HomeMy WebLinkAboutHBPOA - Huntington Beach Police Officers Association - 1998-07-06r��e (fjeF
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f, CITY OF HUNTINGTON BEAC
MEETING DATE: 11-15-99 DEPARTMENT ID NUMBER: PD 99-017
Council/Agency Meeting Held:
; bred/Continued to:
/Approved ❑ Conditionally Approved ❑ Denied
,/-n-1- 4 17- Ii
Clerk's Sianature
Tao,
Council Meeting Date: 11-15-99 1 Department ID Number: PD 99-017
CITY OF HUNTINGTON BEACH
REQUEST FOR COUNCIL ACTION
SUBMITTED TO: HONORABLE MAYOR AND CITY COUNCIL MEMBERS�d t
SUBMITTED BY: Ray SILVER, City Administrator 61W
PREPARED BY: Ronald LOWENBERG, Chief of Police > j> `D
SUBJECT: Approve Side Letter to MOU between the Cg he Police Officers
Association to allow FTO compensation fornication1OpeAtors
designated to act as training officers. we No99 9.
Statement of Issue, Funding Source, Recommended Action, Alternative Action(s), Analysis, Environmental Status,
Attachment(s)
Statement of Issue: In order to improve operational efficiency in the Communications Unit,
it is proposed that training of new Communication Operators be assigned to designated
qualified operators and they receive Field Training Officer compensation.
Funding Source: The anticipated cost of $4500 per year can be absorbed by salary savings
in the Communications Personnel Services salary account.
Recommended Action: Approve Resolution No. 046 a resolution of the City Council of
the City of Huntington Beach to amend the Memorandum of Understanding between the City
and the Police Officers Association (POA) by adding the attached side letter of the
agreement to allow Communication Operators Field Training Officer compensation when
designated to act as training officers.
Alternative Action(s): Do not adopt the side letter thereby requiring Communication
Supervisors to retain the sole training responsibility for new employees.
Analysis: Currently Communications Supervisors are solely responsible for training new
employees. Staffing shortages place unique demands on the supervisors who must divide
their duties between supervising, call taking, dispatching and training. New employee training
can be better served by transferring this duty to experienced and qualified Communication
Operators. Unit supervisors can then attend to the daily business of the unit and supervise
RCA for FTO dispatch -2- 11/02/99 1:09 PM
AUTHOR: Traffic /,'
REQUEST FOR COUNCIL ACTION
MEETING DATE: 11-15-99 DEPARTMENT ID NUMBER: PD 99-017
the operation. This will improve operational efficiency within a unit that traditionally suffers
from staffing shortages. This will bring the training of Communication Operators in
compliance with the POA MOU dealing with the training of new officers in patrol, traffic, and
the jail unit.
Environmental Status: None
Attachment(s):
RCA for FTO dispatch -3- 11/02/99 1:09 PM
AUTHOR: Traffic
RESOLUTION NO. 9 9 — 9 6
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF HUNTINGTON BEACH APPROVING AND
IMPLEMENTING THE SIDE LETTER BETWEEN
THE HUNTINGTON BEACH POLICE OFFICERS ASSOCIATION
AND
THE CITY OF HUNTINGTON BEACH
REGARDING FIELD TRAINING OFFICER (FTO)
COMPENSATION FOR COMMUNICATIONS OPERATORS
The City Council of the City of Huntington Beach does resolve as follows:
The Side Letter between the City of Huntington Beach and the Huntington Beach Police Officers
Association ("POA"), a copy of which is attached hereto as Exhibit "A" and by reference made a part
hereof, is hereby approved and ordered implemented in accordance with the terms and conditions
thereof, and the City Administrator is authorized to execute this Agreement. Such Side Letter shall
become effective upon City Council approval of this Resolution, and expires on September 30, 2000, the
date the current Memorandum of Understanding between the City and POA expires.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 15 th day of November , 1999.
Mayor
ATTEST:
APPROVED AS TO FORM:
City Clerk ty Attorney
-7f
REVIEWED AND APPROVED: INITIATED AND APPROVED:
City Ad n nistrator rector of Administrative Services
SF-Mesolutions:POA Side Letter
RLS 99-727
10/20/99 - #2
Res. No. 99-9�P
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, CONNIE BROCKWAY, the duly elected, qualified City Clerk of the
City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do
hereby certify that the whole number of members of the City Council of the City of
Huntington Beach is seven; that the foregoing resolution was passed and adopted by
the affirmative vote of at least a majority of all the members of said City Council at a
regular meeting thereof held on the 15th day of November, 1999 by the following
vote:
AYES: Julien, Bauer, Garofalo, Green, Dettloff, Harman, Sullivan
NOES: None
ABSENT: None
ABSTAIN: None
City Clerk and ex-officio Clerk of the
City Council of the City of Huntington
Beach, California
Side Letter of Agreement Between
The City of Huntington Beach and
The Huntington Beach Police Officers Association
This is to memorialize an agreement between the City of Huntington Beach and the
Huntington Beach Police Officers Association (HBPOA) regarding Field Training
Officer (FTO) Compensation for Communications Operators.
This agreement amends the existing memorandum of Understanding between the City
and HBPOA from the date ratified by the City Council through the MOU expiration date
of September 30, 2000.
Article VII-SPECIAL PAY Paragraph I is amended as follows:
FTO Compensation -Compensation shall be ten (10) hours of straight book time or
straight time pay for each cumulative 40 hour block of actual field training for the
following:
a. Police Officers who have successfully completed a POST certified Field
Officer Course and have been designated field training officers, assigned
to Traffic or Patrol Bureaus, shall be eligible for field training officer
compensation,
b. Detention Officers designated to act as training officers.
C. Motor officers designated to act as training officers.
d. Communication Officers designated to act as training officers.
It is the understanding of the City and HBPOA that this side letter to the existing MOU is
of no force or effect whatsoever unless and until adopted by resolution of the City
Council of the City of Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this side letter to the
Memorandum of Understanding this (5:Ll''day of-Getober-1999.
No✓cmba�
CITY OF HUNTINGTON BEACH
Ray ver
City Administrator
Ronald E.
Chief of F
William H. Osness
Personnel Director
APPROVED AS TO FORM:
tl- X -q9 Gail Hutton
G--4- City Attorney
HUNTINGTON BEACH
POLICE OFFICERS ASSOCIATION
Russell Reinhart
HBPOA President
HBPOA Board Member
RCA ROUTING SHEET
INITIATING DEPARTMENT:
Police
SUBJECT:
MOU Side Letter Approval with POA
COUNCIL MEETING DATE:
1 I-1' 1
Ordinance (w/exhibits & legislative draft if applicable) Not Applicable
Resolution (w/exhibits & legislative draft if applicable) Not Applicable
Tract Map, Location Map and/or other Exhibits Not Applicable
Contract/Agreement (w/exhibits if applicable)
(Signed in full by the City Attorney) Attached
Subleases, Third Party Agreements, etc.
(Approved as to form by City Attorney) Not Applicable
Certificates of Insurance (Approved by the City Attorney) Not Applicable
Financial Impact Statement Unbud et, over $5,000 Not Applicable
Bonds (If applicable) Not Applicable
Staff Report (if applicable) Not Applicable
Commission, Board or Committee Report (If applicable) Not Applicable
Findings/Conditions for Approval and/or Denial Not Applicable
. ................................
:.EXPLANATION....
.,FOR RETURNF IfiEM*
17) V,�
/NJ /` 01fliN
�� OJ`%le,�5- �P/eo50%rJZL
Council/Agency Meeting Held:
VLO14D
Deferred/Continued to:
VApprov d ❑ Con 4 ionally Appro ed ❑ Denied
507y (iO Clerk's Signature
Council Meeting Date: 01/19/99
Department ID Number: AS-99-02
CITY OF HUNTINGTON BEACH' = 4
REQUEST FOR ACTION a '-3
SUBMITTED TO: HONORABLE MAYOR AND CITY COUNCIL
SUBMITTED BY: RAY SILVER, CITY ADMINISTRATOR ao?l .7
C21) E
v.� >
PREPARED BY: JOHN P. REEKSTIN, rADMINISTRATIVE SERVICES DIRECTOR
SUBJECT: Approve Side Letter to MOU Between the City and the POA to Adopt a
7-11.5 Trial Work Schedule for Police Patrol 0 Ar /0� _ z
Statement of Issue, Funding Source, Recommended Action, Alternative Action(s), Analysis, Environmental Status,
Statement of Issue: The City and the Police Officers' Association (P.O.A.) have a
Memorandum of Understanding through September 30, 2000. Police Management is
desirous of changing the work schedule of Senior patrol employees from a four-day/ten hour
to a 7-11.5-work schedule for a two-year trial period. Work schedule changes are subject to
"meet and confer" requirements.
Funding Source: No additional funds are necessary.
Recommended Action: Approve Resolution No. a Resolution of the City Council
of the City of Huntington Beach to amend the Memorandum of Understanding between the
City and the Police Officers' Association by adding the attached side letter of agreement to
initiate a 7-11.5 work schedule on a trial basis for employees assigned to the Patrol Bureau.
Alternative Action(s): Do not adopt the side letter thereby retaining the status quo of a 4-
10 work schedule for the Patrol Bureau.
Analysis: A committee of mid -managers, supervisors and line -level officers has spent
several months researching alternative work schedules. The committee has completed its
work, reaching a consensus on a modification of Santa Ana's 7-12" plan, customized to
meet Huntington Beach's staffing and deployment needs. It is felt that this new deployment,
which is described below, will result in improved overall police coverage of the City.
The 7-11.5" plan is based on a rotating 80-hour work period. The first week, officers work
three 11.5-hour workdays and have the next four days off. The following week, officers work
four 11.5 workdays and have the next three days off. The cycle repeats itself every two
weeks. There will be three primary shifts: day shift will work from 0600 hours to 1730 hours,
afternoon shift will work from 1500 hours to 0230 hours, and night shift will work from 1900
UWAT All
r
01/13/99 2:29 PM
REQUEST FOR ACTION
MEETING DATE: 01/19/99 DEPARTMENT ID NUMBER: AS-99-02
hours to 0630 hours. Additionally the plan includes a small cover shift from 1630 hours to
0400 hours to augment the busy weekend night shifts.
This plan provides several benefits to the City. Many police departments in Orange County
offer some type of 3-12-work schedule. The proposed plan will not only make Huntington
Beach more attractive to prospective new and lateral police officer applicants, but also help in
retaining the quality officers already employed here.
The 7-11.5" plan also provides improved overall police coverage of the City. The officers
are more equitably distributed and there is enhanced overlap coverage during high activity
periods. The plan remains simplistic enough to provide ease in scheduling as it continues to
utilize the squad system that has been in place for years. In addition, this plan should
increase officer morale and productivity. Like their peers in other cities Patrol officers will get
additional days off per month in exchange for working an extra hour and one half each
workday.
This schedule is expected to provide overtime savings because with the improved overlap
coverage, fewer officers should be held over beyond the end of their shift. Sick time usage
should also decrease due to improved morale.
This proposed work schedule was a collaborative effort that is supported by both police
management and the H.B.P.O.A. The plan will benefit the City, the Police Department, and
the employees. Additionally, as this plan is based on our existing squad model and actually
provides more equitable weekly coverage, it is ideal for the continuation of our strong
commitment to Community Oriented Policing. This is a no cost proposal that will increase
our recruitment abilities, provide improved overall police coverage of the City, benefit the
officers by increasing time off, and improve overall departmental morale.
Environmental Status: None
Attachment(s):
RCA Author: WHOsness
7.5WK -2- 01/13/99 2:29 PM
ATTACHMENT #1
RESOLUTION NO. 99-5
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF HUNTINGTON BEACH APPROVING AND
IMPLEMENTING THE SIDE LETTER BETWEEN
THE HUNTINGTON BEACH POLICE OFFICERS ASSOCIATION
AND
THE CITY OF HUNTINGTON BEACH
TO ADOPT A 7-11.5 TRIAL WORK SCHEDULE
FOR POLICE PATROL
The City Council of the City of Huntington Beach does resolve as follows:
The Side Letter between the City of Huntington Beach and the Huntington Beach Police Officers
Association ("POA"), a copy of which is attached hereto as Exhibit "A" and by reference made a part
hereof, is hereby approved and ordered implemented in accordance with the terms and conditions
thereof, and the City Administrator is authorized to execute this Agreement. Such Side Letter shall be
effective for the term January 1, 1999 through December 31, 2001.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 19th
ATTEST:
City Clerk
REVIEWED AND APPROVED:
City Adofifnistrator
day of January , 1999.
76-,-A
Mayor
APPROVED AS TO FORM:
City Attorney�.
INITLYED AND APPROVED:
//,/ i96-.L -
Di ctor of Administrative Services
SF/s:SF-99 Resolut:POA-0112
RLS 99-010
1/12/99 - #1
HOURS OF WORK/OVERTEWIE
SIDE LETTER
EFFECTIVE DATE: JANUARY 23, 1999 -
7-11.5 plan
Beginning with the January 1999 shift change, a limited "7-11.5" work schedule will be
implemented for designated employees of the Patrol Bureau only.
The 7-11.5 schedule will be implemented on a trial basis for the purposes of evaluation
from the January 1999 shift change to the January 2001 shift change, and is subject to
termination at the option of the City, following at least a 30-day notice of intent to
terminate. If during or at the end of the evaluation period the provision to terminate the
plan is exercised, all personnel who were assigned to the 7-11.5 schedule will revert back
to the 4-10 work schedule which was in existence immediately prior to January 1, 1999.
