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HomeMy WebLinkAboutHuntington Beach Management Employees' Organization (MEO) - 2016-05-02Dept. ID HR 16-011 Page 1 of 2 Meeting Date: 4/18/2016 (�GWrfivc� m s�i,/zo/ 6 � y CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION MEETING DATE: 4/18/2016 SUBMITTED TO: Honorable Mayor and City Council Members SUBMITTED BY: Fred A. Wilson, City Manager PREPARED BY: Michele Warren, Director of Human Resources SUBJECT: Approve Tentative Agreement and introduction of proposed Memorandum of Understanding (MOU) between the Huntington Beach Management Employees' Organization (MEO) and the City for the period November 1, 2015 through October 31, 2017 Statement of Issue: The City and the Huntington Beach Management Employees' Organization (MEO) have tentatively agreed to enter into,a new Memorandum of Understanding (MOU) for the period November 1, 2015 through October 31, 2017. Financial Impact: Funding for the implementation of the fiscal items contained in the proposed Memorandum of Understanding will come from the General Fund. The fiscal impact for FY 2015/16 and FY 2016/17 is estimated by Finance to be $205,413 and $523,301, respectively, totaling $728,714 over the term of the agreement. Funds for FY 2015/16 have been included in the approved budget. No additional appropriation is required. Recommended Action: Approve the "Tentative Agreement" and the introduction of the proposed "Memorandum of Understanding Between the Huntington Beach Management Employees' Organization and City of Huntington Beach" for the period November 1, 2015 through October 31, 2017. Alternative Action(s): Do not approve the Tentative Agreement and the introduction of the proposed successor MOU for MEO employees and direct staff to continue to meet and confer with the Association or utilize the impasse procedures contained within the City's Employer -Employee Relations Resolution. Analysis: Representatives for the City and MEO have been involved in active negotiations over a period of several months and have completed the meet and confer process with a tentative agreement on a proposed Memorandum of Understanding (MOU) for the period of November 1, 2015, through October 31, 2017. Highlights from the listing of tentatively agreed upon pay and benefit changes include the following: Medical Benefits The City's monthly contribution to the current CSAC-EIA medical plan rates will increase as follows I (up to the monthly plan premium): xB -613- Item 13. - 1 Dept. ID HR 16-011 Page 2 of 2 Meeting Date: 4/18/2016 • Single $200 • Two Party $200 • Family $200 City contributions to dental and vision benefits will not increase for 2016 and will not increase for the 2017 plan year. Wage Increases Effective October 2016, members of this unit shall receive a 2% wage increase. Tuition Reimbursement Subject to existing program reimbursement criteria, MEO employees will be eligible for tuition reimbursement of up to $1,750 per fiscal year. This is an increase of $250 over the current maximum reimbursement of up to $1,500 per fiscal year. Leave Benefits Full-time unit employees shall receive an additional 10 hours as Administrative Leave, increasing the annual allotment to a total of 60 hours per calendar year. Administrative Leave has no cash value and unused Administrative Leave may not be carried over to successive calendar years. In exchange for the increase to the Administrative Leave bank, employees hired into this bargaining unit on or after October 1, 2016, shall no longer be eligible for General Leave overage payout. There were other appropriate modifications to a variety other provisions including, but not limited to: deletion of obsolete language; regulatory compliance language changes; and general clean-up language. A summary of these and ail other negotiated provisions are included as Exhibit "A". Per the City's Openness in Labor Negotiations Ordinance Number 4078, which seeks to increase transparency in labor negotiations, this item is being introduced as an Administrative Item and will return for consideration of adopting the MOU at the next City Council meeting. The Tentative Agreement and costing reports were posted to the City's transparency website at least 30 days in advance of the proposed final consideration of the MOU. Environmental Status: N/A Strategic Plan Goal: Strengthen economic and financial sustainability Enhance and maintain City service delivery Attachment(s): 1. Tentative Agreement 2. Fiscal Impact Report 3. Proposed Memorandum of Understanding, Legislative Draft - Exhibit "A" 4. PowerPoint Item 13. - 2 HB -614- City of Huntington Beach Management Employees' Organization (MEO) TENTATIVE AGREEMENT March 22, 2016 The City will also be proposing some clean up language of the MOU which will be provided to the Association. This will include incorporating in the MOU any legislative/regulatory changes requiring City compliance. ARTICLE 1 — TERM OF MOU Term November 1, 2015 — October 31, 2017 ARTICLE VI — SALARY SCHEDULE Wages Unit employees will receive a 2% wage increase effective the beginning of the pay period that includes October 1, 2016. ARTICLE VII — SPECIAL PAY', Tuition Reimbursement Education costs shall be reimbursed to permanent employees for tuition, books, parking (if a required fee) and any other required fees upon presentation of receipts. However, the maximum reimbursement shall be not more than one thousand seven hundred fifty dollars ($1,750) in any fiscal year period per employee. — TENTATIVE AGREEMENT — 02/24/16 ARTICLE IX - HOURS OF WORK/ADMINISTRATIVE LEAVE B. Administrative Leave Effective the beginning of the pay period following final City Council approval of this agreement, all unit employees. shall be entitled to an additional ten (10) hours of administrative leave per calendar year., for a total of sixty (60) hours of Administrative Leave, annually. Administrative leave shall not carry over to the next year and holds no cash value. General Leave Employees shall not accrue general leave in excess of six hundred forty (640) hours. An employee who earns general leave hours in..excess of six hundred forty (640) hours shall be paid the cash value of those additional hours in their paycheck. This provision shall not apply to employees hired on or after October 1, 2016. This provision shall reflect a permanent benefit change and shall not sunset at the expiration of this agreement. ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS Medical Effective the beginning of the pay period following final City Council approval of this agreement, the City agrees to increase the City's contribution to medical for this unit by $200 per month, per plan, per tier. Other City of Huntington Beach Management Employees' Organization (MEO) TENTATIVE AGREEMENT March 22, 2016 City agrees to provide MEO with information regarding proposed changes to medical premiums within 14 calendar days of receipt of final cost data from the City's insurance broker. It is the City's intent to provide information (if available) on or before August 15th o City will update the listing of classifications covered by this agreement. MEO Scott Smith, Presi Debra Jubinsl Negotiatio eam Aaron Peardon, OCEA CITY Warren, HR Director nn Diaz, Principal HRAalyst Tentative Agreement March 22, 2016 Jane Cameron, Vi resident C4omer, Assistant ity Manager 1 ♦: L � � G: S J � � Y a �. Y t � _ �. __ t. 1�E �: CITY OF HUNTINGTON BEACH Interdepartmental Memo PREPARED BY: DATE: SUBJECT: City Council Fred A. Wilson Michele Warren, D May 2, 2016 Supplemental Communication — Proposed MEO MOU The Human Resources Department submitted a proposed Memorandum of Understanding (MOU) between the Huntington Beach Management Employees' Organization (MEO) and the City for Council approval. This item was continued from the April 18, 2016 Council date. The proposed MOU has been updated with the following changes: • Updated uniform schedule • Updated salary schedule • Updated health premiums and contributions rate sheet • Minor non -substantive language updates Attachment: Proposed MEO MOU Legislative Draft - Updated SUPPLEMENTAL. COMMUNICATION moeflng Date:_ 2J2:QZf. AWdrA Item .No.. Z -1- MEMORANDUM OF UNDERSTANDING BETWEEN HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION CITY OF HUNTINGTON BEACH November 1, 2015 — October 31, 2017 MEMORANDUM OF UNDERSTANDING MANAGEMENT EMPLOYEES' ORGANIZATION TABLE OF CONTENTS PREAMBLE.................................................................................................................................1 ARTICLEI - TERM OF MOU.......................................................................................................1 ARTICLE II - REPRESENTATIONAL UNIT/CLASSIFICATIONS...............................................1 ARTICLE III - MANAGEMENT RIGHTS...................................................................................... 2 ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT......................................................2 ARTICLEV - SEVERABILITY..................................................................................................... 2 ARTICLE VI - SALARY SCHEDULE...........................................................................................2 A. SALARY SCHEDULE............................................................................................................................. 2 1. Wage Increases.........................................................................................................:........................................ 2 ARTICLEVII - SPECIAL PAY.....................................................................................................3 A. EDUCATIONAL TUITION....................................................................................................................... 