HomeMy WebLinkAboutDavid A. Segura - 2016-03-07Dept ID HR 16-002 Page 1 of 2
Meeting Date 3/7/2016
CITY OF HUNTINGTON BEACH
REQUEST FOR CITY COUNCIL ACTION
MEETING DATE: 3/7/2016
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Fred A Wilson, City Manager
PREPARED BY: Michele Warren, Director of Human Resources
SUBJECT: Approve and authorize execution of an Employment Agreement with David A
Segura for the position of Fire Chief
Statement of Issue
The City's Fire Chief retired in November, 2015 To fill this critical leadership position, a national
recruitment was conducted for the position of Fire Chief Based on a thorough process to include a
panel interview, Department Head meetings, and background and reference checks, the City
Manager is recommending the appointment of David A Segura to the position
Financial Impact
Funding for this position is included in the FY 2015/16 budget
Recommended Action -
Approve and authorize the City Manager to execute the "Employment Agreement Between the City
of Huntington Beach and David A Segura" for the position of Fire Chief
Alternative Action(s)-
Do not approve the appointment of David A Segura for the position of Fire Chief and direct the City
Manager to re -launch a national recruitment
Analysis
The position of Fire Chief has been vacant since November 2015 due to the retirement of the
former incumbent, thereby creating the need to fill the department head vacancy The City
Manager authorized Human Resources to launch the recruitment for Fire Chief in October 2015
The City received more than 40+ applications for the position Six (6) candidates were invited to
interview with a panel of seasoned leaders in Public Safety (both Fire and Police) and an
experienced City Manager The panel recommended three (3) finalists
The City Manager conducted follow-up interviews with each finalist, to include visitations with select
members of the City's Executive (Department Head) team After full and deliberate consideration,
the City Manager recommends City Council approval to appoint David A Segura to the position of
Fire Chief, effective April 4, 2016
David Segura is a 32 year veteran within the fire service He has served the past 29 years in the
City of Long Beach as a Firefighter, Paramedic, Captain, Battalion Chief, Assistant Chief and
Deputy Chief He holds an Associates Degree from Long Beach City College, a Bachelors Degree
from California State University Long Beach and is working to complete his Masters Degree in
Public Administration from CSULB He is a certified EMT/Paramedic and holds other certifications
Item 15. - 1 xB -320-
Dept ID HR 16-002 Page 2 of 2
Meeting Date 3!7/2016
as Hazardous Material Specialist, Urban Search and Rescue Technician, and Fire Officer He is a
16 year resident of the City of Huntington Beach
The contractual compensation is recommended at Non-Associated/Executive Management Pay
Grade NA NA0015, Control Point + 5 75% The annual salary is $205,978 All other benefits
provided are generally applicable to the former incumbent and/or non -associated employees
(department heads) hired after 12/27/1997, as set forth in Huntington Beach City Council Resolution
No 2014-32
Environmental Status
N/A
Strategic Plan Goal
Enhance and maintain public safety
Aftachment(s)
1 Fire Chief Recruitment Brochure
2 Resume, David A Segura
3 "Employment Agreement Between the City of Huntington Beach and David A Segura"
HB -321- Item 15. - 2
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CITY of HUNTINGTON BEACH, CALIFORNIA
to .
he City of Huntington Beach is located on the
shore of the Pacific Ocean in northwestern
Orange County, 40 miles south of Los Angeles
and 90 miles north of San Diego. As the fourth largest
city in Orange County, with a population near 200,000
residents, Huntington Beach is known as -Surf Gity" due
to its abundance of beaches, sunny, warm Mediterranean
climate and casual lifestyle. Huntington Beach covers 28
square miles of land, 26 square miles of water, and is the
24th largest city in California. With nearly 10 miles of
uninterrupted beach along the Pacific Ocean, the City also
plays host to an annual visitor Population of over 11 million
people, especially during the summer, special events and
weekends.
Huntington Beach has one or` the largest pleasure briers in
the world and has the longest concrete pier in the State.
The City's park system includes 58 public parks (with a
dog park), riding stables and the largest city -owned and
operated regional park in Orange County — Huntington
Central Park, Also within the City's boundaries are, five (.5)
recreation centers (including a senior centeei, three miles
of equestrian trails, two Rolf courses, 72 tennis courts, a
marina and a protected wildlife preserve. Running parallel
to Pacific Coast Highway and just steps from the ocean
is an eight -mile strand perfect for hiking, inline skating,
jogging or a leisurely stroll.
The City is centrally located to all major attractions in
Orange County including the Disney Resorts, the Orange
The Fire Department's FY 2015/16 operating budget is
approximately 5415M with an allocation of 198 FTF
positions. Personnel staff eight (8) fire stations, a regional
training center, and a marine safety headquarters.
Emergency response resources assigned to Fire Operations
include eight (8) paramedic engines, two (2) ladder trucks,
a Hazardous Materials Response Team, aType 1 Urban
Search and Rescue Team, an OES engine for state-wide
response, and five (5) emergency transport ambulances.
The Marine Safety Division staffs numerous beach lifeguard
towers emergency response vehicles, and three (31 rescue
boats, which is accomplished through a combination of
15 full-time Marine Safety personnel and 150 seasonal
lifeguards. In 2014, the Huntington Beach Fire Department
responded to more than 17,000 emergency incidents.
As part of the Fire Department's commitment to excellent
service, it has a long history of regional collaboration.
Currently, the Fire Department operates a joint training
center for the Huntington Beach and Fountain Valley Fire
Departments. The facility is also home to the Santa Ana
College Fire Academy program. As part of the Metro Cities
Fire Authority IPA, the City is a member of regionalfire
department dispatch renter providing emergency dispatch
and communications for eight (a) fire departments in
Orange County. The Huntington Beach Fire Department
has also partnered with the Anaheim Fire Department,
through a JPA, to provide two regional Hazardous Materials
Response reams that serve not only these two cities, but
also seven (7) neighboring cities. -
County Performing Arts Center and Repertory Theater, and
the Long Beach Aquarium of the Pacific. The City is horror
to the International Surfing Museum., the Surfing Walk of
Fame, Balsa Chica Ecological Reserve, Huntington Harbour
and the Huntington Beach Art Center. Huntington Beach
draws some of the largest crowds in the world to such
professional slxarting events as the U.S. Open of Surfing,
Van's World Championship of Skateboarding and AVP Pro
Beach Volleyball.
There are 35 elementary schools, five (5) public high
schools and one community college (Golden West College)
located within Huntington Beach. The City has a world -
class library located within the 365-acre Central Park as
well as four () additional branch libraries. In addition,
Orange Coast College; the University of California, Irvjpe;
and California State Universities at Long Beach and
Fullerton are located in close proximity.
There are over 117,000 households within a five -mile
radius of the Huntington Beach Civic Center. The average
family, household income is $122,8.51, ranking one of the
highest. in, the nation based on the top 100 largest cities
in the country. The current median home value is slightly
more than $667,000.
EBnunded in the late 1880s, Huntington Beach was
incorporated as a Charter City in 1909. 1untington
each. has a City Counci110ty Manager form of
government. The City Council has seven (7) members who
are elected at large, on a non -partisan basis, to four-year
overlapping terms. City Council rnentbers are limited to
two (2) consecutive 4-year terms. There are three (3) elected
department heads - the City Attorney, City Clerk and City
Treasurer. The position of Mayor is filled on a rotating basis.
The City of Huntington Beach is organized into 13
major departments including Police, Fire, City Manager,
Community Development, Library Services, City Treasurer;
City Clerk, City Attorney, Public Works, Finance,
Community Services, Human Resources, and Information
Services.
The City has approximately 1,400 full and part-time
employees and a total budget of approximately $344
Million. .
he Fire Chief is responsible for the administration
and operational direction of all fireprevention,
emergency response, and marine safety operations.
Reporting to the City Manager, the Fire Chief plans and
oversees the organization and function of fire operations at
eight (8) fire stations, and the Central Net Operations IPA
Training Center, The Fire Chief ensures that all federal, state
and local fire codes are enforced including coordination
and oversight of budding, facility and oil field inspection
compliance. The Fire Chief directs programs and operations
related to emergency response and disaster preparedness,
including, but not limited to HazMat programs, the
Emergency Operations Center, and Urban Search and
Rescue The Fire Department oversees Marine Safety
Operations and the Fire Chief is responsible for leadership
and oversight of all open water and beach safety programs,
including the City's Junior Lifeguard program.
Goals and Objectives for the new Fire Chief include, but
are not limited to:
• Maintain a state of operational readiness to meet
the increasing demand for response to fire, medical,
hazardous materials, urban search and rescue, and other
all-risk emergency incidents.
• Work with a consultant to develop a "Standards of
Cover" for the department to address increased service
needs.
• Provide leadership and direction for a County -wide AVL
Deployment Study that is currently underway in Orange
County.
• Provide leadership and oversight as part of a three -city
Community Paramedicine.Alternate Destinatiun Pilot
Study that has recently begun with Fountain Valley,
Newport Beach, and Huntington Beach.
• Continue the department's commitment to technology
including enhancements to eP(..-R, HazMat data
reporting, fire inspections, and Dian check systems.
• Evaluate the need to provide a sixth fire department
ambulance in the City.
• Complete replacement of the fire department's 800
MI iz radio system and Mobile Data Terminals in all
apparatus.
1
r7§-Jhe Huntington Beach Fire Department isdedicated to providing the highest quality, fire, marine safety
and emergency medical services to protect our
community. The department provides "all-risk" services
and response for fire suppression., fire prevention, technical
rescue, hazardous materials and disaster preparedness,
marine safety, emergency medical and ambulance
transport. The Huntington Beach Fire Department is one of
only 132 fire. departments in the nation to hold a Class i
ISO rating.