Workday
A workday for employees assigned to the 7-11.5 work schedule will consist of 11
hours and 25 minutes of work, meal times to be included in the shift.
Work Period
For those employees working 11 hours and 25 minutes a day, the "work period"
will consist of two consecutive weeks with 3 shifts of 11 hours and 25 minutes in
one week and 4 shifts of 11 hours and 25 minutes in the second week. The total
hours for these two consecutive weeks shall be considered equaling eighty (80)
hours. The two -week cycle then repeats itself.
Work Shifts
The primary work. shifts in the 7-11.5 work schedule will be as follows: Watch
One will work 0605 hours to 1730 hours, Watch Two will work 1505 hours to
0230 hours, Watch Three will work 1635 hours to 0400 hours, and Watch Four
will work 1905 hours to 0630 hours.
Overtime
Employees shall receive time and one-half their salary rate for all time worked in
excess of their regularly scheduled shift and/or 80-hour work period.
All other provisions of the contract not amended by the above shall remain the same.
IN WITNESS WHEROF, the parties hereto have executed this side letter to the
Memorandum of Understanding this 7t' day of January, 1999.
CITY OF HUNTINGTON BEACH
Ray Silver
City Administrator
Ronald F
Chief of
A --
William Osness
Personnel Director
APPROVED AS TO FORM:
City Attorney
HUNTINGTON BEACH
POLICE OFFICERS AS CIATATION
Christo her Tatar
HBPOA President
tep en . Fullmer
BB150A Board Member
Res. No. 99-5
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, CONNIE BROCKWAY, the duly elected, qualified City Clerk of
the City of Huntington Beach, and ex-officio Clerk of the City Council of said City,
do hereby certify that the whole number of members of the City Council of the City
of Huntington Beach is seven; that the foregoing resolution was passed and adopted
by the affirmative vote of at least a majority of all the members of said City Council
at a regular meeting thereof held on the 19th day of January, 1999 by the following
vote:
AYES: Julien, Bauer, Garofalo, Dettloff, Harman, Sullivan
NOES: None
ABSENT: Green
L�eSr�t.G T
City Clerk and ex-officio Clerk of the
City Council of the City of Huntington
Beach, California
RCA ROUTING SHEET
INITIATING DEPARTMENT: Administrative Services/Personnel
SUBJECT: SIDE LETTER TO M.O.U. BETWEEN THE CITY AND
P.O.A. ADOPTING 7-11.5 PATROL WORK SCHEDULE
COUNCIL MEETING DATE: January 19, 1999
Ordinance (w/exhibits & legislative draft if applicable)
Not Applicable
Resolution (w/exhibits & legislative draft if applicable)
Attached
Tract Map, Location Map and/or other Exhibits
Not Applicable
Contract/Agreement (w/exhibits if applicable)
(Signed in full by the City Attomey)
Attached
Subleases, Third Party Agreements, etc.
(Approved as to form by City Attomey)
Not Applicable
Certificates of Insurance (Approved by the City Attomey)
Not Applicable
Financial Impact Statement (Unbudget, over $5,000)
Not Applicable
Bonds (If applicable)
Not Applicable
Staff Report (if applicable)
Not Applicable
Commission, Board or Committee Report (if applicable)
Not Applicable
Find ings/Cond itions for Approval and/or Denial
Not Applicable
-Administrative Staff
-Assistant City Administrator (Initial)
City Administrator (Initial)
City Clerk
(Below Space For City Clerk's Use Only)
RCA Author: VVHOoneos
Cleary, Chris
From:
Sent:
To:
Subject:
Importance:
Dapkus, Pat
Friday, April 16, 1999 11:27 AM
Cleary, Chris
POA Side Letter
High
Chris, I need to get a copy of the side letter.
Following the email exchange with Shari, she and I spoke. I told her I would give it one more shot to find the original either
in the attorney's office or Ray's office. I know we've looked before. If we are not successful, we'll have them redo the
sideletter and get new signatures.
c3...
Cleary, Chris
From:
Sent:
To:
Cc:
Subject:
Dapkus, Pat
Friday, April 16, 1999 9:17 AM
Donoho, Shari; Cleary, Chris
Fogarty, Patti
RE: POA Side -Letter
I believe Silver signed it to get it on the agenda and then the MOU reps were going to sign it afterward.
-----Original Message -----
From:
Donoho, Shari
Sent:
Thursday, April 15, 1999 6:31 PM
To:
Dapkus, Pat; Cleary, Chris
Cc:
Fogarty, Patti
Subject:
POA Side -Letter
Importance:
High
Chris in the City Clerk's Office has asked John to help them locate the original, executed side -letter to the POA MOU re: Trial Work
Schedule. Bill Osness remembers that Mr. Silver wanted to be the last signature on this side -letter. Is it possible your office still has
possession of the original? Please advise.
Cleary, Chris
From:
Dapkus, Pat
Sent:
Friday, April 16, 1999 9:26 AM
To:
Donoho, Shari; Cleary, Chris
Cc:
Fogarty, Patti
Subject:
RE: POA Side -Letter
Given the length of time since this was on the agenda, if no one can locate, its probably time to reprint and
have it re -signed.
-----Original Message -----
From:
Donoho, Shari
Sent:
Thursday, April 15, 1999 6:31 PM
To:
Dapkus, Pat; Cleary, Chris
Cc:
Fogarty, Patti
Subject:
POA Side -Letter
Importance:
High
Chris in the City Clerk's Office has asked John to help them locate the original, executed side -letter to the POA MOU re: Trial Work
Schedule. Bill Osness remembers that Mr. Silver wanted to be the last signature on this side -letter. Is it possible your office still has
possession of the original? Please advise.
I/
Council/Agency Meeting Held: 17%LI9 y
Deferred/Continued to:
GZ 1-71J
V(Ap roved ❑ Conditionally Approved ❑ Denied
D you --City Clerk's Signature
Council Meeting Date: July 6, 1998
Department ID Number: AS 98-020
CITY OF HUNTINGTON BEACH
REQUEST FOR COUNCIL ACTION 9� 57
fT
SUBMITTED TO: HONORABLE MAYOR AND CITY COUNC
SUBMITTED BY: RAY SILVER, City Administratol`�'
PREPARED BY: ROBERT J. FRANZ, Deputy City Administn
SUBJECT:
MEMORANDUM OF UNDERSTANDING B
THE HUNTINGTON BEACH POLICE OFFICERS' ASSOCIATION
Statement of Issue, Funding Source, Recommended Action, Alternative Action, Analysis, Environmental Status, Attachment(s)
Statement of Issue: The City and the Huntington Beach Police Officers' Association
have completed the meet and confer process with agreement on a new Memorandum of
Understanding (MOU) covering October 1, 1997 through September 30, 2000.
Funding Source: City Budget. See attached Fiscal Impact Statement.
Recommended Action: 1. Approve Resolution No. 969- 5 7 adopting a
Memorandum of Understanding between the City of Huntington Beach and the Huntington
Beach Police Officers' Association.
2. Appropriate $362,180 to pay the increased salary and
benefit costs for 1997/98.
Alternative Action(s): Refer back to the meet and confer process to modify the proposed
Memorandum of Understanding with Huntington Beach Police Officers' Association.
Analysis: The representatives of the City and the Police Officers' Association conducted
numerous meet and confer meetings in 1997 and 1998 to reach agreement on a new MOU.
On December 11, 1997, a formal impasse was declared and the mediation process was
selected as a means to resolve the impasse. With the assistance of a State Mediator, the
issues were resolved with a tentative agreement.
REQUEST FOR COUNCIL ACTION
MEETING DATE: July 6, 1998 DEPARTMENT ID NUMBER: AS 98-020
This is a three (3) year agreement to expire September 30, 2000. It includes a four (4)
percent salary increase April 1, 1998 and a three (3) percent salary increase on January 8
and April 1, 2000. The City agrees to pay for all health costs through the year 2000 and the
Association agrees that the maximum City contribution for medical, dental and vision will be
the rates in effect on January 1, 2000. Further, the Association agrees to a limit on the City
contribution to medical premium costs, for new employees, to the highest of the HMO rates
in effect. The Association also agrees that new hires shall not be eligible for the self funded
supplemental retirement benefits. The Association and City have agreed upon a new
compensatory time policy, weapon vesting policy and have agreed to meet and confer on
new issues which arise during the term of the contract. A summary of the agreement is
attached.
Environmental Status: Not applicable.
Attachment(s):
1. 1 Summary of Tentative Agreement
2. Resolution Po . 99-57
3. Memorandum of Understanding between the City of Huntington Beach
and the Huntington Beach Police Officers' Association;
October 1, 1997 through September 30, 2000
4. Fiscal Impact Statement
5. POA MOU Legislative Draft
RCA Author:
0032255.01 -2- 06/26/98 9:28 AM
ATTACHMENT #1
SUMMARY AGREEMENT
POA/CITY
1. Term: (Article 1)
3 Years - October 1, 1997, through September 30, 2000.
2. Salary: (Article VI)
4% -April 1, 1998
3% - First full pay period in January 2000
3% - First full pay period in April 2000
3. Health Cost Containment: (Article X A/Exhibit C)
A. City's 1998 Contribution Toward Health Costs -- To be effective
May 1, 1998.
B. Health Insurance Caps -- The City "caps" its contribution toward
employee monthly health insurance premiums by category and plan at
the rate effective January 1, 2000, for the year ending December 31,
2000:
MONTHLY
= CITY
HEALTH.
DELTA:..:;:.::::DELTA;::>
::::::;;
;::.::.......:
PREMIUMS*_
`PLAN
NET_.:.
PACIFICARE
DENTAL ::
;;'_;;_CARE ...,:_.:;;SAFEGUARD
; (Vision):.'
EMPLOYEE
ONLY
$238.62
$153.26
$150.21
$ 34.59
$ 21.48
$ 18.56
$ 17.10
EMPLOYEE
+ ONE
477.26
335.53
329.14
66.07
36.51
33.41
17.10
EMPLOYEE
+ FAMILY
595.47
440.99
433.82
93.86
55.83
42.64
17.10
CURRENT
$644.00
$544.00::.
$544:0.0:::+
$99.00 ::.::>$99.00
:.:::::>'
$99:00
13 00";:::.
* 1998 Rates are listed - City "cap" would be current 2000 rates.
** Composite rate
C. Employee Paid Premiums -- For employees hired prior to the MOU
adoption date, the City shall pay medical, dental and vision premiums;
subject to 3A and 3B above.
D. Two Tier Health Premium -- Employees hired on or after the MOU
adoption date, the City's contribution toward medical insurance shall
be at the highest HMO rate of (1) employee, (2) employee +
dependent, or (3) family.
0030635.06 -1- 6/26/98 10:57 AM
SUMMARY AGREEMENT
POA/CITY
E. Incorporate the Arbitrator's May 6, 1996, Recommendations On
Cost Containment Regarding the Following:
1. PCS Proposal -- Employees shall be required to obtain the
generic drug when available unless his/her physician specifically
stipulates a brand name drug. The employee would be paying, in
addition to the co -payment, the difference between the generic
and the brand name cost.
2. Outpatient Surgery -- Plan to pay 90 percent for PPO providers
and 70 percent for non-PPO providers of usual, customary and
reasonable charges after the deductible is met. This applies to
outpatient surgical facilities, outpatient services in a hospital,
surgeons, anesthesiologists and all pre -admission testing.
3. Elimination of Mandatory Second Surgeon's Opinion
Procedures -- Due to advances in medical technology, the
current Second Surgical Opinion list is outdated. The Plan should
require the attending physician call OCPPO on all proposed,
elective surgeries for a determination of second surgical opinion
requirements. OCPPO will have the authority to waive or require
a second surgical opinion. OCPPO will provide the patient with a
list of Board Certified surgeons in the same specialty. The
charges for the second surgical consultant will continue to be paid
at 100 percent and not subject to the deductible.
4. Subsidized Retiree Medical -- Provide a 90 percent PPO
component to the Retirees' Subsidized Medical Plan and 70
percent non-PPOs. Benefits would then be paid at the rate of 90
percent for PPOs and 70 Percent for non-PPOs.
4. Self Funded Supplemental Retirement Benefits: (Article XI A2)
Employees hired before the adoption of this MOU shall be eligible for the
Supplemental Retirement Benefit (Article XI, A2). All new employees hired after
the adoption of this MOU shall not be eligible for this benefit.
5. Compensatory Time Off: (Article IX C)
With the interest and well-being of our employees in mind, it is the department's
desire to allow the option of earning compensatory time for overtime worked. At
the same time, the department has the responsibility to the community to
effectively balance the utilization of comp time to ensure that sufficient staffing
levels can be met at all times.
0030635.06 2 6/26/98 10:57 AM
SUMMARY AGREEMENT
POA/CITY
With this philosophy in mind, an employee may elect to earn compensatory time
(CTO) in lieu of overtime pay to a maximum accumulation of 120 hours pursuant
to the following provisions.
Requests to take CTO will not be granted if:
1. The request(s) would place the work unit of the employee(s) below
department -established minimums;
2. Demands for employees' services meet or exceed the department's full
staffing capabilities such as, but not limited to, the 4th of July and
Memorial Day weekend or special events. It is therefor agreed that
during such times, it would create an undue hardship on the department
if CTO leave were granted.