3 B. BILINGUAL PAY................................................................................................................................... 3 C. PROCESS OWNER ASSIGNMENT PAY................................................................................................... 3 ARTICLEVIII - UNIFORMS.........................................................................................................4 A. GENERAL POLICY............................................................................................................................... 4 B. AFFECTED PERSONNEL.......................................................................................................................4 C. PERSONAL PROTECTIVE EQUIPMENT...................................................................................................4 D. EMPLOYEE RESPONSIBILITIES.............................................................................................................4 E. CITY RESPONSIBILITIES....................................................................................................................... 5 F. DEPARTMENT HEAD OR DESIGNEE RESPONSIBILITIES.......................................................................... 5 ARTICLE IX - HOURS OF WORK/ADMINISTRATIVE LEAVE...................................................6 A. OVERTIME.........................................................................................................................................6 B. ADMINISTRATIVE LEAVE...................................................................................................................... 6 C. FLEX SCHEDULE AND HOURS OF WORK............................................................................................... 6 1. 5/40 Work Schedule............................................................................................................................................ 7 2. 9/80 Work Schedule............................................................................................................................................ 7 3. 4/10 Work Schedule............................................................................................................................................ 7 ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS..................................................7 A. HEALTH............................................................................................................................................. 7 B. ELIGIBILITY CRITERIA AND COST.......................................................................................................... 7 1. City and Employee Paid Medical Insurance - Employee and Dependents..................................................... 7 2. Health and Other Insurance Premiums............................................................................................................ 8 a. Year 2014 Employer and Employee Contribution...................................................................................... 8 3. Future Premiums and City Contributions........................................................................................................ 9 5. Medical Cash-Out............................................................................................................................................ 9 6. Section 125 Plan.............................................................................................................................................. 9 C. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT........................................................................... 9 D. LONG TERM DISABILITY INSURANCE.................................................................................................. 10 E. MISCELLANEOUS.............................................................................................................................. 10 1. City Paid Premiums While On Medical Disability.......................................................................................... 10 2. Insuance Benefits Advisory Committee......................................................................................................... 10 F. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR CITY MEDICAL SUBSIDY PLAN ................ 10 G. POST 65 SUPPLEMENTAL MEDICARE COVERAGE................................................................................. 11 eeEn nnni i n. Fntie. 2l 20!2 th.,, gh n..,...» beF 3! PROPOSED MEO MOU - Legislative DRAFT I MEMORANDUM OF UNDERSTANDING MANAGEMENT EMPLOYEES' ORGANIZATION TABLE OF CONTENTS H. MARINE SAFETY CHIEF MEDICAL PROGRAM......................................................................................... 11 I. ANNUAL MAXIMUM BENEFIT FOR DENTAL PPO PLAN............................................................................. 11 ARTICLE XI - RETIREMENT BENEFITS..................................................................................12 A. BENEFITS.........................................................................................................................................12 1. Self Funded Supplemental Retirement Benefit............................................................................................. 12 2. Medical Insurance for Retirees...................................................................................................................... 12 a. Medical Insurance Upon Retirement......................................................................................................... 12 B. PUBLIC EMPLOYEES' RETIREMENT SYSTEM CONTRIBUTIONS AND REPORTING ..................................... 13 1. Miscellaneous Unit Members......................................................................................................................... 13 2. Safety Unit Members.................................................................................................................................... 14 3. Pre -Retirement Optional Settlement 2 Death Benefit.................................................................................... 15 4. Fourth Level of 1959 Survivor Benefits......................................................................................................... 15 ARTICLE XII - LEAVE BENEFITS.............................................................................................15 A. GENERAL LEAVE.............................................................................................................................. 15 1. Accrual...........................................................................................................................................................15 2. Eligibility and Approval................................................................................................................................... 15 3. Leave Benefit Entitlements............................................................................................................................ 16 4. Conversion to Cash....................................................................................................................................... 16 B. CITY PAID HOLIDAYS........................................................................................................................ 16 C. SICK LEAVE..................................................................................................................................... 17 D. VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM.................................................................. 18 E. BEREAVEMENT LEAVE.........................................:............................................................................. 18 F. RELEASE TIME.................................................................................................................................. 19 ARTICLEXIII - CITY RULES.....................................................................................................19 A. PERSONNEL RULES......................................................................................................................... 19 B. EMPLOYER -EMPLOYEE RELATIONS RESOLUTION.............................................................................. 19 1. Modification of Section 7 - Decertification and Modification............................................................................... 19 C. RULES GOVERNING LAYOFF, REDUCTION IN LIEU OF LAYOFF AND RE-EMPLOYMENT .......................... 20 1. Part 1 - Layoff Procedure.................................................................................................................................. 20 2. Order of Layoff.................................................................................................................................................. 23 3. Notification of Employees.................................................................................................................................. 23 4. Part 2 - Bumping Rights.................................................................................................................................... 24 5. Part 3 - Re-Employment.................................................................................................................................... 25 ARTICLE XIV - MISCELLANEOUS.........................................................................:.................27 A. PHYSICAL EXAMINATION................................................................................................................... 27 B. VEHICLE POLICY.............................................................................................................................. 27 C. DEFERRED COMPENSATION LOAN PROGRAM..................................................................................... 