The Fire Department is comprised of four (4) operational
divisions: Administration, Fire Operations, Fire Prevention
and Marine Safety. The purpose of the Fire Administration
Division is to provide management, research, clerical,
financiai, and records support for all Fire Department
programs. The Fire Operations Division provides a
professionally trained and well-equipped emergency
force for fire, medical, rescue, and hazardous materials
response. This includes coordination of all disaster
preparedness and management of the City's EOC through
the Fire Department's Emergency Management and
Homeland Security Office. The Fire Prevention Division
has responsibility for enforcing local, state, and federal
codes in order to reduce the loss of life and property from
preventable fires and other emergencies. The primary
goal and purpose of the Marine Safety Division, which
became part of the Fire Department in 2013, is to provide
quality open water and beach safety through education,
prevention, and emergency response.
• Continue integration of Marine Safety into the fire
department including review of policies and procedures.
• Complete purchases and place into service a new ladder
truck and a new engine as part of the fire department
apparatus replacement plan.
• Maintain a strong labor-management partnership,
t�Vhe City is seeking a visionary Fire Chief with strong
collaborative management skills. The ideal candidate
JL will be a well regarded fire service professional
with a solid history of progressive leadership. The Fire
Chief serves as both mentor and coach in leading a skilled
and talented work team. Expected to be a role -model in
the profession, the ideal candidate communicates well at
all organizational levels and partners with others in the
furtherance of overall organizational goals and objectives.
He/she promotes high standards, holds staff accountable,
establishes clear performance expectations, and defined
rules of engagement in shaping department culture. The Fire
Chief is expected to possess flawless integrity, participate
effectively in labor/management relations, and he a strong
relationship builder.
The ideal candidate has a deep and balanced career within
the fire service in both operations and administration;
one who makes sound business decisions based upon
thorough research, analysis, and the exploration of varied
alternative solutions. An astute financial manager, the Fire
Chief effectively manages the department budget to achieve
short and long term organizational strategic objectives,
and maintains a proven track record of being a responsible
steward of public funds.
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The individual selected has an adaptable, contemporary
approach to department operations, is well versed in
applicable uses of data to monitor, measure, and manage
performance and capacity. The ideal candidate understands
and is knowledgeable regarding current uses of technology
and is familiar with online and social media strategies'
designed to enhance community engagement. As a
progressive leader, the new Fire Chief is open-minded and
flexible regarding ideas, and resists being rooted in tradition
for tradition's sake. The new Fire Chief will be community
oriented and supportive of the department's visibility and
commitment to the Huntington Beach community.
Any combination of experience, training and education
that provides the required knowledge and abilities is
qualifying. The ideal candidate possesses a Bachelor's
Degree from an accredited college or university in Fire,
Public or Business Administration or a directly -related field
and eight (8) years of progressively responsible fire service
experience including four (4) years of Senior Command
Level administrative and supervisory experience. Master's
Degree is preferred.
he annual salary for this position is within an
established range that goes to $216,819 and will be
dependent upon the qualifications and experience of
the selected candidate. In addition, benefits are provided,
which include:
Retirement:
Classic Members: California PERS; 3% at 50 safety benefit
formula. Employees contribute 9% of the employee -share.
New Members: California PERS; 2.7% at 57 safety benefit
formula. Employees contribute 11.75%.
The City does not pay into Social Security.
Insurance: Health (medical/dental/vision), life, and long-
term disability insurance provided by City. Employees
contribute towards health insurance. IRS Section 125
medical and dependent care reimbursement plan (FSA).
Leave: General leave 176 hours per year for the first five (5)
years of service - in lieu of sick and vacation; 80 hours of
executive leave per calendar year.
Holidays: Ten (10) paid holidays.annually.
Vehicle/Allowance: City -provided vehicle or $500 per
month.
Deferred Compensation Plans: 457 and 401(a) deferred
compensation plans are available.
he closing date for this recruitment is Sunday,
November 15, 2015. To be considered for this
opportunity, upload cover letter, resume and list
of six (6) professional references using the "Apply Now"
feature at www.tbcrecruiting.com. Confidential inquiries
are welcomed. .
R,
STELLAR TALENT
I&( o PREMIER SERVICE.
ILI � POWERFUL RESULTS.
Teri Black • 424.296.3111
Bradley Wardle • 650.450,3299
TERI BLACK & COMPANY, LLC
www.tbcrecruiting.com
Following the closing date, resumes will be screened
in relation to the criteria articulated in this brochure.
Applicants with the most relevant qualifications will
immediately be granted preliminary interviews by the
recruiters. Candidates deemed to be best qualified and
match the City's best interests will be invited to interview
in Huntington Beach in late November/early December.
All candidates will be evaluated and only those qualified
applicants determined to be "most qualified" will move
forward in the selection process. The City Manager is
desirous of making his selection before the end of the year.
A thorough investigation of personal and professional
history and background will be performed prior to
appointment. This review includes, but is not limited to;
work, education, military, internal/external investigations,
criminal, civil and financial information. Prior to
appointment, the selected candidate must successfully
complete a required comprehensive medical examination,
which may include drug screening.
This is a highly confidential search process. References will
not be contacted until mutual interest has been established.
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Dpvid A. Segura
Professional Experience
City of Long Beach, CA Fire Department
Deputy Chief
August 2012 — Cun ent
Provide executive leadership to the Support Services Buz eau with a $10 million operating budget
Manage the Tiaimng Division, Emergency Medical Seivices (EMS) Division, Fire Communications
Division and the Technology Division Responsible foi the department's promotional exams, firefightei and
public safety dispatcher recruitment and hning process Ovetsee newly established Office of Professional
Standai ds and coot dmate local grant efforts, fleet maintenance and pi ocui ement.
Key Achievements
■ Implemented Phase 1 of citywide consolidation of the Police and Fire Communication Centers Lead
the consolidation piocess along with representatives from the City Manager's office, Police, Human
Resources and the Technology depailments Outcomes will address operational efficiencies that
work within budget constraints
■ Reformed the firefighter selection and hiring process Established an objective merit -based selection
piocess and included community partners to participate in the interview piocess. Partnered with the
Civil Service Department to contract with the National Testing Network foi entry-level testing
Generated cost efficiencies and also provided a well -qualified and diverse pool of candidates.
■ Reinstated and redesigned the Officer Development Program to create long-term succession
planning for line supervisors Modeled after the LAFD Leadership Academy
■ Partnered with the Civil Service Department to overhaul the fire department's promotional exams by
recording the process This pi ocess made it feasible to sequester candidates in order to avoid
information sharing
■ Served as Operations Section Chief in the Emergency Operations Center (EOC) during the SCE
power outages, providing leadership foi disaster and emergency management
■ Implemented a city-wide Type 3 All -Hazard Incident Management Team tiaming program
Partnered with City management and EOC management
■ Instrumental in building and maintaining pi oductive relationships between the fne department and
the community. Have received formal recognition/awards from community groups including
Leadership Long Beach Institute (LLBI) and the Community Hispanic Association
HB -325- Item 15. - 6
David Segura
Page 2
Assistant Chief
Novembei 2011 —August 2012
Managed the day-to-day functions of the Opei ations Bui eau
Oversaw the Operations Bureau which consisted of nine Battalion Chiefs, divided into three shifts and three
districts with adaily suppression staff of 117 personnel Managed the following specialty programs- Haz
Mat, USAR, Fire Boats, and Anport Administered the annual spending plan and submittals for the UASI,
MMRS, SHGP, and PSGP grants Also, provided over sight and approval author ity for the Department's
facility improvements and renovations for gender accommodations
Key Achievements
• Created and implemented an efficiency staffing model, which resulted in a daily engine and truck
company reduction
• Created and implemented vacation staffing model to reduce overtime costs
Member of Los Angeles Area Fire Chiefs' Association (LAFCA) Operations Committee
Battalion Chief
January 2010 — November 2011
Managed the day-to-day operations of District 1, C-shift
Managed eight fire stations, with a total of 47 personnel This included 2 fire boat stations, the USAR station
and the Haz Mat station
Key Achievements
■ Administered the department's Haz Mat program and the only specialty program provided with a
line item budget
■ Responsible for $55,000 budget for the procurement of advanced technological equipment to
enhance Haz Mat mitigation and public and firefighter safety.
• Cooi dinated advanced Haz Mat/CBRNE/WMD department training classes
■ Instrumental in ensuring that the Haz Mat program was properly staffed and equipped to obtain a
State Type-3 rating
Captain
September 2001— September 2002, January 2004 — December 2009
Supervismy duties and responsibilities
Responsible for establishing LBFD's first -ever Haz Mat Station — 4 personnel staffed an engine and a Haz
Mat company Also supervised a station with 6 personnel — an engine company and a BLS ambulance
Supervised a station with 10 personnel — an engine and ti uck company and a paramedic rescue
Item 15. - 7 HB -326-
David Segura
Page 3
f
Key Achievements
■ Assisted in cleating, developing, and implementingLBFD's new hazardous materials emergency
response progi am
■ Implemented and managed the department's USAR K-9 program
■ Sewed as a key instructor in the mitial department -wide rapid intervention/TIC and firefighter
survival ti aining
Administered Ambulance Operators' tiaimng classes as an academy class coordinator
■ Involved in numerous phases of firefighter and ambulance operator recruitment and hn mg
Training Officer (Captain)
September 2002 — January 2004
Responsible for in-service and recruit training
Key Achievements
■ Served as a class coordinator responsible for managing 6 training officers and 28 recruits
■ Responsible for all recruit coaching and counseling sessions and wi itten reports
Firefighter/Paramedic
October 1987 — September 2001
Assumed fir efrghter/paramedic duties and responsibilities
Key Achievements
■ Preceptor responsible for tiammg numerous LBFD employees and outside agency paramedics
■ Assisted the Civil Sei vice Department with firefighter recruitment
Vice President, Firefighters'Association
January 1992 — December 1998
Represented members fairly and effectively in i elation to wages, benefits, and woi king conditions
Key Achievements
■ Played a key leadership role in negotiating multi -year contracts
■ Member of the City's insurance advisory committee comprised of employee group and City
Management i epresentatives.
