HomeMy WebLinkAboutSurf City Lifeguard Employees' Association - SCLEA - 2017-08-07Dept. ID HR 17-007 Page 1 of 2
Meeting Date: 8/7/2017
CITY OF HUNTINGTON BEACH
REQUEST FOR. CITY COUNCIL ACTION
MEETING DATE: 8/7/2017
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Fred A. Wilson, City Manager
PREPARED BY: Michele Warren, Director of Human Resources
SUBJECT: Adopt Resolution No. 2017-38 approving and implementing the Memorandum of
Understanding (MOU) between the Surf City Lifeguard Employees' Association
(SCLEA) and the City of Huntington Beach for October 1, 2015, through
December 31, 2017
Statement of Issue:
The City and the Surf City Lifeguard Employees' Association (SCLEA) have agreed to enter into a
new Memorandum of Understanding (MOU) for the period October 1, 2015 through December 31,
2017.
Financial Impact:
Funding for the implementation of the fiscal items contained in the proposed Memorandum of
Understanding will come from the General Fund. The fiscal impact for FY 2016/17 and FY 2017/18
is estimated by Finance to total $105,832.
Recommended Action:
Adopt Resolution No. 2017-38, "A Resolution of the City Council of the City of Huntington Beach
Approving and Implementing the Memorandum of Understanding Between the City and the Surf
City Lifeguard Employees' Association (SCLEA) for October 1, 2015, through December 31, 2017."
Alternative Action(s):
Do not adopt Resolution No. 2017-38 approving the MOU for SCLEA employees and direct staff to
continue to meet and confer with the Association or utilize the impasse procedures contained within
the City's Employer -Employee Relations Resolution.
Analysis:
Representatives for the City and SCLEA have been involved in negotiations over a period of 18
months and have completed the meet and confer process and have agreed upon a successor
Memorandum of Understanding (MOU) for the period October 1, 2015, through December 31,
2017.
The negotiated economic items contained within the MOU are comparable to other City Council
approved MOUs during calendar year 2016. The majority of the prior year negotiated MOUs
contained a total of 4% in combined wage and benefit enhancements — 2% non -base building and
2% base -building modifications. This unit did not receive any negotiated enhancements to
compensation or benefits in 2016, and the majority of the unit members are not enrolled in the
CalPERS retirement system, instead, those members pay 7.5% of wages earned into a
supplemental system as an alternative to Social Security.
Item 19. - 1 HB -470-
Dept. ID HR 17-007 Page 2 of 2
Meeting Date: 8/7/2017
Highlights from the listing of agreed -upon pay and benefit changes include the following:
Non -Economic
• Term — 10/1 /15 — 12/31 /17
• Bulletin Board in Lifeguard Headquarters
• Re -certification Training and Skills Testing
Economic
• 4% COLA
• Overtime compensation for hours worked on Labor Day and Memorial Day
• Subpoena Pay (no change to current practice — memorializing in MOU only — no additional
cost)
There were other appropriate modifications to a variety other provisions including, but not limited to,
deletion of obsolete language, regulatory compliance language changes, and general clean-up
language.
A summary of these and all other negotiated provisions are included in the MOU listed as Exhibit "A."
Environmental Status: N/A
Strategic Plan Goal:
Enhance and maintain City service delivery
Enhance and maintain public safety
Attachment(s):
1. Tentative Agreement
2. Fiscal Impact Report
3. Resolution No. 2017-38 including SCLEA Memorandum Of Understanding - Exhibit "A"
4. Power Point Presentation
HB -471- Ltem 19. - 2
ATTACHMENT #1
SCLEA Negotiations
TENTATIVE AGREEMENT — OPTION B
3uly 5, 2017
item
Article I
October 1, 2015 through December 31, 2017
Term of MOU
Article II
Marine Safety Division will provide space for a bulletin board
Representation
in Lifeguard Headquarters for all SCLEA members to receive
information.
Article VII
All unit employees will receive recertification training and
Annual Physical
skills testing each year during the annual requalification
R Technical
process. The actual number of minimally required training
Testing
hours will be determined annually, by Marine Safety Division
Administration.
Article VIII
Salary Schedule
B. Wage Increases
4% across the board wage increase for all unit
classifications, effective the beginning of the pay period
following City Council approval (after 2nd appearance on
City Council agenda within 30 days).
Unit employees required/subpoenaed to attend
Article XI
proceedings that occur either on unscheduled work days
Special Pay
and/or outside of scheduled work hours, which are directly
related to Marine Safety employment, will be paid at the
employee's base hourly rate for time in attendance at said
proceedings.