The Association, its officers, agents, representatives, and/or members agree that
during the term of this Memorandum of Understanding they will not call, engage
in, request or condone the use of compensatory time off for any strike, walkout,
work stoppage, job action, slowdown, sick-out, blue flu, withholding of services or
other interference with City operations, or honor any job action by any other
employee of the City, employee organizations, or employees of any other
employers by withholding or refusing to perform services.
In the event that the Association, its officers, agents, representatives, and/or
members engage in any of the conduct prohibited herein above, the
compensatory time off provisions of this MOU shall sunset and thereafter
overtime hours shall be compensated at the employees' overtime rate.
In addition, this provision shall sunset on the last day of this MOU. Nothing
herein shall be construed to prevent the parties to agree to place these
provisions in a successor MOU.
6. Weapon Vesting: (Article XIV C)
After 10 years of service from the date of issue. The number of years of vesting
will be retroactive to the date of issuance of the employees' most recent service
weapon.
7. Zipper Clause: (Article 1)
During the term of the MOU, the Association and City agree to meet and confer
for the purpose of addressing issues not specifically covered by existing
provisions of the MOU, and/or discussed during the meet and confer process
immediately preceding the adoption of the current MOU, upon request.
0030635.06 3 6/26/98 10:57 AM
SUMMARY AGREEMENT
POA/CITY
8. Education Incentive: (Article VII A)
No more than 30 units of approved life -experience credits may be accepted
toward educational incentive pay.
9. Senior Officer Program: (Article VII E)
Incorporate side letter of August 7, 1996.
10. LTD Agreement: (Article X C)
Incorporate side letter of March 17, 1996.
0030635.06 4 6/26/98 10:57 AM
ATTACHMENT #2
RESOLUTION NO. 98-57
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF HUNTINGTON BEACH APPROVING AND
IMPLEMENTING THE MEMORANDUM OF UNDERSTANDING
BETWEEN THE POLICE OFFICERS ASSOCIATION (POA)
AND
THE CITY OF HUNTINGTON BEACH FOR 1/l/97 - 9/30/00
The City Council of the City of Huntington Beach does resolve as follows:
The Memorandum of Understanding between the City of Huntington Beach and the Huntington
Beach Police Officers Association (POA), a copy of which is attached hereto as Exhibit "A" and by
reference made a part hereof, is hereby approved and ordered implemented in accordance with the terms
and conditions thereof, and the City Administrator is authorized to execute this Agreement. Such
Memorandum of Understanding shall be effective for the term October 1, 1997 through
September 30, 2000.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 6th
ATTEST:
City Clerk
REVIEWED AND APPROVED:
Administrator
day of July , 1998.
May
APPROVED AS TO FORM:
City Attomey
Ddputy CityA(
Administrative
SF/s: PCD:ResoI:POA-M0U
RLS 98-405
ATTACHMENT #3
POA MOU
TABLE OF CONTENTS
PREAMBLE..................................................................................................................................................................................1
ARTICLEI - TERM OF MOU................................................................................................................................................... I
ARTICLE II - REPRESENTATIONAL UNIT/CLASS............................................................................................................1
ARTICLEIII - MANAGEMENT. RIGHTS...............................................................................................................................3
ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT...........................................................................................3
ARTICLEV - SEVERABILITY.................................................................................................................................................3
ARTICLE VI - SALARY SCHEDULE AND PERS.PICKUP.................................................................................................3
ARTICLEVII - SPECIAL PAY..................................................................................................................................................4
A. POLICE EDUCATIONAL INCENTIVE PLAN....................................................................................................................................4
B. FLIGHT PAY................................................................................................................................................................................
5
C. CERTIFIED FLIGHT INSTRUCTORS...............................................................................................................................................
5
D. SHIFT DIFFERENTIAL - NON SWORN...........................................................................................................................................
5
E. SENIOR OFFICER PROGRAM........................................................................................................................................................
5
F. MOTOR.PAY................................................................................................................................................................................6
G. SPECIAL CERTIFICATION - SKILL PAY........................................................................................................................................
6
1. Bilineual Skill........................................................................................................................................................................
6
2. Nurse Employees Certification...............................................................................................................................................
7
H. HOLIDAY PAY .............................................................*................................................................................................................7
I. FTO COMPENSATION...................................................................................................................................................................7
J. K-9 COMPENSATION....................................................................................................................................................................7
ARTICLE VIII - UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT..........................................................................7
A. UNIFORMS.................................................................................................................................................................................. 7
B. EQUIPMENT/SPECIAL UNIFORM NEEDS...................................................................................................................................... 8
C. MOTORCYCLE BRITCHES............................................................................................................................................................8
ARTICLE IX - HOURS OF WORK/OVERTIME ....................................................................................................................8
A. SHIFTS DEFINED......................................................................................................................................................................... 8
B. TEN PLAN................................................................................................................................................................................... 8
C. OVERTIME.................................................................................................................................................................................. 8
1. Compensatory Time............................................................................................................................................................... 8
2. Work Time.............................................................................................................................................................................. 9
3. Court Standby Time.............................................................................................................................................................10
4. Holidays Worked..................................................................................................................................................................10
5. Court Appearance Time.......................................................................................................................................................10
6. Non -Court Standby Time.....................................................................................................................................................10
7. Call Back.............................................................................................................................................................................10
8. Pay In Lieu of Compensatory Time.....................................................................................................................................10
D. WEEKEND MILITARY DRILLS................................................................................................................................................... I I
ARTICLE X�- HEALTH AND OTHER INSURANCE BENEFITS...................................................................................... I I
A. HEALTH.................................................................................................................................................................................... I
1. Medical................................................................................................................................................................................ 11
2. Dental..................................................................................................................................................................................11
3. Optical................................................................................................................................................................................. 11
4. Elieibility Criteria and Cost................................................................................................................................................11
0032133.01 i 07/01/98 10:34 AM
POA MOU
TABLE OF CONTENTS
.............................................................................................................................................................................................
b. Dependent Health Coverage................................................................................................................................................................
I I
12
c. Medical Plan Changes Effective January 1, 44921994......................................................................................................................
12
d. Plan Deductibles..................................................................................................................................................................................
14
o Eleetiye sur o.:e ............................
14
f. Chiropractic Services...........................................................................................................................................................................
14
..........................................................................................................................................................................................
14
h2g.................................................................................................................................................................................................
14
B. LIFE INSURANCE.......................................................................................................................................................................
14
C. INCOME PROTECTION PLAN......................................................................................................................................................
14
D. MISCELLANEOUS......................................................................................................................................................................
15
ARTICLE XI - RETIREMENT................................................................................................................................................16
A. BENEFITS..................................................................................................................................................................................
16
1. CHP Retirement Plan..........................................................................................................................................................16
2. Self -Funded Supplemental Retirement Benefit....................................................................................................................16
3. PERS Rollover .....................................................................................................................................................................16
4. Medical Insurance for Retirees............................................................................................................................................16
ARTICLE XII - LEAVE BENEFITS........................................................................................................................................17
A. VACATION................................................................................................................................................................................17
1. Anniversary Date..........................................................................................................'.......................................................17
2. Annual Vacation..................................................................................................................................................................17
3. Vacation Allowance.............................................................................................................................................................17
4. EliQibility and Permission....................................................................................................................................................18
S. Vacation - When Taken........................................................................................................................................................18
6. Terminal Vacation Pay........................................................................................................................................................18
7. Receipt of Vacation Pay.......................................................................................................................................................18
8. Conversion to Cash..............................................................................................................................................................18
B. HOLIDAYS.................................................................................................................................................................................
18
C. SICK LEAVE..............................................................................................................................................................................19
D. BEREAVEMENT LEAVE.............................................................................................................................................................
19
E. ASSOCIATION BUSINESS............................................................................................................................................................
19
ARTICLE XIII - CITY RULES................................................................................................................................................19
ARTICLE XIV - MISCELLANEOUS......................................................................................................................................20
A. MEAL ALLOWANCE..................................................................................................................................................................20
1. Per Diem.............................................................................................................................................................................. 20
2. Per Diem Schedule............................................................................................................................................................... 20
B. MILEAGE ALLOWANCE.............................................................................................................................................................20
ARTICLE XV - CITY COUNCIL APPROVAL.....................................................................................................................22
EXHIBIT A - POLICE OFFICERS' ASSOCIATION SALARY SCHEDULE....................................................................23
EXHIBIT B - GUIDELINES FOR THE USE OF THE ASSOCIATION BANK TIME ......................................................25
EXHIBITC................................................................................................................................................................................. 27
R
I
RETIREESUBSIDY MEDICAL PLAN..................................................................................................................................27
SCHEDULEOF BENEFITS.....................................................................................................................................................28
A. Minimum Eligibility for Benefits......................................................................................................................................... 28
B. Disability Retirees...............................................................................................................................................................28
C. Maximum Monthly Subsidv Payments................................................................................................................................. 29
INDEMNITY HEALTH PLAN, EMPLOYEES/RETIREES'................................................................................................30
0032133.01 ii 07/01/98 10:34 AM
POA MOU
TABLE OF CONTENTS
RETIREE SUBSIDY MEDICAL PLAN/MISCELLANEOUS PROVISIONS.....................................................................31
A. Eligibility.................................................................................................................................................................I...........31
B. BENEFITS..................................................................................................................................................................................
32
C. SUBSIDIES.................................................................................................................................................................................32
D. MEDICARE................................................................................................................................................................................33
E. CANCELLATION........................................................................................................................................................................33
EXHIBIT D - EMPLOYEE HEALTH PLAN..........................................................................................................................
35
EXHIBIT E - DELTA CARE (PM) BROCHURE.................................................................................................................36
EXHIBIT F - DELTA DENTAL BROCHURE........................................................................................................................
37
EXHIBIT G - VISION CARE (VSP).BROCHURE.................................................................................................................38
EXHIBIT H - PERSONNEL RULE CHANGES.....................................................................................................................
39
A. RULE 5-14, PROMOTIONAL EXAMINATIONS.............................................................................................................................39
B. RULE 5-20, DURATION OF EMPLOYMENT LISTS........................................................................................................................
39
C. RULE 8-3 LAYOFF IN ACCORDANCE WITH LENGTH OF SERVICE..............................................................................................
39
D. RULE 8-11, RE-EMPLOYMENT..................................................................................................................................................39
E. RULE 18-19, MATERNITY LEAVE.............................................................................................................................................40
F. RULE 19-5, STEP 4, CITY ADMINISTRATOR...............................................................................................................................
40
G. RULE 19-5(B), HEARING..........................................................................................................................................................40
H. RULE 21-7, HEARING OFFICERS...............................................................................................................................................
40
I. RULE 21-12, TIME, EXTENSION OF............................................................................................................................................41
EXHIBIT. I - INCOME PROTECTION PLAN.......................................................................................................................
42
0032133.01 iii 07/01/98 10:34 AM
POA MOU
MEMORANDUM OF UNDERSTANDING
Between
THE CITY OF HUNTINGTON BEACH
(Hereinafter called CITY)
and
THE HUNTINGTON BEACH POLICE OFFICERS' ASSOCIATION
(Hereinafter called ASSOCIATION or POA)
PREAMBLE
WHEREAS the designated representatives of the City of Huntington Beach and the
Huntington Beach Police Officers' Association have met and conferred in good faith with
respect to salaries, benefits and other terms and conditions of employment for the
employees represented by the Association;
NOW, THEREFORE, this Memorandum of Understanding is made to become effective
October 1, 1-993 1998, and it is agreed as follows:
ARTICLE I - TERM OF MOU
This Memorandum of Understanding. (MOU) shall be in effect for a term -commencing on
October 1, 1993 1998,-and ending at midnight on September 30, 1994 2000. Except as
expressly provided herein, no further improvements or changes in the salaries and monetary
benefits and other terms and conditions of employment of the employees represented by the
ASSOCIATION shall take effect during the term of this agreement and the ASSOCIATION
expressly waives any right to request any improvements or changes in salaries or monetary
benefits and other terms and conditions of employment specifically provided herein for the
employees represented in the unit. WhiGh would take eff6Gt PFiGF te SeptembeF 30, 1994, and
as-to-aRy 6 Gh Feq Provided, however, the City and ASSOCIATION shall, upon
request, meet and confer to address issues not specifically covered by provisions of
this MOU, and/or discussed during the meet and confer process immediately
preceding the adoption of the current MOU.
ARTICLE II - REPRESENTATIONAL UNIT/CLASS
A. It is recognized that the Huntington Beach Police Officers' Association is the
employee organization which has the right to meet and confer in good faith with the
CITY on behalf of employees of the Huntington Beach Police Department within the
cla§sification titles as outlined in Exhibit A attached hereto and incorporated herein.
B. The CITY and the ASSOCIATION have agreed to a procedure whereby the CITY, by
and through the Personnel Director, would be entitled to propose a Unit Modification.
The ASSOCIATION and the CITY agree to jointly recommend a modification of the
0032133.01 -1- 07/01/98 10:34 AM
POA MOU
City of Huntington Beach Employer -Employee Relations Resolution (#3335) upon the
CITY's having completed its obligation to meet and confer on the issue with all other
bargaining units. The CITY hereby agrees not to propose a unit modification of the
existing POLICE ASSOCIATION unit and that the existing POA unit is the appropriate
unit to represent the classification listed in Exhibit A.