f- -
r` ■ Represented employees through the disciplinary and grievance process
xB -327- Item 15. - 8
David Segura
Page 4
Firefighter
Apt it 1986 —October 1987
Assumed firefighter duties and i esponsibilities
Key Achievements
■ Provided bilingual public instiuchon of basic fiist-aid and CPR through the American Heart
Association and the Long Beach Fne Department
■ Assisted the Civil Service Department with firefighter ieciuitment
City of Inglewood, CA Fire Department
Firefighter/Paraniedic, Firefighter
October 1983 —April 1986
California Department of Forestry (Cal Fire)
Seasonal Firefighter/EMT
June 1983 — September 1983
4'
Education
Master of Public Administration
California State University, Long Beach (in pi ogress)
Bachelor of Science, Occupational Studies
California State University, Long Beach
Hazardous Materials Specialist
California Specialized Training Institute
Urban Search and Rescue Technician
Califorma State Fire Marshall
Associate of Science, Fire Science
Long Beach City College, California
Fire Officer
California State Fiie Marshal
EMT/Paramedic
Paramedic Training Institute, County of Los Angeles
Item 15. - 9 HB -328-
David Segura
Page 5
Community Service
Boaid Member (Govei nment Relations Chair) of the Consei vation Corps of Long Beach
Board Member (President) of the Friends of Long Beach Fii efighters, Inc
Boaid Member of the Leadei ship Long Beach Institute (2011 —12)
Boys and Guls Club of Long Beach, Caieei Development Committee (2011 —12)
Credentials and Certifications
California State Board of Fire Services —Assistant Safety Officei, HazMat
California State Board of File Services — Strike Team Leadei (Engine)
Los Angeles County Paramedic Preceptoi Tiaining
Basic Fiist Aid/CPR Instructoi (English and Spanish)
California State Board of File Services — Fn efighter II
California State Boaid of Fire Services — Fnefighter I
Professional Affiliations
Leadei ship Long Beach Institute Graduate/Alumni
International Association of File Chiefs
International Association of Firefighters
Califoi nia State of Fn efighters Association
California Professional Fnefighters
Honors and Awards
Other
Elected as one of 25 LLBI alumni having most impact in the community (2014)
Honoled with the Excellence in Public Safety Award by the Community Hispanic Association (2015)
Fluent in Spanish
Serve as LBFD spokesperson foi Spanish media as needed
HB -329- Item 15. - 10
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EMPLOYMENT AGREEMENT BETWEEN
THE CITY OF HUNTINGTON BEACH AND DAVID A. SEGURA
THIS AGREEMENT is entered into this 7 day of 2W4V , 2016, between
the City of Huntington Beach, a California municipal corporation, hereinafter "City," and David
Segura, hereinafter "Segura"
WITNESSETH
The City Manager has been empowered to appoint and remove department heads; and
The City, through the City Manager, desires to employ the services of Segura as the head
of the Fire Department, as the Fire Chief, of the City of Huntington Beach; and
The City seeks to provide certain benefits, establish certain conditions of employment,
and to set working conditions of Segura; and
The City intends to-
(1) Secure, retain and employ the services of Segura, and
(2) Segura intends 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.
The City agrees to employ Segura 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 duties and functions as the City Manager shall from time to time
assign. Segura shall devote his full attention and effort to the office and perform the mentioned
duties and functions in a professional manner.
SECTION 2. STATUS AND TERM.
(a) Segura shall serve for an indefinite term of the pleasure of the City Manager and
shall be considered an at -will employee of the City.
1
David Segura Employment Agreement.
Item 15. - 11 HI3.330_
(b) Nothing in this Agreement shall prevent, limit or otherwise interfere with the right
of the City Manager to terminate the employment of Segura at any time, subject only to the
provisions set forth in Section 6, subparagraphs (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 Segura to resign at any rime from his position with the City, subject only to the
provisions set forth in Section 6, subparagraph (d), of this Agreement.
(d) Segura 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 Manager until notice of Segura's 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 Segura's time off, and with the advance approval of the City Manager.
SECTION 3. SALARY AND COMPENSATION.
City agrees to pay Segura for services rendered pursuant to this Agreement based upon the Non -
Associated Executive Management Salary Schedule, Pay Grade NA0015, Control Point + 5.75%
($99.02/hourly/$205,978/annually) or Resolutions or Ordinances from time to time enacted that
govern such compensation.
SECTION 4. OTHER BENEFITS.
In addition to the foregoing benefits, Segura shall also receive all such other benefits that are
generally applicable to non -associated employees (Department Heads) hired after 12/27/1997, as
set forth in Huntington Beach City Council Resolution No. 2014-32, entitled "A Resolution Of
The City Council Of The City Of Huntington Beach Modifying Salary And Benefits For Non-
2
David Segura Employment Agreement
HB -331-
Item 15. - 12
Represented Employees, a copy of which is attached hereto as Exhibit "A" and incorporated by
reference as fully set forth herein. The benefits provided to Segura pursuant to this Section may
be modified by City from time to time, upon City Council adoption of a successor Resolution.
i. Holiday Pay -In -Lieu
Segura shall receive Holiday In -Lieu Pay, pursuant to Title 2, CCR 571(a). Segura shall be
compensated by the City in lieu of the ten (10) listed holidays at the rate of 3.0768 hours
multiplicd by employee's hourly rate, payable each and every pay period. The following are the
recognized legal holidays under the Non -Associated Resolution:
• New Year's Day (January 1)
• Martin Luther King Jr. Day (third Monday in January)
• President's Day (third Monday in February)
• Memorial Day (last Monday in May)
• Independenec Day (July 4)
• Labor Day (first Monday in September)
• Veteran's Day (November 11)
• Thanksgiving Day (fourth Thursday in November)
• Friday after Thanksgiving Day
• Christmas Day (December 25)
Any day declared by the President of the United States to be a National holiday, or by the
Governor of the State of California to be a State holiday, and adopted as an employee holiday by
the City Council of Huntington Beach.
If Segura is required to work regular shifts on the above listed holidays as set forth in this
Section, Segura 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, CAPERS determination shall prevail.
3
David Segura Employment Agreement
Item 15. - 13 HB -332-
ii. Uniform Allowance
Segura shall receivc an annual uniform allowance of $1,250.00, to be paid bi-weekly, for
maintenance and cleaning of uniforms. This pay shall not be considered as "pensionable
compensation".
iii City Vehicle/Auto Allowance
As Fine Chief, Segura shall have unrestricted use, during his employment, of an
automobile provided to him by the City. Said automobile shall be used by Segura for
business use, with the understanding that the Fire Chief is on -call 24 hours a day, 7 days a
week. The City shall be responsible for cost of liability, property damage, and
comprehensive insurance for said automobile, however, the City may elect, without notice to
Segura, to provide said coverage by self-insurance. The purchase, maintenance, repair and
regular replacement of said automobile shall be the responsibility of the City.
Notwithstanding the above provision, the Fire Chief can opt to accept an Auto Allowance as
provided for in the Non -Associated Resolution.
SECTION 5. ADMINISTRATIVE LEAVE.
The City Manager may place Segura 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 Manager terminates the
employment of Segura, and during such time that Segura is willing and able to perform his duties
under this Agreement, then City shall pay to Segura a severance payment equal to salary
payments which Segura would have been receiving over a twelve week period at Segura'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 Segura secures health and
4
David Segura Employment Agreement
HB -333- Item 15. - 14 .
medical insurance through 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 Segura and Segura'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 Segura without severance pay.
(i) a willful breach of this agreement or the willful and repeated
neglect by Segura to perform duties that he is required to perform;
(ii) conviction of any criminal act relating to employment with the
City;
(iii) conviction of a felony.
(2) Prior to the time that the City Manager terminates Segura without
severance pay for any of the reasons set forth in Section (b)(1) above, and only in that case, the
City Manager shall provide Segura with written notice of proposed termination which will
4 include the reason and factual basis for termination. Within ten days of such notice, Segura may
request an opportunity to respond to the reasons and factual basis provided by the City Manager.
If such a request to respond is made, the City Manager shall conduct a meeting, which may be
informal in nature, so that Segura may respond to the notice of proposed termination. At such
meeting, Segura 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 Manager as to whether reasons set forth in
Section (b)(1) exist or do not exist shall be final as between the parties.
(c) In the event City at any time during the term of this Agreement reduces the salary
of Segura from its current level, except as part of an across-the-board reduction for all Directors
of City, or in the event City refuses, following written notice, to extend to Segura any non -salary
5
David segm EnTloyment Agn me t
Item 15. - 15 xB -334-
benefit customarily available to all Directors, or in the event Segura resigns following a
suggestion, whether formal or informal, by the City Manager that he resign, then, Segura may, at
his option, be deemed to be "terminated". The termination date will occur then at the date of
reduction or refusal to extend or such suggestion of resignation within the meaning and context
of the severance pay provision in subparagraph (a) above; provided that the option to be deemed
terminated is exercised by written notice from Segura and delivered to the City Manager 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 Segura
exercises the option to be deemed terminated.
R
(d) In the event Segura voluntarily resigns his position, Segura shall give City written
notice at least sixty (60) days prior to the last workday, unless the City Manager and Segura
otherwise agree.
(e) It is understood that after notice of termination in any form, Segura and the City
will cooperate to provide for an orderly transition Specific responsibilities during such
transition maybe specified in a wntten separation agreement.
SECTION 7. DISABILITY.
If Segura is totally medically, or physically disabled or otherwise unable to perform his duties
because of sickness, accident, injury, mental incapacity or ill health, and has provided proof of
the same from a qualified licensed medical professional, he shall be eligible for Disability Leave
upon exhausting all accrued general leave and executive leave, and duty injury leave if
applicable. Disability Leave shall be unpaid and shall be approved by the City Manager 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 Segura. If Segura is
unable to return to work at that time, the City shall have the option to terminate the employment
of Segura., subject to the requirements imposed on City by Section 6, paragraph (a).
6
David Segura Employment Agreement
la: U2
Item 15. - 16
SECTION 8. PERFORMANCE EVALUATION.