Article XII -
Effective the first calendar date of the named holidays
Overtime
commencing subsequent to City Council approval of this
Holiday Pay
agreement, employees shall receive 1.5 times their base
hourly rate of pay for all hours worked on the City Observed
Holidays of Memorial Day and Labor Day. Employees who
meet or exceed 40 work hours In the FLSA work period as of
the City Observed Holiday will receive 1.5 times their base
hourly rate of pay for all hours worked on the City Observed
Holidays. (No double-time and one-half/2.5).
All other iiems contained in the (expired) memorandum of
understanding between the Surf City Lifeguard Employees'
Association and the City of Huntington Beach shall remain
unchanged through 12/31/17,
Tentative Agreement - July 5, 2017
SCLEA
Ken der, AR,sgnont CtM17a'r Aer
,Mfchhele Warren, Director of Human Resources
Michael Baumgartner arine Safety Division Chief
Item 19. - 3 HB -472-
ATTACHMENT #2
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ATTACHMENT #3
RESOLUTION NO.2017-38
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
APPROVING AND IMPLEMENTING THE MEMORANDUM OF UNDERSTANDING
BETWEEN THE CITY AND THE SURF CITY LIFEGUARD EMPLOYEES'
ASSOCIATION (SCLEA) FOR OCTOBER 1, 2015 THROUGH DECEMBER 31, 2017
The City Council of the City of Huntington Beach does resolve as follows:
The Memorandum of Understanding between the City of Huntington Beach and the Surf
City 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 condiiior_s thereof, and the City Manager is authorized to execute
this Agreement. Such Memorandum of Understanding shall be effective for the term of October
1, 2015 through December,31, 2017.
1.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular
meeting thereof held on the day of ,L t6j,,s7- zo/%
v
Mayor
APPROVED AS TQ ORM:
City Attorney nM%
REV15AVY D APPROVED:
rty . anager
17-5935/162533/mv
0, o�Ol 7 -.3 & &-Y-W1131
MEMORANDUM OF UNDERSTANDING
BETWEEN
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION
CITY OF HUNTINGTON BEACH
OCTOBER 1, 2015 - DECEMBER 313 2017
HB -A 75_ Item 19. - 6
SCLEA MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
ARTICLE I - TERM OF MOU I
ARTICLE II - 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 VII - ANNUAL PHYSICAL AND TECHNICAL TESTING 4
ARTICLE VIII - SALARY SCHEDULE 4
A. CURRENT SALARY SCHEDULE 4
B. WAGE INCREASES 4
ARTICLE IX - RETIREMENT 5
ARTICLE X - WORK DAY; WORK WEEK 5
A. FALL, WINTER, SPRING & SPRING BREAK AND SUMMER 5
B. NOT GUARANTEE OF WORK 5
C. 1,500 HOURS 5
ARTICLE XI - SPECIAL PAY 5
A. EMT 5
B. BILINGUAL PAY 6
C. EFFECTIVE DATE OF SPECIAL PAY 6
D. SUPEONA/COURT PAY 6
ARTICLE XII - OVERTIME 6
Item 19. - 7 HB -476-
SCLEA MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
ARTICLE XIII - MISCELLANEOUS
A. EMPLOYER -EMPLOYEE RELATIONS RESOLUTION
B. RETURN TO WORK POLICY
C. GRIEVANCE PROCEDURE
D. AB 1522 - HEALTHY WORKPLACES, HEALTHY FAMILIES ACT OF 2014
E. DEATH RELATED BENEFITS
ARTICLE XIIII - CITY COUNCIL APPROVAL
EXHIBIT A - SALARY SCHEDULE
7
7
7
7
8
9
10
11
HB -47 7- Item 19. - 8
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 October 1, 2015 — December 31, 2017. 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 I, Ocean Lifeguard II, Ocean Lifeguard III,
Junior Guard Instructor I, Junior Guard Instructor II, Junior Lifeguard Program
Coordinator I, 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 the City,
including the Meyers-Milias-Brown Act ("MMBA") "meet and confer" process.
C. Marine Safety Division will provide space for a bulletin board in the Lifeguard
Headquarters for all SCLEA members to receive information.
-- — � ' " J October 1, 2015 — December 31, 2017 1
Item 19. - 9 xB -478-
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA
Article III — Payroll Deduction of Union Dues
City will continue to deduct SCLEA's monthly union dues (on a bi-weekly basis) as designated
by SCLEA, and authorized by the individual employee. SCLEA agrees to hold the 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, fins, sunglasses and bag.
B. Damaged Uniform Articles
The Operations Supervisor will replace uniform articles and equipment as
referenced in Article 1V A. 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 or higher 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
SCLEA MOU October 1, 2015 — December 31, 2017 HB -479-
Item 19. — 1
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLE
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.
1. This section shall not apply to new members of this unit who are designated
by CalPERS as "new members" in accordance with GC Section 7522.04 (f)
and whose "Pensionable Compensation" is subject to the provisions of GC
Section 7522.34.