28 D. COLLECTION OF PAYROLL OVERPAYMENTS........................................................................................ 28 E. UNIT MODIFICATION.......................................................................................................................... 29 F. REQUIRED FINGERPRINTING OF EMPLOYEES THAT WORK WITH SENIOR CITIZENS ................................. 29 G. ACTING ASSIGNMENT....................................................................................................................... 29 H. RETURN TO WORK............................................................................................................................ 29 I. CONTROLLED SUBSTANCE AND ALCOHOL TESTING...................:......................................................... 30 J. MANAGEMENT AND EXECUTIVE MANAGEMENT RELATIONS COMMITTEE ............................................... 30 ARTICLE XV - CITY COUNCIL APPROVAL.............................................................................31 EXHIBITA - SALARY SCHEDULE........................................................................................................ 32 EXHIBIT B - RETIREE SUBSIDY MEDICAL PLAN................................................................................ 35 MEG MQU DeGembe- 21, 2012 th ough DeGembeF 31, — PROPOSED MEO MOU — Legislative DRAFT I I MEMORANDUM OF UNDERSTANDING MANAGEMENT EMPLOYEES' ORGANIZATION TABLE OF CONTENTS SCHEDULE OF BENEFITS.................................................................................... A. Minimum Eligibility for Benefits......................................................................................................... B. Disability Retirees............................................................................................................................. C. Maximum Monthly Subsidy Payments.............................................................................................. RETIREE SUBSIDY MEDICAL PLAN/MISCELLANEOUS PROVISIONS .................................. A. Eligibility............................................................................................................................................ B. Benefits............................................................................................................................................. C. Subsidies.......................................................................................................................................... D. Medicare........................................................................................................................................... E. Cancellation...................................................................................................................................... EXHIBIT C - VEHICLE USE/ASSIGNMENT................................................................................ EXHIBIT D - PHYSICAL EXAMINATION DESCRIPTION............................................................ EXHIBIT E - 9/80 WORK SCHEDULE......................................................................................... EXHIBIT F- 4/10 WORK SCHEDULE.......................................................................................... EXHIBIT G - VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM GUIDELINES ... MUD 14O I DeGembeF 2!e .....,.er 2012 thFOUgh nbale 201 — PROPOSED MEO MOU —Legislative DRAFT III MEMORANDUM OF UNDERSTANDING between THE CITY OF HUNTINGTON BEACH (Hereinafter called CITY) and THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION (Hereinafter called ASSOCIATION or MEO) PREAMBLE This Memorandum of Understanding is entered into by and between the City of Huntington Beach, a Municipal Corporation of the State of California, herein called "City," and the Huntington Beach Management Employees' Organization, a California Organization, herein called "Association." WHEREAS, pursuant to California law, the City, acting by and through its designated representatives, duly appointed by the governing body of said City, -and the representatives of the Association, a duly recognized employee association have met and conferred in good faith and have fully communicated and exchanged information concerning wages, hours, and other terms and conditions of employment for the period November 1, 2015 through October 31, 2017 DeGembe-F 21 2012 thFo gh DeGemher 41 mw1j: WHEREAS, except as otherwise expressly provided herein, all terms and conditions of this Agreement shall apply to all employees represented by the Association, and WHEREAS, the representatives of the City and Association desire to reduce their agreements to writing, NOW THEREFORE, this Memorandum of Understanding (MOU) is made to become effective November 1, 2015 DeEermbe z nd m 2 it is agreed as follows: ARTICLE I - TERM OF MOU This Agreement shall be in effect for a period of two (2) years commencing November 1, 2015 and ending midnight October 31, 2017. mw3''Fea s�e�n e;,rc gDeEember 21, 2912 a d endiRgmida+ght Deeember 31, 2014. a- The parties agree to commence negotiations on a successor MOU by not later than July 1 2017 a4,2044 ARTICLE II - REPRESENTATIONAL UNIT/CLASSIFICATIONS It is recognized that Association is the employee association which has the right to meet and confer in good faith with the City on the behalf of employees whose classifications are listed in Exhibit A, attached hereto and incorporated by reference herein. MEO BenU r,,.G,... ber 21 2012 ♦L....ugh DeGernber 44 0/14d _ proposed MEO MOU - Legislative DRAFT 1 MANAGEMENT EMPLOYEES' ORGANIZATION ARTICLE III — MANAGEMENT'S RIGHTS The parties agree the City has the right to make unilateral management decisions that are outside the scope of bargaining, as defined by state and federal law and Public Employment Relations Board (PERB) decisions. Except as expressly abridged or modified herein, the City retains all rights, powers and authority with respect to the management and direction of the performance of City 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 and terms and conditions of employment or be construed as granting the City the right to make unilateral changes in wages, hours and terms and conditions of employment. Such rights include, but are not limited to, consideration of the merits, necessity, level or organization of City services, including establishing 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 otherwise expressly provided herein, the adoption of this Memorandum of Understanding shall not change existing benefits and terms and conditions of employment which have been established in prior Memoranda of Understanding, and/or provided for in the Personnel and Departmental Rules of the City of Huntington Beach. ARTICLE V - SEVERABILITY If any section, subsection, 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, subsection, sentence, clause, phrase, or portion, and any additions or amendments thereof, irrespective of the fact that any one or more sections, subsections, sentences, clauses, phrases, or portions, or the application thereof to any person, be declared invalid or unconstitutional. ARTICLE VI - SALARY SCHEDULE A. Salary Schedule All employees are required to utilize direct deposit of payroll checks. The City shall issue each employee direct deposit advice (payroll receipt) each pay period that details all income, withholdings, and deductions. 1. Wage Increases a. Effective the beginning of the pay period that includes October 1, 2016 all bargaining unit members will receive a two -percent (2%) wage increase. MCA PAQ 1 Denember 71, re..eeGeFner 2012 ttih Db31e 204 - Proposed MEO MOU - Legislative DRAFT 2 MANAGEMENT EMPLOYEES' ORGANIZATION P. MEN Z. me .94.1 ~111 11 i IN lea ARTICLE VII - SPECIAL PAY A. Educational Tuition 1. Upon approval of the Department Head and the,.: ,Director of Human Resources, permanent employees may be compensated for courses from' accredited educational institutions, including vocational schools. Tuition -reimbursement shall be limited to job - related courses or job -related educational degree 'objectives and requires prior approval by the Department Head and the Director of Human Resources. 2. Education costs shall be reimbursed to permanent employees for tuition, books, parking (if a required fee) and any other requi°red fees upon presentation, of receipts. However, the maximum reimbursement shall be riot "more than -,one thousand, seven five hundred and fifty dollars ($1,7500) in any fiscal yearpenodkper employee. 4 , a. Employees may not carry-over-arid,be reimbursed for prior fiscal year education costs in successive fiscal years. 3. Reimbursements shif 46e-'made when the,empi-oyee presents proof to the Director of Human Resources -that he/she has successful_Iycompleted the course with a grade of "C" or better; or a "Pass" if taken for credit.' ' B. Bilingual Pay PermanentF employees _who", are,required. by their Department Head to use Spanish, Vietnamese, or Sign Language ` skills as part of their job assignment, shall be paid an add itional .five. -percent (5%)of their4base hourly rate in addition to their regular bi-weekly salary. Permanent employees may,, accept assignments utilizing bilingual skills in other languages on ashort-term assignment with approval by the City Manager. Such employees shall receive the,.,additional �;fiue percent (5%) for every bi-weekly pay period that the assignment is in effect. In° '-o"rder to be eligible for said compensation, an employee's language proficiency' will'" be Tested and certified by the Director of Human Resources or designee. The special paylhall be effective the first full pay period following certification as verified to the Department Head in writing by the Director of Human Resources or designee. The parties agree that to the extent permitted by law, Bilingual Pay is special compensation and shall be reported to CalPERS as such pursuant to Title 2 CCR, Section 571(a)(4) Bilinaual I Premi`u'm mw5l. RAEG RAQ 1 DeGembeF 04e .OUge, eme. 2012 ♦hh Db31, 2044 — PROPOSED MEO MOU — Legislative DRAFT 3 MANAGEMENT EMPLOYEES' ORGANIZATION The City agrees to provide uniforms to employ( uniforms. A. General Policy The City shall furnish uniforms to,, th6sd °ernp I .. Heads as required to wear a standard.., u , n recognition purposes, in the proceduresand _-g I B. Affected Personnel/` All employees in classi Each Department Head es on active d6ty!'' who are required to wear Dyees�z,dbsignated by the various Department form for-, appearance, uniformity and public -delines set.forth hereinafter. )tion8 li'sted bel b'\k,,s 611 , d6lerffiine which.