The City Manager shall review and evaluate in writing the performance of Segura at least once
annually, with the first performance review occurring within the initial six (6) months of
employment. That review and evaluation shall be in accordance with specific criteria developed
in consultation with Segura and the City Manager. Those criteria may be added to or subtracted
from as the City Manager may from time to time determine, in consultation with Segura.
SECTION 9. GENERAL AND EXECUTIVE LEAVE
Segura shall accrue General Leave in accordance with the General Leave accrual provisions
applicable to department heads of the City as contained in the Non -Associated Resolution
(Exhibit "A'). Segura will be credited 80 hours of Executive Leave, and 80 hours of General
Leave upon his first day of employment. Thereafter, Segura shall be credited 80 hours of
Executive Leave on January 1 of each calendar year. Executive Leave must be used in the same
calendar year it is credited; unused Executive Leave may not be carried forward to the next
calendar year or cashed out at any time. General Leave shall be accrued in accordance with the
appropriate provisions of the Non -Associate Resolution. Segura shall provide the City Manager
with reasonable notice prior to taking two or more General Leave or Executive Leave days off.
SECTION 10. PROFESSIONAL DEVELOPMENT.
The City agrees to budget and pay for Segura's professional memberships as normally
accorded to Department Heads. Segura shall also receive paid leave, plus registration, travel and
reasonable expenses for short courses, workshops, conferences and seminars that are necessary
for his professional development and, in the judgment of the City Manager, for the good of the
City, and subject to budget limitations and to established travel policies and procedures.
7
David Segura Employment agreement
Item 15. - 17 HB -336-
SECTION 11. FINANCIAL DISCLOSURE.
Segura shall report to the City Manager any ownership interest in real property within the
County of Orange, excluding personal residence. Segura shall also complete and file annually
Financial Disclosure 700 Forms. Also, Segura shall report to the City Manager 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 Segura
to the City Manager within ten (10) calendar days of the execution of this agrcement and further
within ten (10) calendar days of acquisition of that interest in real property. Additionally, Segura
shall report in writing to the City Manager 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 12. INDEMNIFICATION.
The City shall defend and indemnify Segura against actions, including but not limited to any:
professional liability claim or demand, or other noncriminal legal, cquitable or administrative
action, ansing out of an alleged act or omission occurring in the performance of Segura's during the
discharge of his duties as an employee/officer of the City, other than an action brought by the City
against Segura, or an action filed against the City by Segura. The City will not defend or indemnify
Segura for any act by Segura resulting in, or involving a lawsuit for punitive damages. In addition,
the City shall pay the reasonable expenses for the travel, lodging, meals, and lost work time of
Segura should Segura be subject to such, should an action be pending after termination of Segura.
The City shall be responsible for and have authority to compromise and settle any action, with prior
consultation with Segura, and pay the amount of any settlement or judgment rendered on that
action. Segura shall cooperate fully with City in the settlement, compromise, preparation of the
defense, or trial of any such action.
8
David Segura Employment Agreement
1113 -337-
Item 15. - 18
SECTION 13. GENERAL PROVISIONS
(a) The text here shall constitute the entire Agreement between the parties
(b) This Agreement shall become effective commencing March 7, 2016
(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
IN WITNESS WHEREOF, the City has caused this Agreement to be signed and executed
on its behalf by its City Manager, and Segura has signed and executed this Agreement, both in
duplicate, the day and year first above written
CITY
"____
Fre son, City Manager
APPROVED AS TO FORM
Michael Gates, City Attorney
9
David Segura Employment Agreement
FIRE CHIEF/SEGURA
i
00/42120"�'PillIi
David A Segura /
SECTION 13. GENERAL PROVISIONS.
(a) The text here shall constitute the entire Agreement between the parties,
(b) This Agreement shall become effective commencing March 7, 2016.
(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.
IN WITNESS WHEREOF, the City has caused this Agreement to be signed and executed
on its behalf by its City Manager, and Segura has signed and executed this Agreement, both in
duplicate, the day and year first above written.
CITY:
Fred A. Wilson, City Manager
APPROVED AS -TO FORM:
Gates, City Attorney
z
David Segura Employment Agreement
FIRE CHIEF/SEGURA:
David A. Segura
Item 15. - 19 HB -338-
,r- K # 1,6 /'7- /+
RESOLUTION NO. 2014- 32
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF HUNTINGTON BEACH MODIFYING 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, the City Council of the City of Huntington Beach does hereby
resolve as follows-
1. Salaries and benefits for Non -Represented employees shall be as reflected in
Exhibit A, attached hereto and incorporated by this reference.
2 Except as modified herein existing benefits shall remain in effect.
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 7th day of July , 2014.
of Human Resources
HB -339- Item 15. - 20
X (IA,(r 'lq ' -
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
EXHIBIT A - NON -ASSOCIATED EMPLOYEES PAY AND BENEFIT
PROVISION...................................................................................................1
SECTIONI PAY..............................................................................................................1
A
SALARY SCHEDULE ......... .. ...
1
B
DIRECT DEPOSIT.
1
C
ASSIGNED VEHICLE/AUTO ALLOWANCE
1
1 Department Heads
1
SECTION II - HOURS OF WORK/OVERTIME/TIME OFF.............................................1
A
EXECUTIVE LEAVE..
1
B
FLEXIBLE AND ALTERNATIVE WORK SCHEDULES
1
SECTION III - 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
6
4 Section 125 Plan
6
B
LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE
.6
C
LONG-TERM DISABILITY INSURANCE.
6
D
CITY -PAID PHYSICAL EXAMINATIONS
6
E
MISCELLANEOUS ...
7
F
RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR THE CITY MEDICAL
RETIREE SUBSIDY PLAN
7
G
POST-65 SUPPLEMENTAL MEDICARE COVERAGE
7
SECTION IV - RETIREMENT.........................................................................................8
A.
BENEFITS
8
1 Self -Funded Supplemental Retirement Benefit
8
2 Medical Insurance for Retirees
8
B
PUBLIC EMPLOYEES' RETIREMENT SYSTEM CONTRIBUTIONS AND REPORTING
.. 8
1 Miscellaneous Unit Members
8
2 Safety Unit Members
9
3 IRS Code 414(h)(2)
10
4 Pre -Retirement Optional Settlement 2 Death Benefit
10
5 Fourth Level of 1959 Survivor Benefits
10
6 VEBA Plan Requirements
10
SECTION V - LEAVE BENEFITS................................................................................12
A GENERAL LEAVE 12
1 Accrual 12
2 Eligibility and Approval 12
' " 1" to N/A Resolution
Item 15. - 21 HB -340-
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
3 Leave Benefit Entitlements
12
4 Conversion to Cash
12
B HOLIDAYS AND PAY PROVISIONS
13
C SICK LEAVE
13
1 Accrual
13
2 Credit
14
3 Usage
14
4 Payoff at Termination
14
D BEREAVEMENT LEAVE
15
E VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM
15
SECTION VI - RETIREE SUBSIDY MEDICAL PLAN..................................................15
SECTION VII - MISCELLANEOUS...............................................................................15
A COLLECTION OF PAYROLL OVERPAYMENTS.
15
B. UNIFORMS AND CALPERS REPORTING ...
16
EXHIBIT 1 - NON -ASSOCIATED SALARY SCHEDULE.............................................17
EXHIBIT 2 RETIREE MEDICAL PLAN
19
EXHIBIT 3 - 9/80 WORK SCHEDULE..........................................................................
23
EXHIBIT 4 - VOLUNTARY CATASTROPHIC LEAVE DONATION .............................
25
Eatubit "A" to N/A Resolution
Item 15. - Z
NON -ASSOCIATED EMPLOYEES PAY AND BENEFIT PROVISIONS
EXHIBIT A
SECTION I — PAY
A Salary Schedule
All current Non -Associated employees shall receive the salaries as identified in Exhibit
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 Manager 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 Manager 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 any time 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
1 Department Heads
Appointed Department Heads and the City Clerk, City Treasurer, and City Attorney
shall have the option of an assigned City vehicle or an auto allowance in the amount of
two hundred thirty dollars and seventy-seven cents ($230 77) per bi-weekly pay period
plus reimbursement of out-of-town travel at the approved mileage rate
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
tem 15. - 23 ' to N/A Resolunon
HB -342-
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
lunch during each work shift, totaling forty (40) hours in each FLSA designated 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 Manager or
designee
3 Alternative Work Schedule
Non -associated employees may elect any alternative work schedule approved by the
City Manager 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
Ealvbit "A" to N/A Rcsolunon RB -343- Item 15. - 24
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
i. Health Plan Employee and Employer Contributions Chart for Classifications in
EXHIBIT 1
2014 Health Premiums and Contributions
Effective 8/1/2014
Non -Associated
`
Plan
` T
Tien
Monthl Y
"-Premiumv�
J EmployerE
Monthly 1
ution
ployee
' �IVlonthly
Contribution
_
Employee
Si Weekly 77
Contribution;
-.
52.89
Kaiser
Single
455.36
340.76
114.60
Two -Party
997.37
674.36
323.01
149.08
Family
1,311.39
870.04
441.35
203.70
Blue Shield HMO
Sin le
587.00
340.76
246.24
113.65
Two-Part
1,281.00
674.36
606.64
279.99
Family
1,65T00
870.04
786.96
363.21
Blue Shield PPO
Single
629.00
450.48
178.52
82.39
Two -Party
1,329.00
835.78
493.22
227.64
Family
1,647.00
1,014.31
632.69
292.01
@ ? \15```
Delta Dental PPO
Single
65.00
45.02
19.98
9.22
121.40
85.91
35.49
16.38
-Two-Party
Family
160.00
122.18
37.82
17.46
'
l?L�Y�\S';.. ✓
�is \2 nc `4aQY
:`.z 5 v
"�� mom•
Delta Care HMO
Single
28.88
28.88
0
0
49.10
49.10
0
0
-Two-Party
Family_75.10
75.10
0
0
a. x
.:„
,
VSP Vision
Single
25.94
0
25.94
11.97
25.94
0
25.94
11.97
-Two-Party
Family
25.94
0
25.94
11.97
Medical Opt -Out: $340.76 per month (or $157.27 bi-weekly)
Employee and City Contributions subject to change as a result of contract negotiations
ii. "Safety Member" Health Premiums - Employer Contribution
Employees that are classified as "safety member' by the California Public Employees'
Retirement System (CaIPERS) may have access to the medical plans offered by
CaIPERS as contracted by the City. In accordance with eligibility provisions, the
Police Chief and the Fire Chief may elect to enroll in the CaIPERS health insurance
program offered by the City.