The proposed change to the Employer -Employee Relations Resolution is as follows:
1. 7.3 Personnel Director Motion of Unit Modification - The Personnel Director
may propose, during the same period for filing a Petition for Decertification,
that an established unit be modified in accordance with the following
procedure:
a. The Personnel Director shall give written notice of the proposed unit
modification to all employee organizations that may be affected by the
proposed change. Said written notification shall contain the Personnel
Director's rationale for the proposed change including information which
justifies the change pursuant to the criteria established in .Section 6-5 for
Appropriateness of Units. Additionally, the Personnel Director shall provide
all affected employee organizations with all correspondence, memoranda,
and other documents which relate to any input regarding the unit
modification which may have been received by the CITY or from affected
employees and/or sent by the CITY to affected .employees and/or sent by
the CITY to affected employees;
b. Following receipt of the Personnel Director's proposal for unit modification,
any affected employee organization shall be afforded not less than thirty
(30) days to receive input from its members regarding the proposed change
and to formulate a written and/or oral response to the motion for unit
modification to the Personnel Commission;
c. The Personnel Commission shall conduct a noticed Public Hearing
regarding the motion for unit modification at which time all affected
employee organizations and other interested parties shall be heard. The
Personnel Commission shall make a determination regarding the proposed
unit modification which determination may include a granting of the motion,
a denying of the motion, or other appropriate orders relating to the
appropriate creation of bargaining units. Following the Personnel
Commission's determination as to the composition of the appropriate units,
it shall give written notice of such determination to all affected employee
organizations.
d. Any party who chooses to appeal the decision of the Personnel
Commission is entitled to appeal in accordance with the provision of
Section 14-4 of Resolution #3335.
0032133.01 2 07/01 /98 10:34 AM
aWffl&[oil]
ARTICLE III - MANAGEMENT RIGHTS
Except as expressly abridged or modified herein, the Chief of Police retains all rights,
powers and authority with respect to the management and direction of the performance of
police services and the work forces performing such services, provided that nothing herein
shall change the CITY's obligation to meet and confer.. as to .the effects of any such
management decision upon wages, hours, terms and conditions of employment or be
construed as granting the Chief of Police or the CITY the right to make unilateral changes in
wages, hours, terms and conditions of employment. Such rights include, but are not limited
to, consideration of the merits, necessity, level or organization of police services, including
establishing manning requirements, overtime assignments, number and location of work
stations, nature of work to be performed, contracting for any work or operation, reasonable
employee performance standards, including reasonable work and safety rules and
regulations in order to maintain the efficiency and economy desirable for the performance of
City services.
ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT
Except as expressly provided herein, the adoption of this Memorandum of Understanding
shall not change existing terms, conditions of employment which have been established in
prior agreements between CITY and ASSOCIATION.
ARTICLE V - SEVERABILITY
If any section, sub -section, sentence, clause, phrase or portion of this MOU or any additions
or amendments thereof, or the application thereof to any person, is for any reason held to be
invalid or unconstitutional by the decision of any court of competent jurisdiction, such
decision shall not affect the validity of the remaining portions of this resolution or its
application to other persons. The City Council hereby declares that it would have adopted
this MOU and each section, sub -section, sentence, clause, phrase or portion, and any
additions or amendments thereof, irrespective of the fact that any one or more sections, sub-
sections, sentences, clauses, phrases or portions, or the application thereof to any person,
be declared invalid or unconstitutional.
ARTICLE VI - SALARY SCHEDULE AND PERS PICKUP
A. Employees shall be compensated at monthly salary rates by classification title and
salary range during the term of this agreement as set out in Exhibit A attached hereto
and incorporated herein.
B. Each non -sworn employee covered by this agreement shall be reimbursed an amount
equal to 7% of the employee's part of their PERS contribution. The above PERS
pickup is not base salary but is done pursuant to Section 414(h)(2) of the Internal
Revenue Code.
0032133.01 3 07/01/98 10:34 AM
POA MOU
C. Each sworn employee covered by this agreement shall be reimbursed an amount
equal to 9% of the employees part of their PERS contribution. The above PERS
pickup is not base salary but is done pursuant to Section 414(h)(2) of the Internal
Revenue Code.
ARTICLE VII - SPECIAL PAY
A. Police Educational Incentive Plan
1. The Educational Incentive Plan shall be continued for sworn personnel as
follows=, except that no more than thirty (30) units of -approved life -
experience credits may be accepted toward educational incentive pay:
Education
Continu �
€d,sati
College
Incentive
POST
College
Maximum
Years of
Units
Level
Certificate
Units
Training
HBPD
Required
Monthly
Service
Annually
Amount
Units Points
I
Intermediate
30
20+
10
1
6
$ 100.00
II
Intermediate
60
40+
20
1
3
$ 150.00
III
Advanced
90
60+
30
2
3
$ 300.00
IV
Advanced
120
0
3
3
$ 300.00
V
Advanced
150
120+
30
3
0
$ 300.00
2. Stipulations:
a. College major shall be Police Science, Criminology, Political Science,
Sociology, Law, Business Administration, Public Administration,
Psychology or closely similar field as approved by the Chief of Police and
Education Committee.
b. Initial eligibility must be approved by the Chief of Police. An acceptable
yearly performance evaluation, signed by the Chief of Police, is required.
No incentive shall be taken away without just cause.
c. Training points approved by POST may be substituted for college units, on
the following schedule: 10 of 30, 20 of 60, 30 of 90.
d. Pay to be effective first month following approval.
0032133.01 4 07/01 /98 10:34 AM
POA MOU
e. After 120 units of B.A. or POST approved training points may be
substituted for college units without limit.
f. Repeat college courses credited as determined by the college.
g. Repeat POST.. approved seminars, institutes, etc., credited as _determined
by the Chief of Police.
h. All college units require grade of "C" or better to qualify.
i. Obtaining transcripts or other acceptable documentation in employee's
responsibility.
j. Employee may choose between POST training points or college units
where a choice is available. No change allowed once choice is made. No
double credit allowed.
B. Flight Pay - Employees assigned to duty as helicopter flight personnel shall receive
$370 per month in addition to their applicable salary.
C. _Certified Flight Instructors - Up to two employees may be assigned as certified flight
instructors. Employees assigned as certified flight instructors shall .receive $450 per
month as flight pay.
D. Shift Differential - Non Sworn - Non sworn members required to work on a regular
assigned shift that occurs between the hours of 4:00 P.M. and 2:00 A.M., OR 9:00
'P.M. and 7:00 A.M., shall be paid a premium of five percent (5%) of the employee's
abase hourly rate for all work performed during said shift.
E. Senior Officer Program - Senior Police Officer is to be an official
designation carrying a salary range of 6% above that of top step Police Officer,
including Police Officers assigned to motorcycle duty. The criteria for achieving the
Senior Police Officer classification is as follows:
1. Five (5) years continuous service with the Huntington Beach Police
Department, and
2. Three years continuous service at "E" Step Police Officer, and
3. Possession of Advanced POST Certificate, and
4., Step 4 or 5 in Educational Incentive Program, and
5. Satisfactory performance evaluation as Police Officer.
0032133.01 5 07/01/98 10:34 AM
POA MOU
The iumbeFBfSeRiGF GAGeF6 shill be maim. + 0/ + tetal .,� mbe 9
Q��� �zair�ed ar35-a�#�fae����-m
Sea+eF-Off+set—setest+eflsWill basis —e# GeRieFity •th the
The maximum number of Senior Officers
within the Police Department shall be sixty-three (63).
F. Motor Pay:
1. Employees assigned to motorcycle duty shall receive a flat rate of $300 per
month for hazardous duty pay.
2. Employees may drive their motorcycle to and from their residence to their
place of work if such travel does not exceed 200 miles per week excluding
overtime.
3. In consideration of the motor officers receiving the foregoing compensatory
duty pay, the ASSOCIATION agrees that any time spent on maintenance
and/or cleaning of. motorcycles, as. described below, while off duty and away
from their place of employment is not considered to be time worked for
purpose of salary or overtime calculations. The Department shall supply
.necessary materials needed to perform the following duties:
a. Keeping the- assigned motorcycle. cleaned and waxed.
b. Keeping the drive chain properly lubricated and adjusted.
c. Performing a daily check of the motorcycle fluid levels and tire pressure.
d. Scheduling required routine services at specified mileage intervals with
police motorcycle mechanics.
G. Special Certification - Skill Pay
1. Bilingual Skill - Qualified employees who meet the criteria will be paid a
monthly pay differential of 5% of their base pay. The Police Chief will have
written and oral tests designed and administered to test for qualifications. The
qualifications will cover the more routine foreign language requirements in
filling out crime reports, interviewing suspects and witnesses, and responding
to the public on matters relating to an incident or other police action.
a. The languages included will be; Spanish, Vietnamese and sign language.
b. Authorization of qualified employees for bilingual compensation will be
based on the following:
0032133.01 6 07/01/98 10:34 AM
POA MOU
1) A need for the employee to use the language in the City to support
the implementation of police operations.
2) At the discretion of the Police Chief, he may limit the number of
employees qualified in each category based on department needs.
c. Successful completion of tests authorized by the Police Chief will be
required to qualify for differential pay for any of the languages. Retesting
may be done on an annual basis.
2. Nurse Employees Certification - The CITY shall allow licensed nurse
employees time off with pay to attend required courses necessary to maintain
certification requirements.
H. Holiday Pay - Employees represented by the ASSOCIATION and actively employed
by the City, in addition to regular compensation, shall receive each month 1/12 of the
total holiday hours (80) earned for the year. They shall be entitled to an additional
eight hours of pay at their regular rate for any day declared by declared by the
President of the United States to be a national holiday, or any day declared by the
Governor of the State of California to be a state holiday, if such day is adopted by the
City Council of the City of Huntington Beach as a special holiday for City employees
(i.e., day of mourning).
I. FTO Compensation - Compensation shall be ten (10) hours of straight book time or
straight time pay for each cumulative 40 hour block of actual field training for the
following:
a. Police Officers who have successfully completed a POST certified Field
Training Officer Course and have been designated field training officers,
assigned to Traffic or Patrol Bureaus, shall be eligible for field training
officer compensation.
b. Detention Officers designated to act as training officers.
w c. Motor officers designated to act as training officers.
J. K-9 Compensation - Employees assigned to K-9 duty to receive ten (10) hours of
compensatory time per month for time spent maintaining their assigned animal.
ARTICLE VIII - UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT
A. Uniforms - The CITY shall continue the Uniform Allowance in lieu of the CITY
providing uniforms for employees represented by the ASSOCIATION. Such
allowance shall be $700 per year; payable quarterly to those employees on active
duty during that quarter, separately from payroll checks. It is the mutual intent of the
0032133.01 7 07/01/98 10:34 AM
POA MOU
parties that this allowance shall be utilized solely for the purpose of replacing,
repairing and maintaining uniforms and clothing worn in the line of duty. The CITY
will continue to make initial issuance of required uniforms and replace uniforms and
equipment damaged in the line of duty including safety equipment required by state
law, City resolution or ordinance, or by order of the Chief of Police.
B. Equipment/Special Uniform Needs - SWAT uniforms and equipment shall continue to
be provided by the CITY.
C. Motorcycle Britches - Motorcycle officers shall receive four pairs of britches at the
time of assignment. After initial issue, replacement britches may be issued on the
recommendation of the Traffic Bureau Commander with approval of the Department
Head. All replaced britches must be turned in when replacement britches are
received.
ARTICLE IX - HOURS OF WORK/OVERTIME
A. Shifts Defined - Employees will be considered as assigned to the afternoon shift (4:00
P.M. to 2:00 A.M.) or the night shift (9:00 P.M. to 7:00 A.M.) when five (5) or more
hours of their regularly assigned shifts occur in the afternoon or night shift as defined
herein.
B. Ten Plan
1. The work schedule agreed to by the CITY and the ASSOCIATION during
negotiations has been fully implemented and shall remain in effect during the
life of this agreement unless changes are agreed to by the ASSOCIATION and
the CITY.
2. Employees are entitled to work four (4) days per week, 'ten (10) hours each
day, meal times to be included during the ten (10) hour shift.
C. Overtime - Employees shall receive time and one half their salary rate for all time
worked in excess of 40 hours during any given payroll week.
1. Compensatory Time - AR empleyee may e'eGt +„
Federal law
controls the use of compensatory time off. Title 29 U.S. Code 207(0)
allows the employer and employee representative to establish a
compensatory time off bank which allows overtime payment of the
employer to be deferred. Accordingly, the parties agree to establish
such a bank with the maximum limit of 120 hours.
0032133.01 8 07/01/98 10:43 AM
POA MOU
The employee's right to use compensatory time off may be restricted if
the requested use is "unduly" disruptive. Parties agree that use of
compensatory time off at the following times will be unduly disruptive:
a. At any time when the request for compensatory time off request
presents an officer's safety problem by going below shift minimum
as presented by City in the meet and confer process.
b. Demands for employee's services meet or exceed the department's
full staffing capabilities such as the Fourth of July Holiday, Memorial
Day Holiday, Labor Day Holiday or events similar in so far as staffing
needs are concerned.
c. In addition to the above, other events which may be designated as
unduly disruptive may be agreed upon by the City and the
Association.
d. The Association, its officers, agents, representatives and/or members
agree that during the term of this MOU they will not call, engage in,
request or condone the use of compensatory time off for any strike,
walkout, work stoppage, job action, slowdown, sick-out, blue flu,
withholding of services or other interference with City operations, or
honor any job action by any other employee of the City, employee
organizations, or employees of any other employers by withholding
or refusing to perform services. In the event that the Association, its
officers, agents, representatives, and/or members engage in any of
the conduct prohibited herein above, the compensatory time off
provision of this MOU shall sunset and thereafter overtime hours
shall be compensated at the employee's overtime rate.
e. In addition, this provision shall sunset on the last day of this MOU.