-e hall wear a standard City adopted uniform. 0 ployees must wear a uniform. pma� 111112112111 KW- 0 =01,1=2110 -22612�: 3 ffir No! - �-,-kngaj -- — ------------- E.'M ................ E Melfflmffiffl '11121-112- 11 fifir—mc-) RAC-31-1 DeGembeF 21, 2012 through DeGeFnbeF 31, 2044 — PROPOSED MEO MOU — Legislative DRAFT 4 MANAGEMENT EMPLOYEES' ORGANIZATION Department Job Type Classification Uniform Items Cc mmunitV Dev 0125 Code Enforcement Supervisor 3-polo shirts. 2-pair of paints (khaki style), one hat and one pair of safety boots. Cc mmunitV Dev 0072 Principal Electrical Inspector 5 Polo Shirts, 1 Jacket, 1 Windbreaker (not annually), 1 Hat, shoes PPE/Safety Cc mmunity Dev 0073 1 Inspection Supervisor 5 Polo Shirts, 1 Jacket, 1 Windbreaker (not annually), 1 Hat. shoes PPE/Safety Cc mmunitV Dev 0076 Principal Inspector Plum/Meth 5 Polo Shirts, 1 Jacket, 1 Windbreaker (not annually), 1 Hat, shoes PPE/Safety Cc mmunity Dev. 0075 Inspection Manager 5 Polo Shirts, 1 Jacket, 1 Windbreaker (not annually), 1 Hat, shoes PPE/Safety Cc mmunity Dev 0598 Building Manager 5 Polo Shirts, 1 Jacket, 1 Windbreaker (not annually). 1 Hat, shoes PPE/Safety Cc MMqajjySrvcs 0044 Beach Operations Supervisor 5 Polo Shirts, 1 iacket (not annually), 1 pair boots (not annually), 1 hat C mmuni Srvcs 0133 Supv Parking & Camping Facility 5 shirts, 1 Jacket (not annually):' 1 hat Fie 0595 Assistant Fire Marshall - '" 5 shirts. 5 pants, 1 dress shi�t:`i belt, 1 pair boots, 1 badge Fie 0131 Fire Med Coordinator 1 blouse, 1 pant, 1:dress.pant;.l skirt, 1 pair dress shoes, 1 badge Fie 0130 Fire Protection Analyst ' { `�t ` ., 5 shirts, 5 pants. B dress shirt. 1"belt, 1 pair boots. 1 badge P lice 0486 I Detention Administrator 1_shir#[1 pants/)jacket, 1 BDU pants/1 polo, name tag, tie, tie bar C. Personal Protective Equipment All personal protective equipment shall be provide,.d based on employed°safety needs for the performance of duties as approved bylhe Department Head. D. Employee Responsibilities 1. T-9wWear a clean -dnd complete uniform as re uired, 2. Uniform appearance --shall ?_shall include: ` t a. Patch, to. -be wo n above left shlrt,orjacke't pocket. b. Pants -to" -have --no cuffs': c. ,Wbrn'with pride `An, yappearance to publlc,,i e., shirt buttoned, shirttail tucked in. 3. T-e-wWash and provide minimum repair; i.e., buttons, small tears. 4 {�1 4. Te-eProvlde a'ny alterations necessary including sewing on of City patches. 5.. TO ROt Wear #4"nifor6 only when on duty or performing work for ether +�the City duties E)F We*. 6. T9-PNotify supervisor of need to replace due to disrepair or severe staining producing an undesirable appearance. 7. Turn in all uniform components, including patches, upon termination. 8. Turn in all personal protective equipment upon termination. 9. To-wWear all personal protective equipment prescribed by the City safety officer and/or Supervisor of the ivi s'ionkm""1 seen MQ i DeGember 94 2012 through DeGeFnbe. 31 201 _ PROPOSED MEO MOU — Legislative DRAFT 5 MANAGEMENT EMPLOYEES' ORGANIZATION E. City Responsibilities 1. Tle-pPay for City -required uniforms. 2. TG4Report to the California Public Employees' Retirement System (CaIPERS) the cost of uniforms provided as set forth in Section B (above) for each classification as special compensation in accordance with Title 2, California Code of Regulations, Section 571(a)(5). For employees that are not required to wear uniforms on a daily basis or who are not actively employed for an entire payroll calendar,year, a prorated cost of uniforms may apply. �? . 3. T"Erovide one or more retail clothing outlets for the, various allotments. _City reserves the right to name vendor. 4. Te-mMaintain records of purchases.,:, F. Department Head or Desionee Resnonsibi 1. Te-eEnsure employee complian"ce.with the UniformPolicy. 2. Te-aA_pprove replacement of deferiorated'uniform component(s) and personnel protective equipment as required and to maintain a listing, for each -eligible employee, by name and classification, of allVnlform. component(s) and personal protective equipment purchased. 3. Te—eConfirm receipt of unifor s, patchesand personal protective equipment from an employee upon termination. A Terminatio`n,,Checklist Form is to be completed, signed by the employee,., and ubmitted to the.Human� Resources Department. 4. Te-rReoort to the Director, of,,Human`Resources any changes to the Uniform Listing by Category/Classification.(Section,,B above). The City reserves the right to add, delete, change or.modify the Uniform Listing as �requiredJsj. ARTICLE IX - HOURS OF WORK/ADMINISTRATIVE LEAVE It is the intent of the City.,-16--proyide'an opportunity for MEO employees to select a flex schedule and/or alternative work schedule: that is consistent with the City's objective that such schedules shall not reduce service to the "public, departmental effectiveness, productivity and/or efficiency as determined by the City Manager or designee. A. Overtime Employees represented herein shall not be eligible for paid overtime compensation;_ B. Administrative Leave 1. Effective the beginning of the Day period following City Council final approval of this agreement, full-time unit employees shall be granted RAEG Pen-1-1 DeGembeF 21 2019 through n..,..,. ber 41 20 — PROPOSED MEO MOU — Legislative DRAFT 6 MANAGEMENT EMPLOYEES' ORGANIZATION a one-time increased allocation of ten (10) hours of administrative leave for the 2016 calendar year allotment. Part-time (50%) employees shall be granted a one-time increased allocation of five(5) hours of administrative leave for the 2016 calendar year allotment. Effective January 2017 and therafter, aAll ner^Zfull-time unit employees shall be entitled to sixtyW (650) hours of administrative leave per calendar year. All ^ems^� part- time (50%) employees shall be entitled to thirty (30) tkyeRty fide (25) hours of administrative leave per calendar year. Administrative leave shall not carry over to the next year and holds no cash value noj. C. Flex Schedule and Hours of Work With supervisor and scheduled start times, reduce service to the determined by the City MEO employees will and Depa'Arnent., Hey retain ,the option of v approval. ',,,In order to and/or efficiency a DE is in compliance_' wit[ Manager approval;, Department Head approval, MEO ,,employees may flex regularly `etween the hours'�of 7:00_µa.m: -to 900 a.m. Flex schedules shall not public,, departmental effectivere`ss;a„productivity and/or efficiency as Manager or designee'"�rJ ¢'-a :.,."� ve=the,option-ofworking 'a 5/40 or 9/80 work schedule with supervisor approval' MEO;;_employees assigned the 4/10-work schedule shall rking tle'4/10-work_schedule with supervisor and Department Head imptain service to the public, departmental effectiveness, productivity artment Head may assign an employee a different work schedule that he requirements` of the Fair Labor Standards Act (FLSA) with City The 5/40 work schedule shall be defined as working five (5) eight (8) hour days Monday through Friday each week plus a one -hour lunch during each work shift, totaling a forty (40) hour work week. 2. 9/80 Work Schedule The 9/80 work schedule, as outlined in Exhibit H, shall'be defined as working nine (9) days for eighty (80) hours in a two -week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for eight (8) hours (Friday), plus a one -hour RAEQ "A^'' DeGem` eF 21, 2012 thFOUgh DeGeF bee 31, 204 — PROPOSED MEO MOU — Legislative DRAFT 7 MANAGEMENT EMPLOYEES' ORGANIZATION lunch during each work shift, totaling forty (40) hours in each FLSA work week. The 9/80-work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Manager or designee. 3. 4/10 Work Schedule The 4/10 work schedule, as outlined in Exhibit I, shall be defined as working four (4) ten (10) hour days Monday through Thursday or Tuesday.thru Friday each week plus a one -hour lunch during each work shift, totaling a forty (40) hours work week. The assigned 4/10-work schedule must be in compliance with the requirements of FLSA and all other applicable laws. The 4/10-work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Manager or designee. ARTICLE X - HEALTH AND OTHER)NSURANCE'BENEFITS A. Health ( . �. N. The City shall make availablegroup medical,, dental: and vision benefits to all employees. A copy of the medical, dental. `an,d vision plan brochures may be` --obtained from the Human Resources Department. B. Eligibility, Criteria and Cost 1. City and Employee aid Medical ]nsurance-, Employees and Dependents The City` an d.,employee'\shall each".. pay for healthfinsurance premiums for qualified employees '`�=and_ dependent(s) effective the first of the month following the employee's date�'of;hire-The�empl'oyee deduction for premium contributions shall fje.aligned.--*th'the- effective date of °coverage and the ending date of coverage ;upon the employee s£�separation The payroll deduction amount shall begin no later than the .first full`'pay period following the effective date of coverage and pro - `rated for coverage through,-- the end of the month in which employment was separated. .8 MBA IIAQ11 nerembe. 91 9019 thFough DeGembe. 