The City's maximum monthly employer contributions for the CaIPERS health
insurance program is set forth in the chart below. The amounts listed below include
tem 15. - 25 ' to N/A Resolution t:.fg -344-
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
the mandated Public Employees' Medical and Hospital Care Act (PEMHCA)
contribution.
2014 Health Premiums and Contributions
Effective 8/1/2014
Non -Associated - Safety
..
F
r .'
Emp oye_"tn
E e
y
peekly
Plan
",Ti
.Tier
MorFthly z�
,Monthly
h
Premium
.
\\,„
;s
Contrib tion,r.
Rontr6utioPERS
Sin le
536.99
340.76
196.23
90.57
Two -Party
1073.98
1 674.36
399.62
1 184.44
Anthem HMO Select
Family
1396.17
1 870.04
526.13
242.83
•y .
a x
PERS
Single
592.20
340.76
251.44
116.05
Anthem HMO
Two -Party
1184.40
674.36
510.04
235.40
Traditional
Family
1539.72
870.04
669.68
309.08
Single
543.21
340.76
202.45
93.44
PERS
Two -Party
1086.42
674.36
412.06
190.18
Blue Shield HMO
Family
1412.35
870.04
542.31
250.30
�\H>. �. :; ��\A. .✓%'=--.»vfi .. . ���%%BriT��^A,}.. \�")"26'il�kdial\\�.�Tn�.. �
Y
w \ [..
Single
457.17
340.76
116.41
53.73
PERS
Two -Party
914.34
674.36
239.98
110.76
Blue Shield NetValue
Family
1188.64
870.04
318.60
147.05
.z ..
y ,
v'1'.u.fi�
'•tii +l�....�...n'Ivjm
•.,
PERS
Single
489.82
340.76
149.06
68.80
Health Net
Two -Party
979.64
674.36
305.28
140.90
Family
1273.53
870.04
403.49
186.23
Salud y Mas
Single 568.51
340.76
227.75
105.12
PERS
Two -Party 1137.02
674.36
462.66
213.54
Health Net SmartCare
Family 1478.13
870.04
608.09
280.66
Ma MP
Single 521.01
340.76 180.25
83.19
PERS
Two -Party 1042.02
674.36 367.66
169.69
Unitedhealthcare
Family 1354.63
870.04 484.59
223.66
Single
602.79
340.76
262.03
120.94
PERS
Two -Party
1205.58
674.36
531.22
245.18
Kaiser
Family
1567.25
870.04
697.21
321.79
�:� . r•madJsa6�'�ax.iwf�lbs'�4iNq\.
e w
'i "S,'�`u. +. _ ,ew
Single
612.25
450.48
161.77
74.66
PERS
Two -Party
1224.50
835.78
388.72
179.41
Choice
Family
1591.85
1014.31
577.54
266.56
t
Single
586.32
450.48
135.84
62,70
PERS
1172.64
835.78
336.86
155.47
Select
-Two-Party
Family
1524.43
1014.31
510.12
235.44
?
,• ,,' +gam.°tX
,`"<.Y,�f" ,. a
- ,ye✓ Fxa J
Exhibit "A" to N/A Resolution HB -345- Item 15. - 26
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
y :
Ties t ,
Monthly
-� F
P..,remium
Employer Employee
onthl _ Mon
M y�
4 o`n i oni,Ccsntributio
-....
-in loyee
y
Coibutton
PERS
Care
Single
638.22
450.48
187.74
86.65
Two -Party
1276.44
835.78
440.66
203.38
Family
1659.37
1014.31
645.06
297.72
_.
a
;y
PORAC
Sin le
1 634.00
450.48
183.52
84.70
Two -Party
1186.00
835.78
350.22
161.64
Family
1507.00
1014.31
492.69
227.40
Delta Dental PPO
Single
65.00
45.02
19.98
9.22
Two -Party
121.40
85.91
35,49
16.38
Family
160.00
122.18
37.82
17.46
Delta Care HMO
Single
28.88
28.88
0.00
0.00
Two -Party
49.10
49.10
0.00
0.00
Family
75.10
75.10
0.00
0.00
. "�-4�` 9E� y, .,..�
4W7.5k'
�„ "K�rSj'
^y� _^$.•J.:
.. Y� e4 V�MSm`-'
VSP Vision
Single
25.94
0.00
25.94
11.97
Two -Party
25.94
0.00
25.94
11.97
Family
25.94
0.00
25.94
11.97
Medical Opt Out Benefit-. $340.76 per month (or $157.27 bi-weekly)
Employee and City Contributions subject to change as a result of contract negotiations
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 City agrees to increase the contribution toward monthly group medical by $100
per plan, per tier, effective January 1, 2015.
The employee and employer contributions rates set forth in sections i and ii above
shall remain in effect in 2015 and beyond unless otherwise modified by a successor
Non -Associated Resolution.
The City's contribution caps for dental and vision in effect as of August 1, 2014 shall
not be increased.
The City's contribution caps will remain in place, even if premium increases result in
these additional costs being borne by the employee.
tem 15. - 2 / ' to N/A Resolution
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
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), the employee may elect to
discontinue City medical coverage and receive the monthly value of the City's
contribution to the lowest cost employee -only medical plan paid 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 and Dismemberment 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 Long -Term Disability Insurance
This program provides for each incident of illness or injury, a waiting period of thirty (30)
calendar days during which the Non -Associated employee may use accumulated sick leave,
general leave, executive leave pay Subsequent to the thirty-(30) day waiting period, the
employee will be covered by an insurance plan paid for by the City providing sixty-six and two-
thirds percent (66 213%) of the first $12,500 of the employee's basic monthly earnings up to a
maximum monthly benefit of $8,332 50 The maximum benefit period for disability due to injury
or illness shall be to age sixty-five (65)
Days and months refer to calendar days and months Benefits under the plan are integrated
with sick leave, Worker's Compensation, Social Security and other non -private program
benefits to which the employee may be entitled Disability is defined as "The inability to
perform all of the duties of regular occupation during two years and thereafter the inability to
engage in any employment or occupation, for which he/she is fitted by reason of education,
training or experience " Rehabilitation benefits are provided in the event the individual, due to
disability, must engage in other occupation Survivor's benefits continue the plan payment for
three (3) months beyond death A copy of the plan is on file in the Human Resources
Department
D City -Paid Physical Examinations
Non -Associated employees shall be provided, once every two years, with a City -paid physical
examination comparable to the current 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 any one fiscal year Said exam shall be
comprehensive in nature and shall include
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
Exhibit "A" to N/A Rcsolution HB -347-
Item 15. - 28
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
3 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 twenty-four (24)
months
F Retiree Medical Coverage for Retirees Not Eligible for the Citv Medical Retiree Subsidy Plan
Employees who retire from the City after January 1, 2004, and are granted a retirement
allowance by the California Public Employees' Retirement System and are not eligible for the
City's Retiree Subsidy Medical Plan may choose to participate in City -sponsored medical
insurance plans until the first of the month in which they turn age sixty-five (65)
The retiree shall pay the full premium for City -sponsored medical insurance for themselves
and/or qualified dependents without any City subsidy
Employees who retire from the City and receive a retirement allowance from the California
Public Employees' Retirement System and are not eligible for the City's Retiree Subsidy
Medical Plan and choose not to participate in City -sponsored medical insurance upon
retirement permanently lose eligibility for this insurance
However, if a retiree who is not eligible for the City's Retiree Subsidy Medical Plan chooses not
to participate in City -sponsored medical insurance plans because the retiree has access to
other group medical insurance, and subsequently loses eligibility for that group medical
insurance, the retiree and their qualified dependents will have access to City -sponsored
medical insurance plans reinstated
Eligibility for Retiree Medical Coverage terminates the first of the month in which the retiree or
qualified dependent turns age sixty-five (65)
G Post-65 Supplemental Medicare Coverage
Retirees who are participating in the Retiree Subsidy Medical Plan as of January 1, 2004 and
all future retirees who meet the criteria to participate in City -sponsored medical insurance, with
or without the Retiree Medical Subsidy Plan, may participate in City -sponsored medical
insurance plans that are supplemental to Medicare, after a contract is in place between the City
and a health insurance provider
A retiree or qualified dependent must choose to participate in City -sponsored medical insurance
plans that are supplemental to Medicare beginning the first of the month in which the retiree or
qualified dependent turns age sixty-five (65)
The retiree shall pay the full premium to participate in City -sponsored medical insurance plans
that are supplemental to Medicare for themselves or qualified dependents without any City
su bsidy
tem 15. - 29 " to N/A Resolution BB -348-
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
W1
Retirees or qualified dependents, upon turning
sponsored medical insurance plans that are
eligibility for this insurance
Benefits
age 65, who choose not to participate in City -
supplemental to Medicare permanently lose
SECTION IV — RETIREMENT
1 Self -Funded Supplemental Retirement Benefit
In the event a Non -Associated employee member elects Option #1, #2, #2W, #3, #3W or
#4 of the Public Employees' Retirement law, the City shall pay the difference between
such elected option and the unmodified allowance which the member would have
received for his or her life alone as provided in California Government Code sections
21455, 21456, 21457, and 21548 as said referenced Government Code sections exist as
of the date of this agreement This payment shall be made only to the member (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
2 Medical Insurance for Retirees
a Upon retirement, whether service or disability connected, each Non Associated
employee shall be entitled to cause self, spouse and dependents to participate fully
in the City's group health insurance program at the equivalent of the City's group
premium rate in accordance with the provisions specified by Consolidated Omnibus
Budget Reconciliation Act of 1985 (COBRA) Such participation shall be at
employee's expense and upon terms, conditions and restrictions currently in effect
b As an alternative to the benefit described in paragraph IV A 2 a above, the City will
provide a financial contribution towards the cost of retiree medical premiums as
described in Section VI
Public Employees' Retirement System Contributions and Reporting
Miscellaneous Unit Members
a The City shall provide all miscellaneous employees described as "classic members
by the Public Employees' Pension Reform Act of 2013 — "PEPRA" with that certain
retirement program commonly known and described as the "2 5% at age 55 plan"
which is based on the retirement formula as set forth in the California Public
Employees' Retirement System (PERS), Section 21354 of the California
Government Code
b Effective at the beginning of the pay period of July 19, 2014, following City Council
approval of this MOU, all miscellaneous bargaining unit "classic members" shall pay
to PERS as part of the required member retirement contribution eight percent (8%)
of pensionable income This provision shall not sunset at the end of this agreement
E-Albit "A" to N/A Rcsolution
Item 15. - 3 (
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
c The City shall contract with PERS to have retirement benefits calculated based upon
the "classic" employee's highest one year's compensation, pursuant to the
provisions of Section 20042 (highest single year)
d The obligations of the City and the retirement rights of employees as provided in this
Article shall survive the term of this MOU
e For "New' Members within the meaning of the California Public Employees' Pension
Reform Act of 2013
1) New Members shall be governed by the two percent at age 62 (2% @ 62)
retirement formula set forth in Government Code section 7522 20
2) Final compensation will be based on the highest annual average compensation
earnable during the 36 consecutive months immediately preceding the effective