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 Vl — 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;
Item 19. - I I October 1, 2015 — December 31, 2017 ?
HB 4go-
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
2. The employee did not resign or was not terminated from employment with the
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.
Article VII — Annual Physical and Technical Testing
A. City will continue to provide annual physical and technical testing of "Recurrent
Ocean Lifeguards."AII unit employees will receive recertification training and skills
testing each year during the annual requalification process. The actual number
of minimally required training hours will be determined annually by Marine Safety
Division Administration.
B. City to provide annual skin cancer screening examinations to all unit employees
to be conducted by a medical facility selected by the City at Lifeguard HQ or
Junior Guard HQ. Unit employees who are screened off duty will be paid one (1)
hour of compensation at the employee's base hourly rate of pay.
Article VIII — 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 beginning of the pay period following City Council approval or
August 12, 2017, whichever is later, all bargaining unit employees shall
receive a four percent (4%) wage increase.
SCLEA MOU October 1, 2015 — December 31, 2017
HB _48 1 - Item 19. - 12
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA
Article IX — Retirement
All employees not eligible for enrollment in the California Public Employees' Retirement
System (CaIPERS) shall be enrolled in the Public Agency Retirement Services (PARS).
All PARS contributing employees of this unit shall pay 7.5% towards the PARS contribution.
Article X — 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
An employee represented by the SCLEA may work up to one thousand five
hundred (1,500) hours in a twelve-month (12-month) period. 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 XI — Special Pay
A. EMT
1. Employees who maintain certification as Emergency Medical Technicians
("EMTs") according to State of California regulations and Orange County
EMT policy in the classifications of Ocean Lifeguard I, Junior Guard Instructor
I, Junior Guard Instructor II, Junior Lifeguard Program Coordinator I and
Junior Lifeguard Program Coordinator Il, shall receive an additional five
percent (5%) per hour above their base hourly rate of pay. It is the employee's
October 1, 2015 — December 31, 2017 r
Item 19. - 13 HB -482-
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SC
responsibility to maintain the EMT certification and to have a current EMT
Certification on file. [This provision became effective June 30, 2014].
2. Employees in the classifications of Ocean Lifeguard 11 and Ocean Lifeguard III
shall not be eligible for EMT special pay. Employees in these classifications
shall be paid their base hourly rate for the 24 hours of required bi-annual re-
certification. The hours paid/worked during the bi-annual EMT re -certification
course shall not count towards satisfying the minimum hour requirement for
reserve status. [This provision became effective for all recertification
completed on or after May 1, 2014].
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 base hourly rate of pay.
Employees shall be tested and certified by the Human Resources Director 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.
C. Effective Date of Special Pay
All special pay shall be effective the beginning of the first full pay period following
certification and verification as approved by the Department Head or designee.
D. Subpoena/Court Pay
Unit employees required/subpoenaed to attend proceedings that occur either on
unscheduled work days and/or outside of scheduled work hours, which are
directly related to Marine Safety employment, will be paid at the employee's base
hourly rate for time in attendance at said proceedings.
Article XII — Overtime
A. 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) hours per week.
SCLEA MOU October 1, 2015 — December 31, 2017 F
HB _483_ Item 19. - 14
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
B. Effective the first calendar date of the named holidays commencing subsequent
to City Council approval of this agreement, employees shall receive 1.5 times
their base hourly rate of pay for all hours worked on the City Observed Holidays
of Memorial Day and Labor Day. Employees who meet or exceed 40 work hours
in the FLSA work period as of the City Observed Holiday will receive 1.5 times
their base hourly rate of pay for all hours worked on the City Observed Holidays.
(No double-time and one-half/2.5).
Article XIII — 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. Return to Work Policy
The City and the Association agree to the implementation of an Administrative
Regulation for a Return to Work / Transition Duty Program for employees who
experience industrial and non -industrial injury or illness.
C. 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 C 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
October 1, 2015 — December 31, 2017 7
Item 19. - 15 HB -484-
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
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.
Step 3. if the grievance is not settled under Step 2, the grievance may be presented to
the Department Director/Fire Chief or designee. The grievance shall be
submitted within five (5) calendar days after receipt of the written decision from
Step 2. Within five (5) days after receipt of the written grievance, the
Department Director/Fire Chief or designee shall meet with the employee and
his/her immediate supervisor, if any. Within five (5) calendar days thereafter, a
written decision shall be given to the employee from the Department
Director/Fire Chief or designee. The decision by the Department Director/Fire
Chief or designee 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.
D. AB 1522 — Healthy Workplaces, Healthy Families Act of 2014
The City agrees to provide unit members with paid sick leave benefits in
accordance with state law.