312Q — PROPOSED MEO MOU — Legislative DRAFT 8 MANAGEMENT EMPLOYEES' ORGANIZATION 2. Health and Other Insurance Premiums a. 2n�Health Premiums and Contributions 201 Health DPemll�m nd Gentributmen rvTt�-rcarcn-rTciTrrarrrJn Cerra-vvrrcrrvurrv�n$ E#ferstoye lrrvc—rr:T2014 MEG Ran T4ef Monthly ER Monthly EE Monthly � EE Qi Ty �PFv"--r"r ewn GORtFFiiutie }TT GeRtpfFbtf@R i . 8444 #a'seF Twe RaFty 997,37 / 443.94 294-.36 ,', 4:-vim r" 7-�f i, 3 274-98 &97 98 394:43 v285.67 43� ,Wg` :.`, 792-29 399-44 Blue Shield PRO4 338 98 4-,647=. W 38' 671 38' ..j 363 63 92& 36 72364 3aMS _ a G � n�. 60-63 26-96 ty 973-89 k '``7 68 2�9 28 a A4 63 r __ \ 1 ,=r, oQ 9 3�46 = - Sri on f 4266.Y 2 3 4424 Delta Dental PRO j a-2---:48 :.' , 6� �3 39.66 432-7 - - 1 468 98 ` a a 6 36 43.64 3944 49-�8 39� 4 &S9 4.64 4-51 9 7-06 25.94 47 " 3 49 3�4 R ~. 2-5 -n" 4-;L- 4 3-49 374 940 3-74 11 Ae`linnl /let (l 17 neF - t� $273ORth�� _ RAEG nnOiuDeGeFnbe; 21 2012 though r,..,.eFnbeF 31, 2044 - PROPOSED MEO MOU - Legislative DRAFT rcmvagr�vc-vcrrivcrvav� 9 MANAGEMENT EMPLOYEES' ORGANIZATION roTo Health PFemcrrucrcrvrra ;f esti„o 1 i�6 ME-0 :.:. :..:. :..:. nnFo e4011 De mbe- Od 2012 a.., h De .. beF 31 2014 — PROPOSED MEO MOU — Legislative DRAFT 10 MANAGEMENT EMPLOYEES' ORGANIZATION City of Huntington Beach 2016 Health Premiums and Contributions Effective 1 / 1 /2016 MEO Monthly Employer Employee Employee Monthly Monthly Bi-Weekly Plan Tier Premium Contrib Contrib Contrib Single 466.65 373.12 93.53 43.17 Two -Party 1,022.11 653.53 368:58 170.11 Kaiser Family 1,343.90 817.56 f . ;526.34 242.93 Single 671.00 401.43 269.57 124.42 Blue Shield Two-Parfv 1,6600 71 1.06 ,' �754.9�4, 348.43 HMO .4 Family 1,896.00 892.20'' 1,003.80- ' 463.29 Single 736.00 501.17-/ 234.83 `,;. ` 108.38 Blue Shield PPO Two-Parfv 1,555.00 1,927.00 857:80 1,023A3 ,\ 697.20 903.64 ';-`-321.78 1�41 T:O6 Eg-mUly Single 54 1.00;., 501.17''..At, 39"83 1838` Blue Shield CDHP Two -Party 1,144.00:,1. 857.80 286.20 132.09 Family 1,416.&., 1,023.36 `•.392.64 181.22 Single 58.10 42:88 '' 4,, 15.22•,. 7.02 Delta Dental PPO Two-Parfv_-' 1.08.60 x 81.82 '- `` . 26.78„ : 12.36 Family~'''' ''`1=43120 =a),6.36 . , ' `2'&84 12.39 Sin� Ie t•.. 36.,] 1\ �23.0&, T-111 3.28 Delta Care HMO Two-Part,Y,-- 51 19 R 39•:.1T, 12.08 5.58 59.81'. 18.48 8.53 Single- `-25 zA 2 - 17,84 '`., 7.28 3.36 Two Parfv; 25':,12-�,\ 17.84" 7.28 3.36 VSP Vision's Family 17.84 7.28 3.36 _Medical Opt-Out:�`$373.12 per mohi6-� M1' ✓E. r MEQ MQU DeGembeF 2, 2012 through DeGe ber 3, 2014_ PROPOSED MEO MOU -Legislative DRAFT 11 MANAGEMENT EMPLOYEES' ORGANIZATION City of Huntington Beach 2016 Health Premiums and Contributions Premiums Effective 1 /1 /2016 (Employer contributions (medical plans) effective pay period following final City Council approval of agreement) MEO Monthly Employer Employee Employee Plan Tier Premium Month Monthly Bi-Weekly Contrib Contrib Contrib Sfnale 466.65 466.65 ':3h` ` 0.00 0.00 Two -Party 1,022.1 1 853.53 ,:' 168.58 77.81 Kaiser Family 1,343.90 1,017.5$ '; ; _, 326.34 150.62 Single 671.00 60.1.43'69.57 32.11 Two-Parfv 1,466.00 21 1:06 `554:94 256.13 Blue Shield HMO Family 1,896.00 f- 92.20 803':80'ti 370.99 Single 736.00 .'�701.17 34k\ "' ,, 16.08 Two-Parfv 1,555.00 1,92i-00, 1;057:80 , : 1,223:36' '- 497.20 703.64 229.48 Blue Shield PPO Family Single 541.0&-- 541.00''^;r 0.00 0.00 Blue Shield CDHP Two-Parfv 1,144:0• . ', 1057.80 ' 8620 39.78 Family,.-..,- 1,416.00 1'`223:36 `,.`^'1,92.64 88.91 Single- ;a,q\ 58.10 `;x',_ , 42.88_<``` `,1:522 7.02 Two-Parfv � J08.60 s14320 °81f82 �` h16.36 26.78 26.84 12.36 12.39 Delta Dental PPO Familvti Single=:" 30:1=13.00 7.11 3.28 _ Delta Care HMO Two-Parfv j `L 5'1.-1-9-,.,,. '78.29 4 -39.1 1 59'.81 12.08 18.48 5.58 8.53 Single �25 ak2 17.84 7.28 3.36 VSP Two-Parfv' .:K#25.12 '` , 17.84 728 3.36 Family ". \ 25.12 17.84 7.28 3.36 i Medical Opt -Out: $466.: iDer month ($215.38 bi-weekly) 3. Future Premiums acid City Contributions Effective the beginning of the pay period following City Council final approval of this agreement, the City's contribution to medical premiums (only) will be increased $200.00 per month, per medical plan, per enrollment tier, up to but not to exceed the monthly plan premium cost. Effective January 1, 2017, the City's monthly contribution toward Kaiser (SINGLE ONLY PLAN), will be increased a maximum of $106.47 Effective January 1 2017, the City's monthly contribution towards Blue Shield CHDP (SINGLE ONLY RAEG RnQU Derembe" _, 2012 thFOUgh DeGeFnbeF 31 201 - PROPOSED MEO MOU - Legislative DRAFT 12 MANAGEMENT EMPLOYEES' ORGANIZATION PLAN) will be increased a maximum of $160.17. All other City contributions towards medical plan rates will remain unchanged. For the term of this agreement, and thereafter unless modified by negotiated agreement of the parties, the City's monthly contributions to medical dental and vision insurance shall remain as specified for the 2016 Health Premiums and Contribution �amou'nfs�mW,2l`, unless otherwise specified herein. 0 As a result of these formulas, it is understood that the employee" contribution shall not decrease during the terrnof this Agreement nor is there any expectation of compensation or benefit in the ' ''eve`nt the City's contribution cap is not reached. 4. Employee pays to I deductions shall be„made=on a pre tax basis. 5. Medical Cash -Out a , { ;I+f an,._employee is, covered bye a: rou medical program outside of a city -provided ..program (evidence of whichmust be supplied to the Human Resources Departmentj,� he,employee y may elect to discontinue City medical coverage and `receive the amount equal,.to:_the City's contribution to the lowest cost, Employee - only medical premium offered:to this unit. 6. Section,.125 Plan 7 This plan allows employees to use pre-tax salary to pay for childcare, , adult dependent care: -and/or medical expenses allowable under the Internal Revenue Service rules for a Section 125 plan. C. Life and Accidental Death & Dismemberment Each employee is provided with $50,000 (fifty thousand) life insurance and $50,000 (fifty thousand) accidental death & dismemberment insurance paid for by the City. Each employee shall have the option, at his or her own expense, to purchase additional amounts of life insurance and accidental death & dismemberment insurance to the extent provided by AAFQ AA�11 n.,,.eFnbeF 21 2012 a h DeGember 91 201 — PROPOSED MEO MOU — Legislative DRAFT 13 MANAGEMENT EMPLOYEES' ORGANIZATION the City's current providers. Evidence of insurability is contingent upon total participation in additional amounts. nnEQ RAQ U De mbe- 71 2017 thFaugh n,.,.eFnbeF oA — PROPOSED MEO MOU — Legislative DRAFT 14 MANAGEMENT EMPLOYEES' ORGANIZATION D. Long Term Disability Insurance This program provides, for each incident of illness or injury, a waiting period of thirty (30) calendar days, during which the employee may use accumulated sick leave, general leave pay, or the employee may elect to be in an unpaid status. Subsequent to the thirty (30) day waiting period, the employee will be covered by an insurance plan paid for by the City, providing 66 2/3 (sixty six and two -third) percent of the first $12,500 (twelve thousand five hundred) of the employee's basic monthly earnings. The maximum benefit period for disability due to accident, or sickness shall be to age sixty five (65). ` Days and months refer to calendar days and months.:B:enefits under the plan are integrated with sick leave, Worker's Compensation, Social,:,Security-'and other non -private program benefits to which the employee may be entitled:) Disability',is'defined as: "The inability to perform all of the duties of regular occupation -during two years, and thereafter the inability to engage in any employment or occupation for which the employee.�is fitted by reason of education, training or experience." Rehabilitation benefits are provided in the event the individual, due to disability, must engage in another occupation. Survivor's benefits continue plan payment for three (3) months beyond death" copy of the plan is'on`file in the Human Resources Department. The intent of long term disability is to assist•eMployees,who are off work for an extended period of time. Whilp�'long -term disability benefits can be ,coordinated with accrued leave benefits to achieve.on huf dred�.percent:(-1:00%) of `regular -salary, no employee may receive more than their regular:salary while receiving;°di`sability benefits and paid leave. E. Miscellaneous-'---_., 1. City Paid"Prem umsWhileon Medical Disability When �an`employee isY off work`Wilhout pay for reason of medical disability, the City shall maintain`' -the. -City -paid eirlployee'sihsurance premiums during the period the employee is in an unpaid`;status for thelength of said leave, not to exceed twenty-four (24) months. 2. Insurance and Benefits Advisory Committee The City and the Association participate in a City-wide joint labor and management insurance and benefits advisory committee to discuss and study issues relating to insurance and benefits available for employees. F. Retiree Medical Coverage for Retirees Not Eligible for the City Medical Retiree Subsidy Plan Employees who retire from the City after January 1, 2004 and are granted a retirement allowance by the California Public Employees' Retirement System and are not eligible for the MEO MOO DeGembeF " '"" thFOUgh DeGembeF ''' 204 — PROPOSED MEO MOU — Legislative DRAFT 15 MANAGEMENT EMPLOYEES' ORGANIZATION City's Retiree Subsidy Medical Plan may choose to participate in City -sponsored medical insurance plans until the first of the month in which they turn age sixty-five (65). The retiree shall pay the full premium for City -sponsored medical insurance for themselves him/her self and/or qualified dependents without any City subsidy. Employees who retire from the City and receive a retirement allowance from the California Public Employees' Retirement System and are not eligible for the City's Retiree Subsidy Medical Plan and choose not to participate in City -sponsored medical insurance upon retirement, permanently lose eligibility for this insurance. However, if a retiree who is not eligible for the City'sAetiree Subsidy Medical Plan chooses not to participate in City -sponsored medical insurance,plans because the retiree has access to other group medical insurance and subsequently loses `eligibility for that group medical insurance, the retiree and their qualified dependents will'f ave access to City -sponsored medical insurance plans reinstated.