date of his or her retirement, or some other 36 consecutive month period
designated by the member
3) Effective January 1, 2013, "new" members as defined by PEPRA and
determined by CalPERS, shall contribute one half (50%) of the normal cost as
established by CalPERS
2 Safety Unit Members
a The City shall provide all safety employees described as "classic" members by the
Public Employees' Pension Reform Act of 2013 — "PEPRA" with that certain
retirement program commonly known and described as the "3% at age 50 plan"
which is based on the retirement formula as set forth in the California Public
Employees' Retirement System (PERS), Section 21362 2 of the California
Government Code
b Effective at the beginning of the pay period of July 19, 2014, following City Council
approval of this MOU, all safety employees described as "classic" members shall
pay to PERS as part of the required member retirement contribution nine percent
(9%) of pensionable income This provision shall not sunset at the end of this
agreement
c The City shall contract with PERS to have retirement benefits calculated based upon
the "classic' employee's highest one year's compensation, pursuant to the
provisions of Section 20042 (highest single year)
d The obligations of the City and the retirement rights of employees as provided in this
Article shall survive the term of this MOU
e For "New" Members within the meaning of the California Public Employees' Pension
Reform Act of 2013
1) New Members shall be governed by the two and seven tenths percent at age
57 (2 7% @ 57) retirement formula set forth in Government Code section
7522 25(d)
tem 15. - 31 " to N/A Rmlunon HB -350-
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
2) Final compensation will be based on the highest annual average compensation
earnable during the 36 consecutive months immediately preceding the effective
date of his or her retirement, or some other 36 consecutive month period
designated by the member
3) Effective January 1, 2013, "new" members as defined by PEPRA and
determined by CalPERS, shall contribute one half (50%) of the normal cost, as
established by CalPERS
3 IRS Code Section 414(h)(2)
The City has adopted the CalPERS Resolution in accordance with IRS Code section
414(h)(2) to ensure that both the employee contribution and the City pickup of the
required member contribution are made on a pre-tax basis However, ultimately, the tax
status of any benefit is determined by the law
4 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
5 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
6 VEBA Plan Requirements
a Eligibility Defined
Effective December 23, 2009, all eligible Unrepresented Management Employees
with 25 years of continuous service to the City of Huntington Beach will participate in
the Plan An eligible employee is an employee who works twenty (20) or more
hours per week and receives benefits
b Employee Contributions
c Leave Payout
Each eligible unrepresented management employee shall designate all leave
payouts to be rolled over to his/her VEBA Plan account based on the established
range upon separation from City employment
d Participant Account
A separate account is maintained for each contributing eligible unrepresented
management employee, which documents the employee's contributions and
disbursements Contributions to a VEBA plan account as well as any disbursements
to cover nonreimbursed, post -tax medical care expenses are both tax free Eligible
benefits subject to reimbursement by the Plan shall be limited to long-term care
expenses and nonreimbursed medical premiums, co -pays, prescribed drug
Exhibit "A" to N/A Resolution
HB -351-
Item 15. - 32
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
expenses and other medical care costs as that term is defined by the Internal
Revenue Code Section 213
e Administrative Fees
Any Plan administrative fees will be deducted from interest on the total Plan
investments
An eligible unrepresented management employee's Plan account is subject to a
monthly administrative fee for expenses related to recordkeeping, claims
processing, and claims reimbursement The fee will first be deducted from interest
on total plan investments, and then deducted, if necessary, from the employee's
individual account
f Dispute Resolution
This Resolution and any disputes arising under or in connection with this Resolution
shall not be subject to any dispute resolution procedures in the City's Personnel
Rules, nor shall this Resolution and any such dispute relating thereto be subject to
the jurisdiction of the City's Personnel Board for any reason whatsoever
g Indemnification
All Unrepresented Management Employees agree to indemnify and hold the City of
Huntington Beach harmless against any claims made of any nature and against any
suit instituted against the City arising from this Resolution, including, but not limited
to, claims arising from an employee's participation in VEBA or from any salary
reduction initiated by the City for VEBA contributions
Item 15. - 33 ' to N/A Rcsolunon f B -352-
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
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:
dwkxt5 ";. �.
An un al General Leave
AElowance " .x
Blweek! General Leave
, �Allowiance
First through Fourth Year
176 hours
6.77
Fifth through Ninth Year
200 hours
7.69
Tenth through Fourteenth Year
224 hours
8.62
Fifteenth Year and Thereafter
256 hours
9.85
2. Eligibility and Approval
General leave must be pre -approved except for illness, injury or family sickness, which
may require a physician's statement for approval. General leave accrued time is to be
computed from 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 during each fiscal year, each permanent employee shall have the option
to convert into a cash payment or deferred compensation up to a total of one
hundred -twenty (120) general leave benefit hours per fiscal year. The employee
shall give payroll two (2) weeks advance notice of their decision to exercise such
option.
Exhibit "A" to N/A Rcsolution HB -353-
Item 15. - 34
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
c One Week Minimum Vacation Requirement
The City Manager 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
d 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 opportunity for such
transfer must be the beginning of the pay period prior to the employee's last day of
employment
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 (July 4)
(6) Labor Day (first Monday in September)
(7) Veteran's Day (November 11)
(8) Thanksgiving Day (fourth Thursday in November)
(9) The Friday after Thanksgiving
(10) Christmas Day (December 25)
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
Lem 15. - 35 " ro N/A Resolution HB -354-
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
2 Credit
Employees assigned to Non -Associated shall carry forward their sick leave balance and
shall no longer accrue sick leave credit
3 Usage
Employees may use accrued sick leave for the same purposes for which it was used
prior to December 25, 1999 Sick leave shall not be used to extend absences due to
work related (industrial) injuries or Illnesses, this provision shall be added to Personnel
Rule 18 10
4 Payoff at Termination
a Non Associated employees with continuous service with the City since November
20, 1978, shall be entitled to the following sick leave payoff plan
At involuntary termination by reason of disability, or by death, or by retirement,
employees shall be compensated at their then current rate of pay for seventy-five
percent (75%) of all unused sick leave accumulated as of July 1, 1972, plus fifty
percent (50%) of unused sick leave accumulated subsequent to July 1, 1972, up to a
maximum of seven hundred and twenty hours (720) of unused, accumulated sick
leave, except as provided in paragraph V C 5 d below
Upon termination for any other reason, employees shall be compensated at their
then current rate of pay for fifty percent (50%) of all unused accumulated sick leave,
up to a maximum of 720 hours of such accumulated sick leave
b Non -Associated employees hired after November 20, 1978 shall be entitled to the
following sick leave payoff plan
Upon termination, all employees shall be paid, at their then current salary rate, for
twenty-five percent (25%) of unused, earned sick leave to 480 hours accrued, and
for thirty-five percent (35%) of all unused, earned sick leave in excess of 480 hours,
but not to exceed 720 hours, except as provided in paragraph V C 2 c below
c Except as provided in paragraph V C 5 d below, no Non -Associated employee shall
be paid at termination for more than 720 hours of unused, accumulated sick lave
However, employees may utilize accumulated sick leave on the basis of "last in, first
out," meaning that sick leave accumulated in excess of the maximum for payoff may
be utilized first for sick leave, as defined in Personnel Rule 18-8
d Non -Associated employees who had unused, accumulated sick leave in excess of
720 hours as of July 5, 1980, shall be compensated for such excess sick leave
remaining on termination under the formulas described in paragraphs V C 5 a and b
above In no event shall any employee be compensated upon termination for any
accumulated sick leave in excess of the "cap" established by this paragraph (I e ,
720 hours plus the amount over 720 hours existing on July 5, 1980) Employees
may continue to utilize sick leave accrued after that date in excess of such "cap" on
a "last in, first out" basis To the extent that any such "capped" amount of excess
sick leave over 720 hours is utilized, the maximum compensable amount shall be
correspondingly reduced (Example Employee had 1,000 hours accumulated Six
months after July 5, 1980, employee had accumulated another 48 hours Employee
Exhibit "A" to N/A ReNolution
NB -355-
Item 15. - 36
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
is then sick for 120 hours Employee's maximum sick leave "cap" for compensation
at termination is now reduced by 72 hours to 928 )
D Bereavement Leave
Employees shall be entitled to bereavement leave not to exceed twenty-four (24) hours in
each instance of death in the immediate family Immediate family is defined as father,
mother, sister, brother, spouse, children, grandfather, grandmother, stepfather, stepmother,
step grandfather, step grandmother, grandchildren, stepsisters, stepbrothers, mother-in-law,
father-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, stepchildren, or
wards of which the employee is the legal guardian
E Voluntary Catastrophic Leave Donation Program
Under certain conditions, an employee may donate leave time to another employee in need
The program is outlined in Exhibit 4
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 2 Employees hired on or after December 1, 2009, shall not be eligible
for this benefit
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 Manager or designee and as adopted by the
City Council Unauthonzed compensation payments shall not constitute a past practice
(1/03/05)
Item 15. - 37 to N/A Resolution 1113 -356-
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
B Uniforms and CalPERS Reporting
The City provides uniforms to active duty employees in the classifications of Police Chief and
Fire Chief These employees are required to wear a standard uniform for appearance,
uniformity, and public recognition purposes
The City will report to the California Public Employees' Retirement System (CaiPERS) 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)
EAubit "A" to N/A Resolution HB -357- Item 15. - 38
NON -ASSOCIATED EMPLOYEE PAY AND BENEFIT PROVISIONS
EXHIBIT 1
NON -ASSOCIATED EXECUTIVE MANAGEMENT SALARY SCHEDULE
EFFECTIVE JULY 19, 2014
3.75% Increase (1.75% for Police Chief )
Jobs"=
N o
a
Description;
"Pay
Grade
!Starting
Point
Control
Pomt..