Nothing herein shall be construed to prevent the parties to agree to
place these provisions in a successor MOU.
f. To the extent that these provisions are inconsistent with the
Settlement Agreement in HBPOA, et al. v. City of Huntington Beach,
et al. Case No. CV 92-6265 CMB (Shx) said settlement agreement is
superceded. Provisions not so superceded shall not be affected by
the agreement.
2. Work Time - For the purpose of computing the 40 hour week, the following
shall be exsk-ded included in determining the eligibility for time and one half
overtime pay-..
a. Sick leave.
0032133.01 9 07/01/98 12:04 PM
POA MOU
b. Vacation time taken during the work week.
c. Compensatory time off taken during the work week.
d. Any othr paid leave time taken during the work week.
3. Court Standby Time - Employees required to be on standby for a court
appearance during other than their scheduled working hours shall receive a
minimum of two hours straight time pay (including differentials in Article VII) for
each morning and afternoon court session.
4. Holidays Worked -Employees who work on a recognized City holiday shall be
compensated at their premium hourly rate (time and one half) for time actually
worked from 12:00 A.M. through 11:59 P.M.
5. Court Appearance Time- Employees required to appear in court during other
than their scheduled working hours shall receive a minimum of three hours pay
at time and one half; provided, however, that if such time overlaps with the
employee's scheduled working hours, said premium rate shall be limited to
those hours occurring prior to or after the employee's scheduled work time.
6. Non -Court Standby Time- An employee who is placed on standby status by his
supervisor shall receive four hours straight time pay for each 24 hour period of
standby status.
Court standby time shall be specifically excluded for the purpose of
computing the 40-hour work week.
7. Call Back- Employees who are called back to work will be paid a minimum of
two hours pay at the rate of time and one half their regular hourly rate.
8. Pay In Lieu of Compensatory Time - In the months of December and April of
each year, employees may, at their option, be paid for their compensatory
�'emp tens time heir♦ at ple y 6tr a rate fer the
time. �,�eesa�--is��t�e+���ee-sue, �+g#�t-t+m�-.a,�„�
aGtual hews wE)Fked'; Ret at the time and GRe half Fate that GGmpeRsateFy tiFne
9s eTS�RnTFRed. Inasmuch as the compensatory time account for each
employee has been credited at the rate of time and one-half for each hour
worked, payment when requested under this section shall be at the
straight time hourly rate in effect at the time the request is made.
0032133.01 10 07/01/98 10:34 AM
POA MOU
D. Weekend Military Drills - The City shall continue to pay for weekend military drills for
employees hired prior to July 1, 1988 and currently belonging to federal military
reserve units. All other employees shall be granted rights in accordance with all
applicable state and federal laws.
ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS
A. Health:
1. Medical:
a. The CITY shall continue to provide group medical benefits to all employees
with coverage and other benefits comparable to the group medical plan
currently in effect.
b. The CITY will pay medical claims under the Employee Health Plan within
thirty (30) days of the receipt of the claim or provide written notice to the
claimant of the reason for delay.
2. Dental - Employees shall continue to be covered by dental plan benefits equal
to those currently being provided by the CITY as modified in Exhibit E and F.
The Dental Plan will include.a $25 deductible per person per year.
3. Optical - Optical Plan benefits will provide for one (1) pair of eyeglasses every
twelve (12) months, subject to the terms and conditions of the current policy.
4. Elioibility Criteria and Cost:
a Premiums The CITY 6hall pay health tG maximum of
$544 a mGRth fnr fell faR;ily GGY age fbr le pley vivo
2rug�—rvr-E'i�Fl3rc-2Fi�p�vpE2cs 2�G6irvc
Health Premiums - City's 1998 Contribution Toward Health Costs - To
be effective May 1, 1998.
b. Health Insurance Caps - The City "caps" its contribution toward
employee monthly health insurance premiums by category and plan at
the rate effective January 1, 2000, for the year ending December 31,
2000:
MONTHLY
CITY:
HEALTH
'DELTA;:::
.;: DELTA..
..
vSF*`;'``
.PREMIUMS"
PLAN
NET
PACIFICARE
DENTAL ;..
CARE
SAFEGUARD._
(Uis,ion}
EMPLOYEE
$238.62
$153.26
$150.21
$ 34.59
$ 21.48
$ 18.56
$ 17.10
ONLY
0032133.01 11 07/01/98 10:34 AM
POA MOU
1998 Rates are listed - City "cap" would be current 2000 rates.
** Composite rate
c. Employee Paid Premiums - Employees hired prior to adoption date,
the City shall pay medical, dental and vision premiums; subject to 4A
and 4B above.
d. Two Tier Health Premium - Employees hired on or after the adoption
date of this agreement, the City's contribution toward medical
insurance shall be at the highest HMO rate of (1) employee, (2)
employee + dependent, or (3) family. -
e. Dependent Health Coverage - The CITY will assume payment for
dependent health insurance, subject to paragraph 4a 4d above, effective
the first of the month following the month during which the employee
completes one (1) year of full time continuous service with the CITY.
s- f. Medical Plan Changes F=#eGt*ve jaRyaw 1, 44" Implemented by City
Council Action January 27, 1997:
•
..0
...
0
Prescription Program - Employees shall be required to obtain the
generic drug, if available, unless the physician specifically
prescribes a brand name drug. If the physician does not
authorize a generic substitution, the employee is responsible
only for the higher co -payment cost. If the employee requests
the brand name drug, he/she will pay the difference between the
R generic and the brand name cost in addition to the co -payment
cost.
0032133.01 12 07/01/98 10:34 AM
POA MOU
..• ...
M
...
Iz
Outpatient Surgery, - The plan will pay ninety percent (90%) for
PPO providers and seventy percent (70%) for non-PPO providers
of allowable, usual, customary and reasonable charges after the
annual deductible has been met. This applies to outpatient
surgical facilities, outpatient services in a hospital, surgeons,
anesthesiologist and all pre -admission testing.
Elective Surgeries - Due to advances in medical technology, the
current Second Surgical Opinion is outdated. The Plan shall
require that the attending physician call OCPPO on all proposed,
elective surgeries for a determination of second surgical opinion
requirements. OCPPO will have the authority to waive or require
a second opinion. OCPPO will provide the patient with a list of
Board Certified surgeons in the same specialty. The charges for
the second surgical consultant will continue to be paid at one
hundred percent (100%) and not subject to the deductible.
..0%
„_
and
..0
...
•
expeRGeS
...
eR the same basis.
Subsidized Retiree Medical - Benefits to be paid at the rate of
ninety percent (90%) for PPO's and seventy percent (70%) for
Non-PPO's of allowable, usual, customary and reasonable
charges after the annual deductible has been met.
0032133.01 13 07/01/98 10:34 AM
1107_1►J[oil]
d. g. Plan Deductibles - The Medical Insurance Plan deductible shall be One
Hundred Fifty Dollars ($150) per person; and the maximum deductible per
family shall be Four Hundred Fifty Dollars ($450) during any period of
benefit entitlement as described in the City's Employee Health Plan.
..
h. Chiropractic Services - Chiropractic limits are provided under major medical
to a maximum of 24.treatments or $2,000 per year.
B. Life Insurance - Effective May 1, 1995, the City will provide $40,000 term life
insurance without evidence of insurability other than evidence of working full time. An
additional $10,000 of life insurance may be purchased, at the employee's cost, with
evidence of insurability.
C. Income Protection Plan
1
The existing long term disability program provided by the G4ty ASSOCIATION
shall remain in effect for all peFseaael unit employees. This program
provides, for each incident, pay up to sixty (60) calendar days at the
employee's salary rate (excluding overtime, but including any special pay in
effect at the time of illness or injury). After the sixty (60) calendar day period,
the employee will be covered by an insurance plan paid for by the CITY which
will provide 66 2/3 percent of the employee's salary rate (excluding overtime
and any special pay).
Disability Due to Accident
First 60 Days Regular Pay
Next 24 Months 66 2/3% of Base Pay
To Age 65 66 2/3% of Base Pay
0032133.01 14
Disability Due to Illness
Regular Pay
Same
None
07/01 /98 10:34 AM
I:161TI Ti 601
2. Days and months refer to calendar days and months. Benefits under the Plan
are integrated with Workers' 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.
3. Rehabilitation benefits are provided in the event the individual, due to
disability, must engage in other occupation. Plan will provide 66 2/3% of
difference between regular pay and pay of other occupation.
4. Survivors benefit continues plan payment for three (3) months beyond death.
5. The program shall be subject to the terms and conditions contained in
the agreement between the parties attached hereto and incorporated
herein as Exhibit "I".
D. Miscellaneous - The CITY and the ASSOCIATION agree to establish and participate
in a city-wide joint labor and management insurance benefits advisory committee to
discuss and study issues relating to insurance benefits available for employees.
0032133.01 15 07/01/98 10:34 AM
POA MOU
ARTICLE XI - RETIREMENT
A. Benefits:
1. CHP Retirement Plan - The CITY will provide, for all safety personnel
represented by the ASSOCIATION whose retirement is effective or whose
death occurs after. July 1, 1978, Public Employees' Retirement System
retirement benefits computed by utilizing the two percent at age fifty (50)
formula commonly referred to as the California Highway Patrol (CHP)
Retirement Plan.
2. Self -Funded Supplemental Retirement Benefit - In the event a PERS member
elects Option #2 (Section 21333) of the Public, Employee's Retirement law,
and the member is a unit employee who was hired before the adoption of
this MOU, the CITY shall pay the difference between such elected option and
the unmodified allowance which the member would have received for his/her
life alone. This payment shall be made only to the member, shall be payable
by the CITY during the life of the member, and upon that member's death, the
CITY's obligation shall cease. The method of funding this benefit shall be at
the sole discretion of the CITY. Thes benefit ,6 ve6ted fnr empleyee6 GeVeFe l
by this agFeemeRt All unit employees hired after the adoption of this MOU
shall not be eligible for this benefit. (Note: The options provide that the
allowance is payable to the member until his/her death, and then either the
entire allowance, Option 2, or one-half of the allowance, Option 3) is paid to
the beneficiary for life.)
3. PERS Rollover - Each employee, eligible for service retirement, may have
his/her PERS pickup and vacation accrual reported as compensation for all or
any part of the twelve (12) month period prior to his/her service retirement date
upon written request to the Director of Finance. Such modified reporting shall
be limited to a maximum period of twenty-four (24) months preceding
retirement. Requests for retroactivity, if permitted by PERS, will be decided on
an individual basis and shall require the approval of the Personnel Director.
No unit employee shall be allowed to apply for or continue this benefit (PERS
pick-up and vacation accrual) beyond January 31, 1994.
4. Medical Insurance for Retirees:
a. Upon retirement (whether service or disability) each employee shall have
the following options in regards to medical insurance under CITY
sponsored plans:
1) With no change in benefits, retirees can stay in the CITY's Employee
Health Plan or an HMO Plan offered by the CITY at the retiree's own
0032133.01 16 07/01/98 10:34 AM
POA MOU
expense for the maximum time period required by Federal Law
(COBRA), or
2) Employees retiring after approval of this MOU may participate in the
Retiree Medical Plan described in Exhibit C.
3) Sworn personnel who have been placed on industrial disability
retirement subsequent to January 31, 1974, shall be eligible to
continue to participate in the existing group medical insurance plan
at their own cost. Participation shall cease upon the earliest of the
following:
a) The expiration of three calendar years following the date of the
industrial disability retirement, or
b) The retirees obtaining eligibility for coverage under a comparable
medical plan, or
c) Eligibility to participate in any City sponsored retiree medical plan
at retiree's own cost. Retiree's who cease to participate may
exercise any conversion privileges then in existence.
'ARTICLE'XII - LEAVE BENEFITS
A. Vacation:
1. Anniversary Date - For the purpose of computing vacation, an employee's
anniversary date shall be the most recent date on which he/she commenced
full-time City employment.
2. Annual Vacation - The purpose of annual vacation is to provide a rest period
which will enable each employee to return to work physically and mentally
refreshed. All permanent employees, whether full-time or part-time, shall be
entitled to annual vacation with pay except the following:
a. Employees who have not completed six (6) months of continuous service
with the City.
b. Employees who work less than full-time who are not permanent.
C. Employees on leave of absence.
3. Vacation Allowance - Permanent employees in the City's service, having an
average work week of forty (40) hours, shall accrue annual vacation with pay in
accordance with the following:
0032133.01 17 07101 /98 10:34 AM
POA MOU
a. For the first through the fourth year of continuous service, vacation time will
be accrued at the rate of 112 hours per year.
b. After the fifth year and through the ninth year of continuous service,
vacation time will a accrued at the rate of 136 hours per year.
c. For the tenth year and through the fourteenth year of continuous service,
vacation time will be accrued at the rate of 160 hours per year.
d. After the fifteenth year and thereafter of continuous service, vacation time
will be accrued at the rate of 192 hours per year.
4. Eligibility and Permission - No vacation may be taken until the completion of
six (6) months of service. Permanent, part-time employees assigned a work
schedule of less than 2,080 and more than 1,040 hours per year shall receive
vacation in one-half the amounts set forth above.