` Eligibility for Retiree Medical Coverage terminates the first of the month. in which the retiree or qualified dependent turns age sixty-five (65)`=_"' Y". .. G. Post-65 Supplemental Medica Retirees who are participating in the,.Retiree,�Subsidy Medical Plan as of January 1, 2004 and all future retirees, who .meet tf e``criteriar. ,to `participate in City -sponsored medical insurance, with or,`without'-the;• Retiree_ Medical' Subsidy. Plan, may participate in City - sponsored medical insurance plans that are suppllementalto Medicare. ¢. A retiree or -qualified dependent must choose to participate in City -sponsored medical insuran ce;'plans.�that;=are supplemental to-Mediea"'re beginning the first of the month in which the retire eor qualified-dependent;turns agesixty=fve (65). The retiree shall pay the��,full premium to participate in City -sponsored medical insurance plans that a're supplemental,to' ,Medicare' for themselves him/her self or qualified dependents without any Cityn-'subsidy. Retirees or qualified_?=dependents, upon turning age sixty five (65), who choose not to participate in City-sponsoredfinedical insurance plans that are supplemental to Medicare permanently lose their eligibility for this insurance. 1H. Annual Maximum Benefit for Dental PPO Plan The Dental PPO plan maximum annual benefit is $2,000. — PROPOSED MEO MOU — Legislative DRAFT 16 MANAGEMENT EMPLOYEES' ORGANIZATION ARTICLE XI - RETIREMENT BENEFITS A. Benefits 1. Self Funded Supplemental Retirement Benefit Employees hired prior to August 17, 1998 are eligible for the Self -Funded Supplemental Retirement Benefit, which provides that: a. In the event a. member elects Option #1, #2;z_#2W, #3, #3W or #4 of the Public Employees' Retirement Law, the City shall pay the difference between such elected options and the unmodified allowance, which the member would have received for his or her life alone as` --provided Yin California Government Code sections 21455, 21456, 21457, and „21458 as said' -referenced Government Code sections exist as of the date of„this ,agreement. 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 death, the Citykbbligation,,shall cease.,',The method of funding this benefit shall be at the sole discretion_,of "the City. This benefit is vested for employees covered by'}this-Agreemenf"'_'. b. Employees hired on or after August`17, 1998="shall not be eligible for this benefit referenced in A.1.a. herein,xabove '., 2. Medical Insurance for Retirees` a. Medical Insurance Upon Retirement `Upon retlrement,i,whe her service or `disability, each employee shall have the ;..r r ;,following options in,regards to medical insurance under City -sponsored plans: 1) With no'change=in benefits, retirees can stay in any of the plans offered by the City., at thb, retiree's own expense, for the maximum time period allowed 'by,, Consolidated Omnibus Budget Reconciliation Act of 1985 i (COBRA) Federal or State Law, or 2) Retirees%"retiring after approval of this MOU may participate in the Retiree Subsidy Medical Plan, attached hereto as Exhibit B, or the Health Maintenance Organization (HMO) Plan currently being offered to retirees at the retiree's own expense if the requirements set forth in Exhibit B are met, or if the retiree meets the eligibility requirements described in Exhibit B, the retiree may receive a subsidy from the City for retiree medical insurance pursuant to the schedule set forth in Exhibit B. — PROPOSED MEO MOU — Legislative DRAFT 17 MANAGEMENT EMPLOYEES' ORGANIZATION B. Public Employees' Retirement System Reimbursement and liei%RA6j5rA] 1. Miscellaneous Unit Members a. The City shall provide all miscellaneous employees described as "classic" members by the Public Employees' Pension Reform Act of 2013 — "PEPRA" with that certain retirement program commonly known and described as the "2.5% at age 55 plan" which is based on the retirement formula as set forth in the California Public Employees' Retirement System (CalPERS), Section 21354 of the California Government Code. -. - Allkmwtous bargaining unit "classic" membe�s'sha`Il,payx to CaIPERS as'part:of.,the required member retirement Y contribufion�eight percent (8%)_ofpensionableincome. This provision shall not sunset of the. end of this agreement. 14 d-c:. The. ,City. shall cont act''with�`aCalPERS to have retirement benefits calculated ,r based upon the "classic" member. -employee's highest one year's compensation, ,pursuant to,,the, provisions of Section 20042 (highest single year). e-d:'The 9bligations-,of.the City -' and the retirement rights of employees as provided in this Article shall su ry ive the term of this MOU f.e. For " New�'\.Members within the meaning of the California Public Employees' Pension Reform..Ayct of 2013. 1) "New" Members shall be governed by the two percent at age 62 (2% @ 62) retirement formula set forth in Government Code section 7522.20. 2) Final compensation will be, based on the highest annual average compensation earnable during the 36 consecutive months immediately preceding the effective date of his or her retirement, or some other 36 consecutive month period designated by the member. neF� RAOU De rntie. 94 2012 th h n 31 - PROPOSED MEO MOU - Legislative DRAFT 18 MANAGEMENT EMPLOYEES' ORGANIZATION 3) F=ffetmve jaRwary 1,01-3T-AII "new" members as defined by PEPRA and determined by CalPERS, shall contribute one half (50%) of the normal cost as established by CalPERS. — PROPOSED MEO MOU — Legislative DRAFT 19 MANAGEMENT EMPLOYEES' ORGANIZATION • -w" membeFs as defiRed by PEPRAme-Fs and •2 as establish C-1 by Pre -Retirement Optional S Employees receive the benefit of the Pre -Retirement Optional Settlement 2 Death Benefit, as identified in Government Code Secti6ni2i1548 with CaIPERS. 4-3. Fourth Level of 1959 Survivor Benefits, Employees receive the benefit of the:1F6urth Level of the,1959 Survivor Benefit, as identified in Government Code Section 2157.4 with CaIPERS. `. 'N &A. The City has adopted. the ,,CaIPERS Resolution in accordance with IRS Code section 414(h)(2) and both the•,employee contribution and the City pickup of the required member contribution are made ' -A -a pre tax basis. , owever, ultimately, the tax status of any benefit is determined by the law:, 'N\ ARTICLE XII - LLW-E'BENEFITS A. General Leave 1. Accrual \� Employees accrue General lea be used for any purpose�,,includi the accrual rates outlined below. General leave may kation, sick leave, and personal leave. Years of Service ! 7 Annual General Leave Allowance Bi-Weekly General Leave Allowance First through Fourth Year/ 176 Hours 6.77 Fifth through Ninth Year 200 Hours 7.69 Tenth through Fourteenth Year 224 Hours 8.62 Fifteenth Year and Thereafter 256 Hours 9.85 2. Eligibility and Approval MEG MOU D mtie. 24 2019 through D,.,.,,. ber 91 201 - PROPOSED MEO MOU - Legislative DRAFT 20 MANAGEMENT EMPLOYEES' ORGANIZATION i. General leave must be pre -approved except for illness, injury or family sickness, which may require a physician's statement for approval. General leave accrued time is to be computed from the employee's anniversary of their hiring date. ii. Employees are not permitted to take general leave in excess of actual time earned. Employees shall not accrue general leave in excess of six hundred forty (640) hours. An employee who earns general leave hours in excess of six hundred forty (640) hours shall be paid the cash value of those additional hours in their paycheck. a. Employees in this unit hired on or after October 1 2016 shall not be eligible for this benefit. General Leave shall be capped at six hundred forty hours (640) for."employees hired on or after 10/1/16. This provision shall not sunset at the expiration of this agreement iii. Employees may not use their general, `leave to advance their separation date on retirement or other separation from employment.;`x'� 3. Leave Benefit Entitlements The City shall comply with all State and` Federal`' leave benefit'entitlement laws. An eligible employee on an approved -leave is permitted'''to use earned Sick Leave, General Leave, and/or Administrative Leave for,serious and non -serious family or personal health issues. For more information o`n. employee leave options contact the Human Resources Department. 4. Conversion to Cash/ v Twice during each- fiscal year,", each employee has the option to convert into a cash payment.or--deferred�.compensation up to a.• total of one hundred sixty (160) hours of earned -gene"ral leave benefits of the base hourly rate. The employee shall give two (2) weeks advance notice to Payroll of hWher desire to exercise such option. h.,iro Af noAer..l 1Ie..cioGhl$ B. City Paid Holidays Permanent full-time employees shall receive the following regularly scheduled work shift.