SCLEA MOU October 1, 2015 — December 31, 2017
xB _485_ Item 19. - 16
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA
E. Death Related Benefits
In the event a SCLEA unit member expires while engaging in the performance of
his/her duties in the course and scope of his/her work; and should his/her
beneficiaries/survivors be entitled to death -related benefits in accordance with
State of California Workers' Compensation law, the City agrees to provide the
named beneficiary designated to receive the employee's final pay warrant as the
beneficiary for a one-time final expense stipend of $10,000. Such stipend shall
be in addition to, and not in lieu of, any death -related and/or other benefits
his/her beneficiaries/survivors may be entitled to under State of California
Workers' Compensation law. Such stipend payment to the beneficiary is not life
insurance and is subject to the appropriate treatment under Internal Revenue
Service regulations.
Dctober 1, 2015 — December 31, 2017 Q
Item 19. - 17 HB -486-
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLE
Article XIIII — 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 71/ day of1"2017.
City of Huntington Beach
(AM ni i Corporation)
By:
r A. Wilson
CXi Managey
Michele Warren
Director of Human Resources
By: —
Mike BaunW66er
Marine Safety Division Chief
By.
JoAnn Dia
Principal Human Resources Analyst
By, c
Sando enderson
Senior Human Resources Analyst
By: Oj_tl�
Antonia Graham
Assistant to the City Manager
Surf City Lifeguard Employees' Association
-31
go
Approved as
Ryan Camps
SCLEA President
David Wagner
Negotiations Team
Peter Eich
Negotiations Team
Adam I. Miller
SCLEA Attorney
Corey A. Miller
SCLEA Attorney
Michael E. Gates
City Attorney
SCLEA MOU October 1. 2015 — December 31, 2017 10
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
Article XIIII — 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 / v day ofAj,:R[ 2017.
City of Huntington Beach
(A Municipal Corporation)
Fred A. Wilson
City Manager
Michele Warren
Director of Human Resources
Mike Baumgartner
Marine Safety Division Chief
By:
JoAnn Diaz
Principal Human Resources Analyst
By:
Sandy Henderson
Senior Human Resources Analyst
Antonia Graham
Assistant to the City Manager
SCLEA MOU October 1, 2015 — December 31, 2017 10
Surf City Lifeguard Employees' Asso-ciation
RN
n Camps
Negotiations Team
Adam I. Miller
SCLEA Attorney
Corey A. Miller
SCLEA Attorney
Approved as to form:
Michael E. Gates
City Attorney
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA)
Article X1111 — 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 97 A/ day of 2017.
as
as
Vq
City of Huntington Beach
(A Municipal Corporation)
Fred A. Wilson
City Manager
Michele Warren
Director of Human Resources
Mike Baumgartner
Marine Safety Division Chief
JoAnn Diaz
Principal Human Resources Analyst
Sandy Henderson
Senior Human Resources Analyst
Antonia Graham
Assistant to the City Manager
Surf City Lifeguard Employees' Association
Ryan Camps
SCLEA President
David Wagner
Negotiations Team
Peter Eich
Negotiations Team
By:
Adam 1. Miller
SCLEA Attorney
B
Corey A. Miller
SCLEA Attorney
Approved as to form:
Michael E. Gates
City Attorney
SCLEA MOU October 1, 2015 — December 31, 2017 10
SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION ("SCLEA")
EXHIBIT A - SALARY SCHEDULE
4% Effective August 12, 2017
Job Code
Classification
Range
A
B
C
D
E
0244/0521
Ocean Lifeguard I
SCL377
15.88
16.75
17.67
18.65
19.68
0248/0504
Ocean Lifeguard II
SCL415
19.18
20.23
21.34
22.52
23.75
0249/0439
Ocean Lifeguard III
SCL430
22.99
24.25
25.59
27.00
28.49
0246
Junior Guard Instructor I
SCL390
16.93
17.87
18.86
19.88
20.98
0247/0573
Junior Guard Instructor II
SCL415
19.18
20.23
21.34
22.52
23.75
0250/0477
Junior Lifeguard Program Coordinator I
SCL460
24.00
25.32
26.71
28.17
29.73
0236/0476
Junior Lifeguard Program Coordinator II
SCL488
27.60
29.12
30.72
32.41
34.20
- - Dctober 1, 2015 - December 31, 2017 11
Item 19. - 19 HB -488-
Res. No. 2017-38
STATE OF CALIFORNIA
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, ROBIN ESTANISLAU the duly elected, qualified City Clerk of the
City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do
hereby certify that the whole number of members of the City Council of the City of
Huntington Beach is seven; that the foregoing resolution was passed and adopted
by the affirmative vote of at least a majority of all the members of said City Council
at a Regular meeting thereof held on August 7, 2017 by the following vote:
AYES: O'Connell, Semeta, Posey, Delgleize, Hardy, Brenden, Peterson
NOES: None
OUT OF ROOM: None
ABSTAIN: None
City Clerk and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California
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