5. Vacation - When Taken - No employee shall be permitted to take a vacation in
excess of actual time earned and vacation shall not be accrued in excess of
320 hours. Vacations shall be taken only with permission of the .Department
Head; however, the Department Head shall, schedule. all .vacations with due
consideration for the wish of the employee and particular regard for the need
of the department.
6. Terminal Vacation Pay - An employee shall be paid for unused vacation upon
termination of employment at which time such terminating employee shall
receive compensation at his current salary rate for all unused, earned vacation
to which he/she is entitled up to and including the effective date of his/her
termination.
7. Receipt of Vacation Pay - Upon two weeks written notification to the Director of
Finance, each employee shall be entitled to receive his earned vacation pay,
less deductions, in advance, prior to his regular scheduled annual vacation.
Such advancements are limited to one during each employee's anniversary
year.
8. Conversion to Cash - An employee may elect to take up to 80 hours of pay per
calendar year for accrued vacation in lieu of time off. SUGh pay Fnay be
repeFted to PEERS ass salaryy. It is the intent of the parties that employees will
take vacation during the current year.
B. Holidays - The following are the recognized legal holidays under this MOU:
0032133.01 18 07/01 /98 10:34 AM
POA MOU
1. New Year's Day (January 1)
2. Martin Luther King's Birthday (third Monday in January)
3. President's Day (third Monday in February)
4. Memorial Day (last Monday in May)
5. Independence Day (July 4)
6. Labor Day (first.Monday in September)
7. Veteran's Day (November 11)
8. Thanksgiving Day (fourth Thursday in November)
9. Friday after Thanksgiving
10. Christmas Day (December 25)
11. 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 anemployee holiday by the City Council of the City of Huntington
Beach.
Holidays which fall on Sunday shall be observed the following Monday, and
those falling on Saturday shall be observed the preceding Friday.
C. Sick Leave:
1. All sworn personnel and non -sworn personnel represented by the
ASSOCIATION shall have a maximum of 60 calendar days sick leave per
-incident or illness. This leave shall not accumulate beyond the one year
maximum and there shall be no pay off rights to unused leave upon
termination of the employee from the City.
2. Sick leave may be used for an absence due to illness of the employee's
spouse or child when the employee's presence is required at home, provided
that such absence shall be limited to five days per calendar year.
D. Bereavement Leave - Employees shall be entitled to bereavement leave not to
exceed three working days in each instance of death in the immediate family.
Immediate family is defined as father, mother, sister, brother, spouse, of children,
grandchildren and grandparents of the employee or spouse.
E. Association Business - An allowance of 800 hours per year shall be established for
the purpose of allowing authorized representatives of the ASSOCIATION to represent
members of the ASSOCIATION in their employment relations. Such allowance may
be utilized only by those persons authorized by the Board of Directors of the
ASSOCIATION and such utilization shall be subject to the rules indicated in Exhibit B.
Up,to 200 hours per year of unused hours may be carried over to the subsequent
year.
ARTICLE XIII - CITY RULES
0032133.01 19 07/01 /98 10:34 AM
POA MOU
The CITY and the ASSOCIATION agree to implement the rule changes and accordingly
revise the Personnel Rules as described in Exhibit H. The CITY and ASSOCIATION agree
to meet during the term of this agreement on proposed revisions to Personnel Rule 8-1. The
parties agree that the impasse procedure will not apply to these discussions.
ARTICLE XIV - MISCELLANEOUS
A. Meal Allowance:
1. Per Diem - Employees shall be entitled to per diem under the following
circumstances:
a. Personnel are on work assignments, attending seminars, meetings or
training sessions which extend beyond their normal work hours or require
lodging. Meeting which include a meal may be reimbursed at the actual
cost of the meeting or meal.
b. Personnel are unexpectedly delayed or assigned at a location away from
the City when the time extends beyond the normal meal period.
Employees must contact their supervisor by phone to obtain authorization.
c. When on assignment in excess of 25 mile radius beyond their normal work
station.
d. Expenses other than listed in a, b, or c may be considered for
reimbursement (receipt required) at the discretion of the Division
Commander.
e. Receipts are not required providing that the employee's expenses do not
exceed the $45 limit and the expenses are in accordance with the above
rules.
2. Per Diem Schedule - $45 per 24 hour period or prorated as follows; breakfast -
$10.00, Lunch - $15.00, Dinner - $20.00
B. Mileage Allowance:
1. The CITY shall reimburse employees for the use of personal automobiles at
the rate of 26¢ per mile for all mileage reimbursable by POST.
2.0 All other mileage not reimbursable by POST shall be compensated at the rate
' of 23(�t per mile.
C. Weapon Vesting:
0032133.01 20 07/01/98 10:34 AM
POA MOU
Unit employees assigned a weapon shall be vested with ten percent (10%)
ownership per year so that ten (10) years after assignment of the weapon to the
employee, he/she shall be fully vested with ownership.
0032133.01 21 07/01/98 10:34 AM
POA MOU
ARTICLE XV - CITY COUNCIL APPROVAL
It is the understanding of the CITY and the ASSOCIATION that this Memorandum of
Understanding is of no force or effect whatsoever unless and until adopted by resolution of
the City Council of the City of Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of
Understanding this day of , 49951998.
HUNTINGTON BEACH
CITY OF HUNTINGTON BEACH POLICE OFFICERS' ASSOCIATION
By: By:
Raymond R. Silver
City Administrator
Ronald E. Lowenberg
Chief of Police
William H. Osness
Personnel Director
Edward J. Mc Erlain
Police Captain
Daniel Cassidy
Chief Negotiator
APPROVED AS TO FORM
Gail Hutton
City Attorney
In
la
-31
la
la
am
Christopher S. Tatar
POA President
Richard Wright
POA Representative
Tom Gilligan
POA Representative
Mark Reid
POA Negotiator
0032133.01 22 07/01 /98 10:34 AM
POA MOU
EXHIBIT A
CITY OF HUNTINGTON BEACH
POLICE OFFICERS' ASSOCIATION SALARY SCHEDULE
EFFECTIVE APRIL 1, 1998
3324
GeReFal SVG6 QffiGe
457
3692
3895
41-10.
4335
4574
6370
Comm. Operator
399
2765
P917
307.8
2PU
3427
407
2879
3036
3203
3380
3565
6372
Comm. Supervisor
4.26
3463
3337
3520
3719
394
434
3293
1 3473
3664
3865
4078
4325
Detention Officer
497
2R79
3037
3203
3380
3965
415
2993
3158
3331
3515
3709
4324
Detention Officer Nurse
44-5
2993
34-59
3331
3545
3709
423
3118
3289
3470
3660
3861
4326
Detention Officer Senior
423
31-19
3290
3470
3661
3862
_
431
3241
3419
3608
3806
4016
0032133.01 -23- 07/01/98 10:34 AM
POA MOU
EFFECTIVE JANUARY 8, 2000
..
..- Classification Range
4334. Police Recruit 378 2492 2629 2773
2925
3087
4332
Police Officer
451
3581
3778
3986
4206
4439
4333
Police Officer Sr.
463
3802
4012
4232
4465
4711
6370
Comm. Operator
413
2964
3126
3298
3480
3671
6372
Comm. Supervisor
440
3392
3579
3776
3984
4203
4325
Detention Officer
421
3087
3256
3435
3624
3823
4324
Detention Officer Nurse
429
3210
3386
3572
3768
3976
4326
Detention Officer Senior
437
3341
3525
3719
3924
4140
EFFECTIVE APRIL 1, 2000
..
..-
4334
Classification Range
Police Recruit 384 2567 2707 2856
3014
3180
4332
Police Officer
457
3692
3894
4109
4335
4574
4333
Police Officer Sr.
469
3922
4137
4364
4603
4856
6370
Comm. Operator
419
3055
3224
3400
3588
3785
6372
Comm. Supervisor
446
3494
3686
3889
4102
4328
4325
Detention Officer
427
3180
3355
3539
3733
3938
4324 "
Detention Officer Nurse
435
3308
3490
3683
3886
4099
4326
Detention Officer Senior
443
3444
3633
3832
4043
4265
0032133.01 24 07/01/98 10:34 AM
POA MOU
EXHIBIT B
GUIDELINES FOR THE USE OF THE ASSOCIATION BANK TIME
A. Any substantial! time used for the Huntington Beach Police Officers' Association
business while the member is using that time; is on a working status and this time will
be deducted from the Association Bank, as per the Memorandum of Understanding.
B. Any Association member desiring to use Association time, while they are on duty,
shall obtain permission for their immediate supervisor, then from the President of the
Association.
An Association member shall, on all but emergency situations, give adequate
advance notice to his/her supervisor when requesting time off for Association
business. If the employee's absence is less than one hour, use of Association bank
time is not required. If the employee is away from work in excess of one hour, an
Association book -time slip for all time away from work is required.
In the event that the President of the Association is not available to grant permission,
the Vice -President will then have the responsibility to make the appropriate decision.
If the Association member's immediate .supervisor will not grant the-personwho is
requesting time off for Association business, then the President shall be immediately
notified by the member.
If the business is of such a nature that it must be conducted by that particular
Association member, then the President will take the matter to the Division level and
every effort will be made to resolve the issue.
C. Any member using Association time, while on duty, will submit an Association Bank
Time Form and an overtime request form to the President. The member must write
on top of the overtime form "ASSOCIATION BANK TIME OFF" and the payroll
exception form will be signed by the supervisor and the President of the Police
Officers' Association or his representative.
The communique will have the exact time and date that was used for the Association
business, the location where the business was conducted.
1. Substantial time, being defined as that time in excess of one hour and where the Association member is
not available for duty until the Association business is concluded.
0032133.01 25 07/01/98 10:34 AM
POA MOU
D. Those Association members that may use the Association Bank are:
1. President of the Huntington Beach Police Officers' Association
2. Board of Directors of the Huntington Beach Police Officers' Association.
3. Members assigned to committees designated by the President or the Board
of Directors.
4. PORAC Representative.
5. Any other Association member designated.
E. All memorandums and overtime requests will be forwarded to payroll and the copies
will be sent to the Secretary of the Association for accounting purposes.
0032133.01 26 07/01 /98 10:34 AM
POA MOU
EXHIBIT C
RETIREE SUBSIDY MEDICAL PLAN
An employee who has retired from the City shall be entitled to participate in the City sponsored
medical insurance plans and the City shall contribute toward monthly premiums for coverage in
an amount as specified in accordance with this Plan, provided:
A. At the time of retirement the employee has a minimum of ten (10) years of continuous
City service or is granted an industrial disability retirement; and
B. At the time of retirement, the employee is employed by the City; and
C. Following official separation from the City, the employee is granted a retirement
allowance by the California Public Employees' Retirement System.
The City's obligation to pay the monthly premium as indicated shall be modified
downward or cease during the lifetime of the retiree upon the occurrence of any one
of the following:
1. During any period the retired -employee is eligible to receive or receives
health insurance coverage at the expense of another employer, the
payment will be suspended. "Another employer" as. used. herein means -
private employer or public employer or the employer of a spouse. As a
condition of being eligible to receive the premium contribution as set forth in
this plan, the City shall have the right to require any retiree to annually
certify that the retiree is not receiving or eligible to receive any such health
insurance benefits from another employer. If it is later discovered that a
misrepresentation has occurred, the retiree will be responsible for
reimbursement of those amounts inappropriately expended and the retiree's
eligibility to receive further benefits will cease.
2. On the first of the month in which a retiree or dependent reaches age 65 or
on the date the retiree or dependent can first apply and become eligible,
automatically or voluntarily, for medical coverage under Medicare (whether
or not such application is made) the City's obligation to pay monthly
premiums may be adjusted downward or eliminated. Benefit coverage at
age 65 under the City's medical plans shall be governed by applicable plan
document.
3., In the event the Federal Government or State Government mandates an
employer -funded health plan or program for retirees, or mandates that the
City make contributions toward a health plan (either private or public) for
retirees, the City's contribution rate as set forth in this plan shall first be
applied to the mandatory plan. If. there is any excess, that excess may be
0032133.01 27 07/01/98 10:34 AM
POA MOU
applied toward the City medical plan as supplemental coverage provided
the retired employee pays the balance necessary for such coverage, if any.
4. 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.
SCHEDULE OF BENEFITS
A. Minimum Eligibility for Benefits - With the exception of an industrial disability
retirement, eligibility for benefits begin after an employee has completed ten (10)
years of continuous service with the City of Huntington Beach. Said service must be
continuous unless prior service is reinstated at the time of his/her rehire in accordance
with the City's Personnel Rules.
B. 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 $40 for retirements after 10/1/87, $80 after 10/1/88, and $121 after 10/1/89.
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.
0032133.01 28 07/01/98 10:34 AM
POA MOU
C. Maximum Monthly Subsidy Payments - All retirees, including those retired as a result
of disability whose number of years of service prior to retirement exceeds ten (10),
shall be entitled to maximum monthly payment of premiums by the City for each year
of completed City service as follows:
Maximum Monthly Payment
for Retirements After:
Years of Service 10/l WE 4IOW88 11OW89 10/1/92
10
$--49
$4P
$424
$ 121
11
44
36
4-32
136
12
43
97
4-45
151
13
53
4-95
4&9
166
14
57
4 4-3
4 79
181
15
64
4 22
4- 2
196
16
65
4,39
495
211
17
69
4-39
297
226
18
73
446
229
241
19
7-7
4435
232
256
20
84
4-63
244
271
21
966
474
257
286
22
99
479
269
300
23
94
499
292
315
24
96
4-G6
294
330
25
4Q
294
396
344
26
496
244
34.9
27
449
224"
334-
28
44.5
229
344
Note: The above payment amounts may be reduced each month as dependent
eligibility ceases due to death, divorce or loss of dependent child status.
