOU 2005-06 A_12-27-05 101/27/2006 8-51 A
MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY OF HUNTINGTON BEACH AND
SURF CITY LIFEGUARDS EMPLOYEES'ASSOCIATION ("SCLEA")
Effective June 18, 2005 (5% wage increase)
0247 Junior Guard instructor 11 397 15.79 16.66 17.58 18.55 19.57
Effective December 31, 2005 (4% wage increase)
1
0244 Ocean Life-guard 1 367 13.59 14.34 15.13 15.96 716.84 j
0248 Ocean Lifeguard 11 405 16.45 17.35 18.30 19.31 20.37
0249/0439 Ocean Lifeguard III 420 17.73 18.70 19.73 20.81 21.95 i
0246 Junior Guard Instructor 1 380 14.52 15.32 16.16 17.05 17.99 0
0247 Junior Guard Instructor 11 405 16.45 17.35 18.30 19.31 20.37
0250/0477 Junior Lifeguard Program 450 20.57 21.70 22.89 24.15 25.48
Coordinator 1
0236/0476 Junior Lifeguard Program 478 23.65 24.95 26.32 27.77 29.30 1
Coordinator 11
SCLEA MOU 2005-06 v1.12-27-05 111/27/2006 8:51 A
RCA ROUTING SHEET
INITIATING DEPARTMENT: ADMINISTRATION
SUBJECT: APPROVAL OF MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY AND THE HUNTINGTON BEACH
SURF CITY LIFEGUARD EMPLOYEES'ASSOCIATION
COUNCIL MEETING DATE: February 6, 2006
RCA ATTAC H M ET 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
EXPLANATION TOR M SING ATTACHMENTS
REVIEWED RETURNED
Administrative Staff )
Assistant City Administrator(initial)
( )
City Administrator Initial
City Clerk ( )
EXPLANATION FOR RETURN OF ITEM:
Only)(Below Space For City Clerk's Use
RCA Author: Irma Youssefieh