- 1 . New Year's Day (January 1) 2. Martin Luther King Jr., (third Monday in January) 3. Presidents Day (third Monday in February 4. Memorial Day (last Monday in May) 5. Independence Day (July 4) 6. Labor Day (first Monday in September) 7. Veteran's Day (November 11) paid holidays per the employee's MEG RAQ i De, mtie. 71 2012 th h D b 3+ 20 -PROPOSED MEO MOU -Legislative DRAFT 21 MANAGEMENT EMPLOYEES' ORGANIZATION 8. Thanksgiving Day (fourth Thursday in November) 9. The Friday after Thanksgiving 10. Christmas Day (December 25) Any day declared by the President of the United States to be a national holiday and adopted as an employee holiday by the City Council of Huntington Beach. City paid holidays which fall on Saturday shall be observed the preceding Friday, and those falling on Sunday shall be observed the following Monday. a. In the event that an employee is required to work on a City paid holiday, the holiday hours shall be credited to the employee's' general leave bank. Approval of this transaction shall be handled by the Department'Head or designee, in the payroll period that includes the holiday worked'o, b. If a City paid holiday falls on an,;'- ployee's scheduled day off and with approval from the Department Head or designee, the employee rnay,take another day off during the same payroll period as the.'holiday:r& opt to be -credited with general leave the number of hours .of the employee's'regbiarly scheduled work shift. c. A permanent half-time (1/2) 6','three--quarter-tim6,(3/4) employee shall have City paid holidays paid as time off with a" prorated am,oun\t of four (4) or six (6) hours, respectively. C. Sick Leave T- _} 1. Accrual — No employee'shall accrue sick leave after December 24, 1999. x 2. Credit Employees shall carry, forwardtheir sick leave balance and shall no longer accrue sick.leave credit. 4 3. Usage — Employees may use accrued sick leave for the same purposes for which it was used prior to- December 25', ',1,999. 4. Pay Off At Termination a. Employees on .the'payroll on November 20, 1978 are entitled to the following sick leave payoff plan: At involuntary termination by reason of disability, or retirement, employees (or in the case of death, their beneficiary) shall be compensated at their then current rate of pay for seventy-five percent (75%) of all unused sick leave accumulated as of July 1, 1972, plus fifty percent (50%) of unused sick leave accumulated subsequent to July 1, 1972, up to a maximum of seven hundred twenty (720) hours of unused, accumulated sick leave, except as provided in paragraph 4 below. MEO MQ U DeGembff 912012 through n,,,.eFnbeF 712014 — PROPOSED MEO MOU — Legislative DRAFT 22 MANAGEMENT EMPLOYEES' ORGANIZATION Upon termination for any other reason, employees shall be compensated at their then current rate of pay for fifty percent (50%) of all unused, accumulated sick leave, up to a maximum of seven hundred twenty (720) hours of such accumulated sick leave. b. Employees hired after November 20, 1978 shall be entitled to the following sick leave payoff plan: Upon termination, all employees shall be paid, attheirthen current salary rate, for twenty-five percent (25%) of unused, earned` sick leave to four hundred eighty (480) hours accrued, and for thirty-five percent (35%) of all unused, earned sick leave in excess of four hundred eighty` (4,80) \hours, but not to exceed seven hundred twenty (720) hours, except as provided.irparagraph 4 below. c. Except as provided in �.s p p paragraph,4d. below, no -employee shall be paid at termination for more than seven hundred twenty }",(720) hours of unused, accumulated sick leave. However;;employees: may utilize•..accumulated sick leave on the basis of "last in, first out" meaning;that`sick leave accumulated in excess of the maximum for payoff, may, be utilized`-fir`st for sick leave, as defined in Personnel Rule 18-8. d. Employees who had unused;,,accumulated sickaeave in excess of seven hundred twenty (720 .,,, ours,.as of July 5, 1980 sh_all•.be compensated for such excess sick leave remaining on.termination,aunder thoformulas*described in paragraphs 1 and 2 above.lri,no event' shall anyemployee be~ compensated upon termination for any accumulated sick"leave in excess of the "cap" established by this paragraph (fie:; seven hundred`lwehty _(720) hours plus the amount over seven hundred. twenty (720)�hours. ezi"stin`g on,July `5�y1980). Employees may continue to utilize sick leave accrued`•after that date Ind excess of such "cap" on a "last in, first out" basis.. �. \4rt�\ � � Il e. Td4heff �extent that%any capped amount of excess sick leave over seven hundred twee 'r720 hours is utilized, the maximum compensable amount shall be correspondingly reduced. (Example: Employee had 1,000 hours accumulated. Six months `'after. -Jul'y 5, 1980' employee has accumulated another 48 hours. Employee is then sick for 120 hours. Employee's maximum sick leave "cap" for compensation �at^`termination is now reduced by seventy two (72) hours to nine hundred twenty eight (928) hours. f. Employees electing to participate in the City's group health insurance program after retirement can request the premiums to be paid by the City out of any available funds due and owing them under the terms of this agreement for unused sick leave benefits upon retirement. D. Voluntary Catastrophic Leave Donation Program - PROPOSED MEO MOU - Legislative DRAFT 23 MANAGEMENT EMPLOYEES' ORGANIZATION Under certain conditions, an employee may donate leave time to another employee in need. The program is outlined in Exhibit G. E. Bereavement Leave Employees shall be entitled to bereavement leave not to exceed twenty-four (24) work hours in each instance of death in the immediate family. Immediate family is defined as father, mother, sister, brother, spouse, registered domestic partner, children, grandfather, grandmother, stepfather, stepmother, step grandfather, step grandmother, grandchildren, stepsisters, stepbrothers, mother-in-law, father-in-law, son-in-law, daughter-in-law, brother- in-law, sister-in-law, stepchildren, or wards of which the;emp..loyee is the legal guardian. F. Release Time h R.. ,ti�y_. Notwithstanding any other provisions of this Agreement, the=Association and the City agree to continue discussion during the term 4--:,the MOU on Release Time for negotiation, including City's consideration of the number of hours, based `on -the establishment of a mutually agreed upon written provision '"fort' the use. of such ,j6ave by Association representatives and its members.._ Such leave shall'bb-Amited to use; for the purpose of Association business not covered .within the scope -offlegal requirements. It remains the City's intent to enforce reasonable<standards for tfe .,administration and control of current Release Time use. f "'ARTICL&XIII CITY RULES ' r7 ~ , A. Personnel Rules\:;_ All MOU provisions that supersede`theTCity's;IiNPersonnel Rules shall automatically update the City's�Personne_I Rules`and be incorporatetl into such rules. N B. Employer-Employee`Relations.R',solution During the Perm of the agreement, the City and the Association agree to update the Employee -Employer Relations Resolution to reflect current State law. Mrn� 0e .. ber- 712012 through DeGembeF 3120 —PROPOSED MEO MOU —Legislative DRAFT 24 MANAGEMENT EMPLOYEES' ORGANIZATION 1. Modification of Section 7 — Decertification and Modification a. The City and the Association desire to maintain labor stability within the representational unit to the greatest extent possible, consistent with the employee's right to select the representative of his or her own choosing. For these purposes, the parties agree that this Agreement shall act as a bar to appropriateness of this unit and the selection of the representative of this unit, except during the month of August prior to the expiration of this Agreement. Changes in bargaining unit shall not be effective until expiration of the MOU except as may be determined by the Personnel Commission pursuant to the procedures outlined below. This provision shall modify and supersede the time limits, where inconsistent, contained :in _Section 7 of the current Employer - Employee Relations Resolution of the,,City of Huntington Beach. b. The City and the Association have "agreed to a procedure whereby the City, by and through the Director of Human•,Resources, would be`ehtitled to propose a Unit Modification. The Association aha\,the City,.. agree to,.);ointly recommend a modification of the City of Huntington _Beach Employer=E'inployee Relations Resolution (Resolution' Number 3335) upon the City having completed its obligation to meet and conferon this issue` -With all other bargaining units. The proposed change to"' the Employer -Employee Relations Resolution is as follows:_ N, 7.3 Director�of Human'`%Resources. 'Motion ~'of Unit Modification - The Director of Human Resources m'ay propose;.during the same period for filing a petition for decertification;'that: `an +'established ��unit be modified in accordance with the �'followin roedure;. , l 9 pcs _ zV Al. The Director of Human Resources shall give written notice of the proposed t y' modification`(s);' to ai y,',.affected employee organization and any affected '-:,employees. 2. The .Personnel Commission shall hold a meeting concerning the proposed mod ifications)-ez at which time all affected employee organizations and employees shall' be heard; 3. Thereafter, the Personnel Commission shall determine the composition of the appropriate unit or units and shall give written notice of such determination to the affected employee organizations and any affected employees. The City Manager, employee organization or employee aggrieved by an appropriate unit determination of the Personnel Commission may, within ten (10) days of notice thereof, request a review of such determination by the City Council. Within thirty (30) days of receipt of a request to review, a unit MEG MQU DeGemher 912012 th.OUgh DeGernbe.. 71 201 — PROPOSED MEO MOU — Legislative DRAFT 25 MANAGEMENT EMPLOYEES' ORGANIZATION determination of the Personnel Commission the City Council shall review the matter. The City Council's decision shall be final. 