However, the amount shall not be reduced if such reduction would cause
insufficient funds needed to pay the full premium for the employee and the
remaining dependents. In the event no reduction occurs and the remaining
benefit premium is not sufficient to pay the premium amount for the employee
and the eligible dependents, said needed excess premium amount shall be
paid by the employee.
0032133.01 29 07/01/98 10:34 AM
POA MOU
�ene�s4-
INDEMNITY HEALTH PLAN, EMPLOYEES/RETIREES'
0
$298
$41,500
$3,000
•• •
Benefits City Plan - Employees City Plan - Subsidized
Non -Subsidized Retirees Retirees
COBRA -eligibles
Deductible per person $150 $200
Deductible per family $450 $500
Maximum Out of Pocket $1000 per person $1500 per person
$2000 per family $3000 per family
Note: Retirees who elect to participate in HealthNet or Family Health Plan (FHP) shall be
entitled to benefits of the program chosen.
' This summary list only those benefit provisions that differ between active and subsidized Retiree Plans. The
Employee Health Plan Document should be consulted for detailed questions about specific benefits. Benefits are
subject to modification through the meet and confer process.
0032133.01 30 07/01 /98 10:34 AM
POA MOU
RETIREE SUBSIDY MEDICAL PLAN/MISCELLANEOUS PROVISIONS
A. Eligibility:
1. The effective start-up date of the Retiree Subsidy Medical Plan for the
various employee groups shall. be the first of the month following retirement
date.
2. A retiree may change plans, add dependents, etc., during annual open
enrollment. Personnel shall notify covered retirees of this opportunity each
year.
3. Years of service computed for the Retiree Subsidy .Medical Plan are actual
years of completed service with the City of Huntington Beach.
4. When a retiree is eligible for medical plan coverage at the expense of
another employer due to post -retirement employment of the retiree or
spouse of the retiree, the retiree and his/her spouse must take that
coverage regardless of benefit level and shall be deleted from any City Plan
coverage. Exceptions to this requirement are limited to the following:
a. A retiree. is not required to enroll in such "other" medical plan. coverage
if there is, significant disparity between the benefits provided by the
"other" medical plan and the Retiree Subsidy Medical Plan as defined
below. "Significant disparity" means coverage available under the
"other" medical plan is restrictive or limited in one or more of the
following ways:
1) No in -patient hospitalization coverage.
2) No major medical benefits
_ 3) Annual deductible is $1,000 or greater per person.
4) Major medical benefits are paid at 60% or less of covered
expenses.
b. The Risk Manager will have the authority to provide additional
exceptions following review of the "other" medical plan policy.
Exceptions will be made only if the `other" medical plan benefit
provisions are comparable to the guidelines under B above.
c. Miscellaneous Provisions:
0032133.01 31 07/01 /98 10:34 AM
1167_WIT911J
1. Benefits provided under the Retiree Subsidy Medical Plan will
be coordinated with the "other" medical plan as the primary
carrier.
2. The City shall have the right to require any retiree to provide a
copy of the "other" medical plan policy for review by the
Risk Manager.
5. When a retiree becomes eligible for the other group coverage and then
becomes no longer eligible, he/she may have the subsidy reinstated and
regain Retiree Subsidy Medical Plan coverage.
6. Dependents of a retiree may follow him/her into the Retiree Subsidy
Medical Plan or they may choose to exercise COBRA rights along with the
retiree.
7. When a retiree becomes 65 and has eligible dependents under 65, said
dependents are eligible to exercise COBRA rights.
8. When a retiree is under 65 and his/her spouse is over 65, the spouse is not
covered.
B. Benefits:
1. Retiree Subsidy Medical Plan includes Managed Health Network (MHN),
Prescription Card System (PCS), Orange County Preferred Provider
Organization (OCPPO) and Medical Stop Loss insurance.
2. City Plans are the primary payer for active employees age 65 and over, with
Medicare the secondary payer. Retirees age 65 and over have no City
Plan options and are eligible only for Medicare.
3. Premium payments are to be received at least one month in advance of the
_ coverage period.
C. Subsidies:
1. The subsidy payments will pay for:
a. Retiree Subsidy Medical Plan.
b. HealthNet.
c. Family Health Plan (FHP).
0032133.01 32 07/01/98 10:34 AM
POA MOU
d. 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. Regular City Employee Indemnity Plan.
c. Any other employee benefit plan.
d. Any other commercially available benefit plan.
e. Medicare supplements
3. Employees who retire on or after the following dates shall be eligible for the
subsidy based on years of completed service with the City.
October 1, 1997: MEO, MEA, POA, MSOA, FA and PMA.
July 1, 1988: Non -Represented.
Retirees who retire prior to the above dates are riot eligible for any subsidy
benefit.
D. Medicare:
1. All persons are eligible for Medicare coverage at age 65. Those with
sufficient credit quarters of Social Security will receive Part A of Medicare at
no cost. Those without sufficient credited quarters are still eligible for
Medicare at age 65, but will have to pay for Part A of Medicare if the
individual elects to take Medicare. In all cases, Part B of Medicare is paid
for by the participant.
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:
0032133.01 33 07/01 /98 10:34 AM
POA MOU
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 Personnel in
accordance with provisions of the Memorandums of Understanding.
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.
0032133.01 34 07/01/98 10:34 AM
POA MOU
EXHIBIT D
EMPLOYEE HEALTH PLAN DOCUMENT
A copy of the Employee Health Plan Document
may be obtained from the
Insurance and Benefits Division
0032133.01 35 07/01/98 10:34 AM
POA MOU
EXHIBIT E
DELTA CARE PLAN BROCHURE
A copy of the Delta Care Plan Brochure
may be obtained from the
Personnel Division
0032133.01 36 07/01/98 10:34 AM
Intel-\u[OR
EXHIBIT F
DELTA DENTAL PLAN BROCHURE
A copy of the Delta Dental Plan Brochure
may be obtained from the
Personnel Division
0032133.01 37 07/01/98 10:34 AM
POA MOU
EXHIBIT G
VISION CARE PLAN BROCHURE
A copy of the Vision Care Plan Brochure
may be obtained from the
Personnel Division
0032133.01 38 07/01/98 10:34 AM
POA MOU
EXHIBIT H
PERSONNEL RULE CHANGES
A. Rule 5-14, Promotional Examinations - Promotional examinations may be conducted
whenever, in the opinion of the Personnel Director, after consultation with the
Department Head, the need of. the service so requires; provided, however, a
promotional examination may not be given unless there are two (2) or more
candidates eligible for each position to be filled. Only employees who meet the
requirements for the vacant position may compete in promotional examinations.
Promotional examinations may include any of the selection techniques, or any
combination thereof, mentioned in Section 5-13. Additional factors including, but not
limited to, performance rating and length of service may be considered. A
promotional employment rating and length of service may be considered. A
promotional employment list shall be established after the administration of a
promotional examination.
B. Rule 5-20, Duration of Employment Lists - Employment lists shall remain in effect for
one (1) year from the date of the last examination, unless sooner exhausted. Closed
promotional lists and entry level employment lists may be extended prior to expiration
date by the Personnel Director when requested by the Department Head, for
additional periods, but in no event shall an employment list remain in effect for more
than two (2) years. - Names "placed on -entry level lists shall be merged with others
already on the list in order of scores.
C. Rule 8-3 Layoff In Accordance with Length of Service. Determination of Length of
'Service. Professional, Scientific and Executive Classes - Layoff shall be made in
accordance with the relative length of the last period of continuous service of the
employees in the class of layoff, provided however that no permanent employee shall
be laid off until all temporary, acting and probationary employees in the competitive
service holding positions in the same class in the same department are first laid off.
Except as otherwise provided in this part, in determining length of service scores, one
point shall be allowed for each complete month of full-time service in the class of
layoff or demotion and in classes that, at the time notice of layoff is given, have the
same or a higher maximum salary. One-half point shall be allowed for each complete
month of full-time service in all other classes.
D. Rule 8-11, Re -Employment - With the approval of the Personnel Director, an
employee who has resigned in good standing from the competitive service may be re-
employed to his former position, if vacant, or to a vacant position in the same or a
corrlparable class within one (1) year from date of resignation in accordance with Rule
5-21. If such re-employment commences within ninety (90) days of the effective date
of resignation, the employee shall not be considered a new employee for vacation
and seniority purposes.
0032133.01 39 07/01/98 10:34 AM
007A i COU
E. Rule 18-19, Maternity Leave - A permanent employee shall be entitled to a leave of
absence without pay due to inability to work due to pregnancy. The employee will be
entitled to use available sick leave during this period. Said leave must be requested
in writing from the Department Head and must include written notification from the
employee's physician stating the last day the employee may work and estimated
duration of leave. The employee must obtain written authorization to return to work
from the attending physician. Said authorization must be filed with the Department
Head and the Personnel Director.
F. Rule 19-5, Step 4, City Administrator - If the grievance is not settled under Step 3, the
grievance may be presented to the City Administrator in accordance with the following
procedure: Within fifteen (15) days after the time the decision is rendered under Step
3 above, a written statement of the grievance shall be filed with the Personnel
Director who shall act as hearing officer and shall set the matter for hearing within
fifteen (15) days thereafter and shall cause notice to be served upon all interested
parties.
The Personnel Director, or his representative, shall hear the matter de novo and shall
make recommended findings, conclusions and decision in the form of a written report
and recommendation to the City Administrator within five (5) days following such
hearing. The City Administrator may, at his/her discretion, receive additional evidence
or argument by setting the matter for hearing within ten (10) days following his/her
receipt of such report- and causing notice of such hearing to be served upon the
employee, employee organization and the Personnel Director.
Within five (5) days after receipt of the Personnel Director's report, or the hearing
provided for above, if such hearing is set by the City Administrator, the City
Administrator shall make written decision and cause such to be served upon the
employee or employee organization and the Personnel Director.
G. Rule 19-5(b), Hearing - As soon as practicable thereafter, the Personnel Director shall
set the matter for hearing before a hearing officer either selected by mutual consent of
the parties or from a list approved by the Personnel Commission. Ratification of the
hearing officer selected by mutual consent of the parties, if from a list approved by the
Personnel Commission shall not require separate approval or ratification by the
Personnel Commission. The hearing officer shall hear the case and make
recommended findings, conclusions and decision in the form of a written report and
recommendation to the Personnel Commission. In Lieu of the hearing officer process,
the Personnel Commission may agree to hear a case directly upon submission of the
case by mutual consent of the parties.
H. Rule 21-7, Hearing Officers - The hearing officer provided for in Rules 19 and 20 shall
be from a list provided by the Personnel Commission or one selected by mutual
consent of the parties.
0032133.01 40 07/01 /98 10:34 AM
POA MOU
I. Rule 21-12, Time, Extension of - Upon written consent of the parties, the time
limitation imposed upon procedures set forth in these rules may be extended a
reasonable time. The City and the employee, or employee- organization may, by
mutual consent, extend the time periods within which an act must occur in the
processing of grievances.
0032133.01 41 07/01/98 10:34 AM
POA MOU
EXHIBIT I
INCOME PROTECTION PLAN
This is to memorialize an agreement between the city of Huntington Beach (City) and the
Huntington Beach Police Officers' Association (HBPOA) regarding authorizing the
HBPOA to administer its own Long Term Disability (LTD) insurance program providing
the following conditions are adhered to:
1. The City and HBPOA agree that the City shall no longer provide a City sponsored
LTD Insurance Program.
2. HBPOA shall contract with an insurance provider for LTD insurance for the
employers represented by the HBPOA.
3. The City shall pay to HBPOA for the cost of LTD premiums not to exceed $38 per
month per occupied covered position represented by HBPOA.
4. Non -dues paying represented employees shall be covered by the LTD Policy at the
same premium rate as dues paying represented employees.
5. City payment to HBPOA is to be made for each represented employee per month
based on the bi-weekly payroll.
6. HBPOA shall pay the insurance company for the cost of premiums and any changes
incurred for administering the program.
7. HBPOA shall provide the City with a monthly listing of covered employees.
8. No self-funding/self-insurance of LTD benefits is permitted under this agreement.
9. The insurance provider shall provide documentation to the City as follows:
A. An annual certification of the Plan on each anniversary the Plan is in effect
.which will include:
1. A copy of the most current audited financial statements;
2. A copy of the latest actuarial report which should be completed by an
independent "Fellow of the Society of Actuaries".,
R
3. A copy of the in -force re -insurance Policy;
4. A statement certifying that premiums collected are for LTD benefits for
HBPOA represented employees only;
0032133.01 -42- 07/01/98 10:34 AM
POA MOU
EXHIBIT I
INCOME PROTECTION PLAN
5. A copy of the current plan document as well as any changes or
amendments, or written confirmation that there have been no changes as
LTD insurance provider;
6. A copy of the "Summary Annual Report" and, upon request, a copy of the
latest filed Form 5500;
7. A listing of active HBPOA claimants with all relevant data as requested by
City (i.e., date of disability, etc.) including the allocated reserves for each
claimant;
8. Verification of the premium received and credited by the HBPOA;
9. A statement certifying that the submitted premiums are only being utilized to
provide LTD benefits for participating members including members of the
HBPOA; and
10. A written confirmation from the plan administrator confirming (1) that it is
authorized to do business in California; (ii) that it is properly licensed; (iii)
that it maintains current "Errors and Omissions" insurance; and (iv) that it is
bonded.