; ugh v
Pomt
EXECUTIVE MANAGEMENT
0591
City Manager
NA0591
NA
NA
123.31
DEPARTMENT HEADS
0510
Assistant City Manager
NA0510
82.49
91.81
102.19
0009
Director of Building & Safety
NA0009
71.74
79.85
88.87
0014
Director of Community Services
NA0014
71.74
79.85
88.87
0008
Director of Economic Development
NA0008
71.74
79.85
88.87
0574
Director of Human Resources
NA0574
71.74
79.85
88.87
0479
Director of Information Services
NA0479
71.74
79.85
88.87
0007
Director of Library Services
NA0007
67.23
74.82
83.29
0021
Director of Planning and Building
NA0021
77.69
86.48
96.25
0010
Director of Public Works
NA0010
77.69
86.48
96.25
0518
Finance Director
NA0518
77.69
86.48
96.25
0015
Fire Chief
NA0015
82.49
91.81
102.19
0011
Police Chief
NA0011
82.49
91.81
102.19
ELECTED OFFICIALS
0016
CityAttorney
NA0016
96.29
107.17
119.28
0017
Cit Clerk
NA0017
67.23
74.82
83.29
ELECTED OFFICIALS PART-TIME
10018ICityTreasurer
- "PART-TIME NA0018
71.74
79.85
88.87
*A"nnual Sala �N 0to�Exceed:$49,800_ .
CONTRACT NONI)EPARTMENT HEAD
..-
JDes
option µ Iid
Pay
Grades
;E�^
0593
Chief Assistant City Attorney
NA0593
62.08
65.50
69.10
72.89
76.90
Item 15. - 39 ' to N/A Resoiution HB -358-
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
EXHIBIT 1
NON -ASSOCIATED EXECUTIVE MANAGEMENT SALARY SCHEDULE
EFFECTIVE SEPTEMBER 27, 2014
2.0%4 Increase
Job No
"�DescrlptlonI Al
a� � t
rade
Starting.
Point
Control
Point
High.
Poin
EXECUTIVE MANAGEMENT
0591
City Manager
NA0591
NA
NA
1125.77
DEPARTMENT HEADS
0510
Assistant City Manager
NA0510
84.14
93.64
104.24
0009
Director of Building & Safety
NA0009
73.18
81.44
90.65
0014
Director of Community Services
NA0014
73.18
81.44
90.65
0008
Director of Economic Development
NA0008
73.18
81.44
90.65
0574
Director of Human Resources
NA0574
73.18
81.44
90.65
0479
Director of Information Services
NA0479
73.18
81.44
90.65
0007
Director of Library Services
NA0007
68.57
76.32
84.96
0021
Director of Planning and Buildinq
NA0021
79.24
88.21
98.17
0010
Director of Public Works
NA0010
79.24
88.21
98.17
0518
Finance Director
NA0518
79.24
88.21
98.17
0015
Fire Chief
NA0015
84.14
93.64
104.24
0011
Police Chief
NA0011
84.14
93.65
104.23
ELECTED OFFICIALS
0016
City Attorney
NA0016
98.22
109.32
121.67
0017
City Clerk
NA0017
68.57
76.32
84.96
ELECTED OFFICIALS PART-TIME
0018
City Treasurer - 'PART-TIME
NA0018
73.18
81.44
90.65
Annual Sala Not to;Exceed. $50, 96
CONTRACT NON -DEPARTMENT HEAD
Jo No
1
x �� Descnption .
P:
Y
Grade
B .
C
D
,.
E'""'°"
0593
Chief Assistant City Attorney
NA0593
63.33
66.81
70.48
74.35
78.44
Exhibit "A" to N/A Resolution I-s -359- Item 15. - 4(
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 Plan, provided:
A. At the time of retirement the employee has a minimum of ten (10) years of continuous full
time City service or is granted an industrial disability retirement; and
B. At the time of retirement, the employee is employed by the City; and
C. Following official separation from the City, the employee is granted a retirement allowance
by the California Public Employees' Retirement System.
The City's obligation to pay the monthly premium as indicated shall be modified downward
or cease during the lifetime of the retiree upon the occurrence of any one of the following:
On the first of the month in which a retiree or dependent reaches age 65 or
on the date the retiree or dependent can first apply and become eligible,
automatically or voluntarily, for medical coverage under Medicare (whether or
not such application is made) the City's obligation to pay monthly premiums
may be adjusted downward or eliminated. Benefit coverage at age 65 under
the City's medical plans shall be governed by applicable plan document.
2. In the event of the death of any employee, whether retired or not, the amount
of the retiree medical insurance subsidy benefit which the deceased
employee was receiving at the time of his/her death would be eligible to
receive if he/she were retired at the time of death, shall be paid on behalf of
the spouse or family for a period not to exceed twelve (12) months.
D. Schedule of Benefits
Minimum Eligibility for Benefits
With 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. Employees hired on or after December 1, 2009 shall not be eligible for this
benefit.
2. Disability Retirees
Industrial disability retirees with less than ten (10) years of service shall receive a
maximum monthly payment toward the premium for health insurance of $121.
Payments shall be in accordance with the stipulations and conditions, which exist for
all retirees. Payment shall not exceed dollar amount, which is equal to the full cost
of premium for employee only.
3. Marital Status — Married retirees eligible for benefits under the Retiree Medical
Subsidy Plan may each receive the benefit earned pursuant to Section 4 —
tem 15. - 41 " to N/A Resolution
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
Maximum Monthly Subsidy Payments,, whether enrolled individually as the plan
enrollee or whether enrolled as a dependent on any City -sponsored medical plan.
a. In the case where a retiree is married to a City employee (active or retired)
who is not an unrepresented/non-associated employee or retiree, this
provision shall remain applicable.
b. This provision shall apply to State of California registered domestic partners
the same as married spouses.
4. Maximum Monthly Subsidy Payments
Payment amounts may be reduced each month as dependent eligibility ceases due
to death, divorce or loss of dependent child status. However, the amount shall not
be reduced if such reduction would cause insufficient funds needed to pay the full
premium for the employee and the remaining dependents. In the event no reduction
occurs and the remaining benefit premium is not sufficient to pay the premium
amount for the employee and the eligible dependents, said needed excess premium
amount shall be paid by the employee.
All retirees, including those retired as a result of disability whose number of 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:
y Years of Sernce ,
•• a Y� -
. `Subsidy
11111RPmN - fl n^�`^Rw..:C�F
10
$121
11
136
12
151
13
166
14
181
15
196
16
211
17
226
18
241
19
256
20
271
21
286
22
300
23
315
24
330
25
344
Exhibit "A" to N/A Resolution HB -361 _ Item 15. - 4L
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
MISCELLANEOUS PROVISIONS
A Eligibility
1 The effective start-up date of the Retiree Subsidy Medical Plan for the various
employee groups shall be the first of the month following retirement date
2 A retiree may change plans, add dependents, etc, during annual open enrollment
The Human Resources Department shall notify covered retirees of this opportunity
each year
3 Years of service computed for the Retiree Subsidy Medical Plan are actual years of
completed service with the City of Huntington Beach
B Benefits
1 Retiree Subsidy Medical Plan includes any medical plan offered by the City to active
and/or retired unrepresented/non-associated employees and retirees
2 City Plans are the primary payer for active employees age 65 and over, with
Medicare the secondary payer Retirees age 65 and over have no City Plan options
and are eligible only for Medicare
3 Premium payments are to be received at least one month in advance of the
coverage period
C Subsidies
1 The subsidy payments will pay for
a Retiree Subsidy Medical Plan
b HMO
c Part A of Medicare for those retirees not eligible for paid Part A
2 Subsidy payments will not pay for
a Part B Medicare
b Any other employee benefit plan
c Any other commercially available benefit plan
d Medicare supplements
D Medicare
1 All persons are eligible for Medicare coverage at age 65 Those with sufficient credit
quarters of Social Security will receive Part A of Medicare at no cost Those without
sufficient credited quarters are still eligible for Medicare at age 65, but will have to
tem 15. - 43 ' to N/A Rmluw.