10. All federal and State laws regarding LTD insurance benefit coverage shall be
followed.
11. HBPOA agrees that it will indemnify and hold harmless the City as well as all direct
or indirect successors, officers, directors, heirs, predecessors, assigns, agents,
insurers, employees, attorneys, representatives, and each of them, past and
present, from and against any claims, lawsuits, penalties, interest, taxes, or liability
of any kind whatsoever, which may result from the HBPOA sponsored and
administered LTD insurance program.
0032133.01 43 07/01/98 10:34 AM
RCA ROUTING SHEET
INITIATING DEPARTMENT:
Administrative Services
SUBJECT:
POA MOU
COUNCIL MEETING DATE:
July 6, 1998,
:RCA:ATTACHM,ENT&::::::
Ordinance (w/exhibits & legislative draft if applicable)
Not Applicable
Resolution (w/exhibits & legislative draft if applicable)
Attached
Tract Map, Location Map and/or other Exhibits
Not Applicable
Contract/Agreement (w/exhibits if applicable)
(Signed in full by the City Attomey)
Attached
Subleases, Third Party Agreements, etc.
(Appoved as to form by City Attomey)
Not Applicable
Certificates of Insurance (Approved by the City Attomey)
Not Applicable
Financial Impact Statement (Unbudget, over $5,000)
Attached
Bonds (If applicable)
Not Applicable
Staff Report (if applicable)
Not Applicable
Commission, Board or Committee Report (if applicable)
Not Applicable
Find ings/Cond itions for Approval and/or Denial
I Not Applicable
EXPLANATIONTOR MISSING ATTACHMENTS:..
.. .. ... ... ...
REVIEWED
RETURNED
FORWARDED
-Administrative Staff
Assistant City Administrator (initial)
City Administrator (Initial)
City Clerk
EXPLANATION:�:FOR: RETURN OF: ITEM:
RCA Author:
CITY OF HUNTINGTON BEACH
' REQUEST FOR LEGAL SERVICES
gssn'To"
Gail Hutton, City Attorney
te
� Dar
.
��
_�, a- ,
Date:
Request made by:
Telephone:
Department:
07/14/98
Connie Brockway
536-5227
City Clerks
Lffice
INSTRUCTIONS: File request in the City Attorney's Office. Outline reasons for this request and state
facts necessary for City. Attorney to respond. Please attach all pertinent information and exhibits.
TYPE OF LEGAL SERVICES REQUESTED:
❑ Ordinance ® Opinion
❑ Stop Notice
❑ Resolution ❑ Lease
❑ Bond
❑ Meeting ® Contract/Agreement
❑ Deed
❑ Court Appearance ❑ Insurance
❑ Other:
Is Request for Preparation of Contract form attached?
❑ Yes ❑ No
Are exhibits attached?
® Yes ❑ No
If not for Council action,
Unless otherwise specified herein, I
consent to the disclosure of the
If for City Council action, desired completion date:
information contained in this
RLS to all
memb5ps of the City Council.
Agenda Deadline
,
Council Meeting 07/16/98
Signature of Department ead
COMMENTS:
"12''o"�"t'i'ng: '
..
GC v',`,jQ"'
After the council meeting, the attached new pages to the Police Officers Association (POA) were brought to the
City Clerk's Office with the revised, completed signature page. The copies attached
are the original pages that
ReA "`a
were approved by Council. Please inform me as to whether the changes made are typographical, or antJCB}.:
amendment will need to be presented to Council.
a_.
1SL
c�
RWso;`
This matter may be time sensitive due to labor relations.
!Ab'L m7k
_
2L
coo
rn
ern
c�
S 4-r.�-�
ThlsRe'quest for_LegalSe Qices: has=beenasslg`nedtoattorney
m
,
f extension HIs/her, seci et'aryIs µ:
s_ "' "exten's'ion
_
Notes �—%
�iFIIeName
1M1
WPNo
DatWComplete"d:
�
Em
Shaded areas for City Attorney's Office use only.
X4
POA MOU
e. After 120 units of B.A. or POST approved training points may be
substituted for college units without limit.
f. Repeat college courses credited as determined by the college.
g. Repeat POST ,approved seminars, institutes, etc., credited as determined
by the Chief of Police.
h`..AII college units require grade of "C" or better to qualify.
i. Obtaining transcripts or other acceptable documentation in employee's
responsibility.
j. Employee, may choose between POST training points or college units
where a choice is available. No change allowed once choice is made. No
double credit allowed.
B. Flight Pay - Employees assigned to duty as helicopter flight personnel shall receive
$370 per month in addition to their applicable salary.
C. Certified Flight Instructors - Up to' -.,.two employees may be assigned as certified flight
instructors. Employees assigned as certified flight instructors shall receive $450 per
month as flight pay.
D. Shift Differential - Non Sworn - Non sworn members required to work on a regular
assigned shift that occurs between the hours of 4:00 P.M. and 2:00 A.M., OR 9:00
P.M. and 7:00 A.M., shall be paid a premium -.of five percent (5%) of the employee's
base hourly rate for all work performed during said shift.
E. Senior Officer Program - Senior Police Officer is to be an official designation carrying
a salary range of 6% above that of top step Police Officer, including Police Officers
assigned to motorcycle duty. The criteria for achieving the Senior Police Officer
classification is as follows:
1. Five (5) years continuous service with the Huntington Beach Police
Department, and
2. Three years continuous service at "E" Step Police Officer, and
3. Possession of Advanced POST Certificate, and
4. Step 4 or 5 in Educational Incentive Program, and
5. Satisfactory performance evaluation as Police Officer.
0032328.01 5 07/01/98 11:01 AM
POA MOU
e. After 120 units of B.A. or POST approved training points may be
substituted for college units without limit.
f. Repeat college courses credited as determined by the college.
g. Repeat POST approved seminars, institutes, etc., credited as determined
by the Chief of Police.
h. All college units require grade of "C" or better to qualify.
i. Obtaining transcripts or other acceptable documentation in employee's
responsibility.
j. Employee may choose between POST training points or college units
where a choice is available. No change allowed once choice is made. No
double credit allowed.
B. Flight Pay - Employees assigned to duty as helicopter flight personnel shall receive
$370 per month in addition to their applicable salary.
C. Certified Flight Instructors - Up to two employees may be assigned as certified flight
instructors. Employees assigned as certified flight instructors shall receive $450 per
month as flight pay.
D. Shift Differential - Non Sworn - Non sworn members required to work on a regular
assigned shift that occurs between the hours of 4:00 P.M. and 2:00 A.M., OR 9:00
P.M. and 7:00 A.M., shall be paid a premium of five percent (5%) of the employee's
base hourly rate for all work performed during said shift.
E. Senior Officer Program - Senior Police Officer is to be an official classification
carrying a salary range of 6% above that of top step Police Officer, including Police
Officers assigned to motorcycle duty. The criteria for achieving the Senior Police
Officer classification is as follows:
1. Five (5) years continuous service with the Huntington Beach Police
Department, and
2. Three years continuous service at "E" Step Police Officer, and
3. Possession of Advanced POST Certificate, and
4. Step 4 or 5 in Educational Incentive Program, and
5. Satisfactory performance evaluation as Police Officer.
0032328.01 5 07/01/98 3:42 PM
POA MOU
C. Weapon Vesting:
Unit employees assigned a weapon shall be vested with ten percent (10%) ownership
per year so that ten (10) years after assignment of the weapon to the employee,
he/she shall be fully vested with ownership.
0032328.01 20 07101 /98 11:01 AM
POA MOU
C. Weapon Vesting:
Unit employees assiged a weapon shall be vested with ten percent (10%) ownership
per year so that ten (10) years after assignment of the weapon, or from that time
when assignment should have occurred, to the employee, he/she shall be fully vested
with ownership.
0032328.01 20 07/01 /98 3:43 PM
POA MOU
e. After 120 units of B.A. or POST approved training points may be
substituted for college units without limit.
f. Repeat college courses credited as determined by the college.
g. Repeat POST approved seminars, institutes, etc., credited as determined
by the Chief of Police.
h. All college units require grade of "C" or better to qualify.
i. Obtaining transcripts or other acceptable documentation in employee's
responsibility.
j. Employee may choose between POST training points or college units
where a choice is available. No change allowed once choice is made. No
double credit allowed.
B. Flight Pay - Employees assigned to duty as helicopter flight personnel shall receive
$370 per month in addition to their applicable salary.
C. Certified Flight Instructors - Up to two employees may be assigned as certified flight
instructors. Employees assigned as certified flight instructors shall receive $450 per
month as flight pay.
D. Shift Differential - Non Sworn - Non sworn members required to work on a regular
assigned shift that occurs between the hours of 4:00 P.M. and 2:00 A.M., OR 9:00
P.M. and 7:00 A.M., shall be paid a premium of five percent (5%) of the employee's
base hourly rate for all work performed during said shift.
E. Senior Officer Program - Senior Police Officer is to be an official designation carrying
a salary range of 6% above that of top step Police Officer, including Police Officers
assigned to motorcycle duty. The criteria for achieving the Senior Police Officer
classification is as follows:
1. Five (5) years continuous service with the Huntington Beach Police
Department, and
2. Three years continuous service at "E" Step Police Officer, and
3. Possession of Advanced POST Certificate, and
4. Step 4 or 5 in Educational Incentive Program, and
5. Satisfactory performance evaluation as Police Officer.
0032328.01 5 07/01/98 11:01 AM
POA MOU
C. Weapon Vesting:
Unit employees assigned a weapon shall be vested with ten percent (10%) ownership
per year so that ten (10) years after assignment of the weapon to the employee,
he/she shall be fully vested with ownership.
0032328.01 20 07/01/98 11:01 AM
POA MOU
e. After 120 units of B.A. or POST approved training points may be
substituted for college units without limit.
f. Repeat college courses credited as determined by the college.
g. Repeat POST approved seminars, institutes, etc., credited as determined
by the Chief of Police.
h. All college units require grade of "C" or better to qualify.
i. Obtaining transcripts or other acceptable documentation in employee's
responsibility.
Employee may choose between POST training points or college units
where a choice is available. No change allowed once choice is made. No
double credit allowed.
B. Flight Pay - Employees assigned to duty as helicopter flight personnel shall receive
$370 per month in addition to their applicable salary.
C. Certified Flight Instructors - Up to two employees may be assigned as certified flight
instructors. Employees assigned as certified flight instructors shall receive $450 per
month as flight pay.
D. Shift Differential - Non Sworn - Non sworn members required to work on a regular
assigned shift that occurs between the hours of 4:00 P.M. and 2:00 A.M., OR 9:00
P.M. and 7:00 A.M., shall be paid a premium of five percent (5%) of the employee's
base hourly rate for all work performed during said shift.
E. Senior Officer Program - Senior Police Officer is to be an official classification
carrying a salary range of 6% above that of top step Police Officer, including Police
Officers assigned to motorcycle duty. The criteria for achieving the Senior Police
Officer classification is as follows:
1. Five (5) years continuous service with the Huntington Beach Police
Department, and
2. Three years continuous service at "E" Step Police Officer, and
3. Possession of Advanced POST Certificate, and
4. Step 4 or 5 in Educational Incentive Program, and
5. Satisfactory performance evaluation as Police Officer.
0032328.01 5 07/01 /98 3:42 PM
6y-' P
POA MOU
C. Weapon Vesting:
Unit employees assiged a weapon shall be vested with ten percent (10%) ownership
per year so that ten (10) years after assignment of the weapon, or from that time
when assignment should have occurred, to the employee, he/she shall be fully vested
with ownership.
0032328.01 20 07/01/98 3:43 PM
ATTACHMENT #4
LA 'A #' CITY OF HUNTINGTON BEACH
LO" INTER -DEPARTMENT COMMUNICATION
HUNTINGTON BEACH
TO: RAY SILVER, CITY ADMINISTRATOR
FROM: ROBERT J. FRANZ, DEPUTY CITY ADMINISTR
SUBJECT: FISCAL IMPACT - POA MOU
DATE: JUNE 26, 1998
Following is the additional cost of the agreed upon salary and benefit changes
included in the Memorandum of Understanding with the Police Officers'
Association:
INCREASED COST BY FISCAL YEAR
INCREASE DATE
1997/98
1998199
1999/2000
2000/01
4% 04/01/98
$337,180
$674,360
$674,360
$674,360
3% Jan.2000
----
----
394,501
526,001
3% Apr.2000
----
----
263,000
526,001
$337,180
$674,360
$1,331,861
$1,726,362
PAYMENT OF MEDICAL PREMIUMS (Est.)
1997198
1998/99
1999/2000
2000/01
`98INCREASES
$25,000
$60,000
$60,000
$60,000
`99INCREASES
----
37,000
50,000
50,000
2000INCREASES
----
----
37,500
50,000
$25,000
$97,000
$147,500
$160,000
TOTAL BY FISCAL YEAR
$362,180
$771,360
$1,479,361
$1,886,362
0032267.01 6/26/98 8:54 AM