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
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
2 When a retiree and his/her spouse are both 65 or over, and neither is eligible for
paid Part A of Medicare, the subsidy shall pay for Part A for each of them or the
maximum subsidy, whichever is less
3 When a retiree at age 65 is eligible for paid Part A of Medicare and his/her spouse is
not eligible for paid Part A, the spouse shall not receive subsidy When a retiree at
age 65 is not eligible for paid Part A of Medicare and his/her spouse who is also age
65 is eligible for paid Part A of Medicare, the subsidy shall be for the retiree's Part A
only
E Cancellation
1 For retirees/dependents eligible for paid Part A of Medicare, the following
cancellation provisions apply
a Coverage for a retiree under the Retiree Subsidy Medical Plan will be eliminated
on the first day of the month in which the retiree reaches age 65 If such retiree
was covering dependents under the Plan, dependents will be eligible for COBRA
continuation benefits effective as of the retiree's 65th birthday
b Dependent coverage will be eliminated upon whichever of the following
occasions comes first
1) After 36 months of COBRA continuation coverage, or
2) When the covered dependent reaches age 65 in the event such dependent
reaches age 65 prior to the retiree reaching age 65
c At age 65 retirees are eligible to make application for Medicare Upon being
considered "eligible to make application," whether or not application has been
made for Medicare, the Retiree Subsidy Medical Plan will be eliminated
2 See provisions under "Benefits," "Subsidies," and "Medicare" for those
retirees/dependents not eligible for paid Part A of Medicare
3 Retiree Subsidy Medical Plan and COBRA participants shall be notified of non-
payment of premium by means of a certified letter from Employee Benefits in
accordance with provisions of the Non -Associated Resolution
4 A retiree who fails to pay premiums due for coverage and is in arrears for
sixty (60) days shall be terminated from the Plan and shall not have
reinstatement rights
Exhibit "A" to N/A Re�olunon HB -363-
Item 15. - 4z
NON -ASSOCIATED EMPLOYEE PAY AND BENEFIT PROVISIONS
EXHIBIT 3 - 9180 WORK SCHEDULE
This work schedule is known as "9/80". The 9/80 work schedule is designed to be in compliance
with the requirements of the Fair Labor Standards Act (FLSA). In the event that there is a conflict
with the current rules, practices and/or procedures regarding work schedules and leave plans, then
the rules listed below shall govern.
9/80 WORK SCHEDULE DEFINED
The 9/80 work schedule shall be defined as working nine (9) days for eighty (80) hours in a two
week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for
eight (8) hours (Friday), with a one -hour lunch during each work shift, totaling forty (40) hours in
each FLSA work week. The 9/80 work schedule shall not reduce service to the public,
departmental effectiveness, productivity and/or efficiency as determined by the City Manager or
designee.
A. Forty (40) Hour FLSA Work Week
The actual FLSA workweek is from Friday at mid -shift (p.m.) to Friday at mid -shift (a.m.).
No employee working the 9/80 work schedule will be able to flex their Friday start time nor
the time they take their lunch break, which will be from 12:00 p.m. to 1:00 p.m. on Fridays.
All employee work shifts will start at 8:00 a.m. on their Friday worked. The start of the
FLSA workweek is 12:00 noon Friday.
B. Two Week Pay Period
The pay period for employees starts Friday mid -shift (p.m.) and continues for fourteen (14)
days until Friday mid -shift (a.m.). During this period, each week is made up of four (4) nine
(9) hour work days (thirty-six (36) hours) and one (1) four (4) hour Friday and those hours
equal forty (40) work hours in each work week (e.g. the Friday is split into four (4) hours for
the a.m. shift, which is charged to work week one and four (4) hours for the p.m. shift, which
is charged to work week two).
C. A/B Schedules
To continue to provide service to the public every Friday, employees are to be divided
between two schedules, known as the "A" schedule and the "B" schedule, based upon the
departmental needs. For identification purposes, the "A" schedule shall be known as the
schedule with a day off on the Friday in the middle of the pay period, or, "off on payday", the
"B" schedule shall have the first Friday (p.m.) and the last Friday (a.m.) off, or "working on
payday". An example is listed below:
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tem 15. - 45 " to N/A Rcsolution 1113 -364-
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
D A/B Schedule Chanqes
FLSA exempt employees may change A/B schedules at the beginning of any pay period
with supervisor or City Manager approval
E Emergencies
All employees on the 9/80 work schedule are subject to be called to work any time to meet
any and all emergencies or unusual conditions which, in the opinion of the City Manager, or
designee may require such service from any of said employees
LEAVE BENEFITS
When an employee is off on a scheduled workday under the 9/80 work schedule, then nine (9)
hours of eligible leave per workday shall be charged against the employee's leave balance or eight
(8) hours shall be charged if the day off is a Friday All leaves shall continue under the current
accrual, eligibility, request and approval requirements
1 General Leave —As stated in the Non -Associated Resolution
2 Sick Leave —As stated in the Non -Associated Resolution
3 Executive Leave —As stated in the Non -Associated Resolution
4 Bereavement Leave —As stated in the Non -Associated Resolution
5 Holidays - As stated in the Non -Associated Resolution
6 Jury Duty — The provisions of the Personnel Rules shall continue to apply, however, if an
FLSA exempt employee is called to serve on jury duty during a normal Friday off, Saturday,
or Sunday, or on a City holiday, then the jury duty shall be considered the same as having
occurred during the employees day off work, therefore, the employee will receive no added
compensation
Exhibit "A" to N/A Rc �olunon RB -365-
Item 15. - 4E
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
EXHIBIT 4 - VOLUNTARY CATASTROPHIC LEAVE DONATION
Guidelines
1 Purpose
The purpose of the voluntary catastrophic leave donation program is to bridge employees
who have been approved leave time to either, return to work, long-term disability, or medical
retirement Permanent employees who accrue vacation, general leave or compensatory
time may donate such leave to another permanent employee when a catastrophic illness or
injury befalls that employee or because the employee is needed to care for a seriously ill
family member The leave -sharing Leave Donation Program is Citywide across all
departments and is intended to provide an additional benefit Nothing in this program is
intended to change current policy and practice for use and/or accrual of vacation, general,
or sick leave
2 Definitions
Catastrophic Illness or Injury - A serious debilitating illness or injury, which incapacitates the
employee or an employee's family member
Family Member - For the purposes of this policy, the definition of family member is that
defined in the Family Medical Leave Act (child, parent, spouse or domestic partner)
3 Eligible Leave
Accrued compensatory, vacation or general leave hours may be donated The minimum
donation an employee may make is two (2) hours and the maximum is forty (40) hours
4 Eligibility
Permanent employees who accrue vacation or general leave may donate such hours to
eligible recipients Compensatory time accrued may also be donated An eligible recipient
is an employee who
• Accrues vacation or general leave,
• Is not receiving disability benefits or Workers' Compensation payments, and
• Requests donated leave
5 Transfer of Leave
The maximum donation credited to a recipient's leave account shall be the amount
necessary to ensure continuation of the employee's regular salary during the employee's
period of approved catastrophic leave Donations will be voluntary, confidential and
irrevocable Hours donated will be converted into a dollar amount based on the hourly
wage of the donor The dollar amount will then be converted into accrued hours based on
the recipient's hourly wage
An employee needing leave will complete a Leave Donation Request Form and submit it to
the Department Director for approval The Department Director will forward the form to
Human Resources for processing Human Resources, working with the department, will
send out the request for leave donations
tem 15. - 47 „ to N/A Reeoluhon
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
Employees wanting to make donations will submit an Authorization for Donation to the
Human Resources Division (payroll)
All donation forms submitted to payroll will be date stamped and used in order received for
each bi-weekly pay period Multiple donations will be rotated in order to insure even use of
time from donors Any donation form submitted that is not needed will be returned to the
donor
6 Other
Please contact the Human Resources Department with questions regarding employee
participation in this program
Exhibit "A" to N/A Resolution uR - 10.
Item 15. - 4�
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
Voluntary Catastrophic Leave Donation Program
Leave Request Form
Requestor, Please Complete
According to the provisions of the Voluntary Catastrophic Leave Donation Program, I hereby request
donated vacation, general leave or compensatory time.
MY SIGNATURE CERTIFIES THAT:
• A Leave of absence in relation to a catastrophic illness or injury has been approved by my
Department; and
• 1 am not receiving disability benefits or Workers' Compensation payments.
ame: (Please Print or Type: Last, First, MI)
i
ork Phone: !Department
ob Title: `Employee ID#:
iRequester Signature: ; Date:
Department Director Signature of Support:
.Department= �. Onl'�``
ff
i Length of:FM,
Return,o;work
HumanResod rcesDirecto ig
Please submit this form to the Human Resources Department.
I
I s.
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
Voluntary Catastrophic Leave Donation Program
Leave Donation Form
Donor, please complete
fonor Name (Please Print or Type Last, First, MI)
� ork Phone
]Donor Job Title
,Type of Accrued Leave
Number of Hours I wish to Donate
f
❑ Vacation
Hours of Vacation
❑ Compensatory Time
Hours of Compensatory Time
❑ General Leave
Hours of General Leave
I understand that this voluntary donation of leave credits, once processed, is irrevocable,
but if not needed, the donation will be returned to me I also understand that this
donation will remain confidential
I wish to donate my accrued vacation, comp or general leave hours to the Leave Donation
Program for
Eligible recipient employee's name (Last, First, MI)
r Signature
Please submit to the Human Resources Department.
Fxhibit "A" to N/A Resolution uD I tin
TtPm 1 5 - 5 (
Res. No. 2014-32
STATE OF CALIFORNIA
COUNTY OF ORANGE j ss:
CITY OF HUNTINGTON BEACH j
I, JOAN L FLYNN the duly elected, qualified City Clerk of the City of
Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby
certify that the whole number of members of the City Council of the City of
Huntington Beach is seven, that the foregoing resolution was passed and adopted
by the affirmative vote of at least a majority of all the members of said City Council
at a Regular meeting thereof held on July 7, 2014 by the following vote
AYES: Katapodis, Hardy, Shaw, Boardman, Sullivan, Carchio
NOES: Harper
ABSENT: None
ABSTAIN: None
. 4i�� T
Ar
City (Mrk and ex-officioMerk of the
City Council of the City of
Huntington Beach, California
Item 15. - 51 xB -370-