4. Except as provided otherwise in this MOU, the salary, benefit, and working conditions specified by this MOU shall be provided to employees in classifications listed in Exhibit A and have completed or are in the process of completing a probationary period in a permanent position in the competitive service in which the employee regularly works twenty (20) hours or more per week. C. Rules Governinq Lavoff, Reduction in Lieu of 1. Part 1 — Layoff Procedure {ti t a. General Provisions 1) Whenever it is necessary, because of lack of work or funds to reduce the staff of a City department, employees "'may be laid off pursuant'Rto these rules. 2) Whenever an employee,is to be separated from the `competitive service because the tasks assigned -are to be -eliminated or substantially changed due to -management-initiated ,changed, includipg� ;but not limited to automation or other technological changes, it"is;-the �policy',:of,the City that steps be taken by the Human Resources Department on -,,an interdepartmental basis to assist such employee.in\locating,*X p,repar ng to -qualify for, and being placed in other positions�Jn the competitive service. This shall not be construed as a restriction on the City government in effecting economies or in making organizational or -other change -,to increase efficiency. 31' A department sha'II reduce staff rcby identifying which positions within the department are to "be'eliminated. 4)",The employee who has`'the least City-wide service credit in the class within the department shall have City-wide transfer rights in the class pursuant to Part 1, Section 3, Transfer or Reduction to Vacancies in Lieu of Layoffs, or within the occupational series pursuant to Part 2, Bumping Rights. x2o ,].f 5) If a deadline' "ithin this procedure falls on a day that City Hall is closed, the deadline shall be the next day City Hall is open. b. Service Credit 1) Service credit means total time of full-time continuous service within the City at the time the layoff is initiated, including probation, paid leave, or military leave. Permanent part-time employees earn service credit on a pro-rata basis. MEG MOU December 2+ 2012 th.O..gh Dere beF 31201 — PROPOSED MEO MOU — Legislative DRAFT 26 MANAGEMENT EMPLOYEES' ORGANIZATION 2) Except as required by law, leaves of absence without pay shall not earn service credit. 3) As between two or more employees who have the same amount of service credit, the employee who has the least amount of service in class shall be deemed to be the least senior employee. c. Transfer or Reduction to Vacancies in Lieu of Layoff 1) In lieu of layoff, a transfer within class shall;;be offered to an employee(s) with f � the least amount of service credit in the. -class designated for staff reduction within a .department subject to the following, a) The employee has the position. b) The employee shall be accept a transfer to a provided the employee duties of the Dosition._ c) If no position in the: sar opportunity, in orde(=of; qualific tions to perform the duties of the iven the opportunity, iK d, rder of service credit, to acant�position- in the same"class within the City, has "the:.,nece ssary qualifications to perform the class is vacant, the employee shall be given the �rvlce credit, toftransfer to the position in the same class -that is held by',an, incuri bent =in another department with the least amount 5of service credit- whose position ..the employee has the necessary qualifications to perform.' 2)-..If, an empl6y6e,(s)` is—not•-eligiblie for transfer within the employee's class, the 'T s }employee shall beyoffered,-3`in,�order) of service credit, a reduction to a vacant positlonln'the nexf`lower class within the City in the occupational series in lieu of layoff provided the ;employee has the necessary qualifications to perform the ',duties of the position^`<J 3) If the'empIoyee,-.refuses to accept a transfer or reduction pursuant to a. or b., above,stthe empfoyee shall be laid off. a) If the employee(s) in the class with the least amount of service credit is in the position("s)` to be eliminated or displaced by transfer, the employee shall be offered bumping rights, pursuant to Part 2, Bumping Rights. b) Any employee who takes a reduction to a position in a. lower class within the occupational series in lieu of layoff shall be placed on the reinstatement/reemployment list(s) pursuant to Part 3. Reemployment. MEG RAQ U DeGeFnbeF ?+ 2042 thFOugh DerembeF 31 201 — PROPOSED MEO MOU — Legislative DRAFT 27 MANAGEMENT EMPLOYEES' ORGANIZATION 2. Order of Layoff a. Prior to implementing a layoff, vacant positions that are authorized to be filled shall be identified by City-wide occupational series. If the employee refuses to accept a position pursuant to Section 3. above, the employee shall be laid off. b. No promotional probationary employee or permanent employee within a class in the department shall be laid off until all temporary, nonpermanent part-time and non -promotional probationary employees in the class are laid off. Permanent employees whose positions have been eliminated may exercise citywide bumping rights to a lower class in`the�occupational series pursuant to Part 2. c. When a position in a class and/or occupational series is eliminated, any employee in the class who is 06..authorized leaves of absence or is holding a temporary acting position insanother class shall=�be included for determining order of service credit and' be'`subject to these layoff procedures as if the employee was in his or her permanent position. ,t " 3. Notification of Employees z� tom. -�. ;•,� a. The Human Resources I. -Department shall ' give written notice of layoff to the employee by pe- onaly service,-&; by sending ,it by certified mail to the last known mailing -address at4Jeast thirty_(30) calendar days prior to the effective date of the``layoff:; Normally;notices,.will,-be served on employees personally at b. .Layoff notices may benitially issued to all employees who may be subject to layoff aska result _of'emolbye es�exercising voluntary reduction/bumping rights. c' The notice.'of aayofffshall include''the reason for the layoff, the effective date of ,the layoff, the employee's. hire date, and the employee's service credit ranking. '-The notice shall, ,also include the employee's right to bump the person in a lower class with`ahe least service credit within the occupational series provided the'employee possesses the necessary qualifications to successfully perform the duties in thelower class and the employee has more service credit than the incumbent in tWlower class. d. The written layoff notice given to an employee shall include notice that he or she has seven (7) calendar days from the date of personal service, or date of delivery of mail if certified, to notify the Director of Human Resources in writing if the employee intends to exercise the employee's bumping rights, if any, pursuant to Part 2, Bumping Rights. e. Whenever practicable, any employee with the least amount of service credit in a lower class within an occupational series which is identified for work force reduction shall also be given written notice that such employee may be AAEQ neni 1 neGeFnbeF 21 2012 thFO gh n,.,.... beF 41once — PROPOSED MEO MOU —Legislative DRAFT 28 MANAGEMENT EMPLOYEES' ORGANIZATION bumped pursuant to Part 2. This notice shall include the items referred to in C., above. If an employee disagrees with the City's computation of service credit or listed date of hire, the employee shall notify the Director of Human Resources as soon as possible, but in no case later than five (5) calendar days after the personal service or certified mail delivery. Disputes regarding date of hire or service credit shall be jointly reviewed by the Director of Human Resources and the employee and/or the employee's representative as soon as possible, but in no case later than five (5) calendar days from the date the employee notifies the Director of Human Resources yof the dispute. Within five (5) calendar days after the dispute is reviewed;"the employee shall be notified in writing of the decision. r- "IN ;\ 4. Part 2 — Bumping Rights =`=' a. Voluntary Reduction or Bumpind. in Lieu of Layoff 1 A promotional probationary ' p ,p ry-;.,employee or permanent employee who receives a layoff notice may request�a reduction to a' position in a lower class within the'`occupational series -provided the employee possesses the necessary qualificatioris 8"perform the.duties of the position. 2) Employees.• electingj're'duction under "a'", -above shall be reduced to a - _� V position authorized to'.. be filled,,'in-.a-f lower class within the employee's occupational `series. The employee may�eeduce to a lower class in his/her occupational series by: 1) ,filling a vacancy in that class, or 2) if no vacancy ----exists,`'4splacing the employee in the class with the least service credit ,whose position `-the employee ::has the necessary qualifications to perform. displaced`eimployee shall have bumping rights. 2LAn' employee Who receives a layoff notice must exercise bumping rights within seven,(7) calendar days of receipt of the notice as specified ,in Part 1 1, Layoff Procedure. Failure to respond within the time limit shall result in a reputable presumption that the employee does not intend to `exerciser-r any right of reduction or bumping to a lower class. The employee/must carry the burden of proof to show that the employee's failure -to respond within the time limits was reasonable. If the employee establishes that failure to respond within the time limit was reasonable, to the Director of Human Resources satisfaction, the employee shall be permitted to exercise bumping rights, but shall not be reinstated to a paid position until the employee to be bumped has vacated the position. If the employee disagrees with the Director of Human Resources decision, the employee may appeal pursuant to the provisions of Sections 3 and 4 below. - PROPOSED MEO MOU - Legislative DRAFT 29 MANAGEMENT EMPLOYEES' ORGANIZATION b. Reinstatement/Re-Employment Lists Any employee who takes a reduction to a position in a lower class within the occupational series in lieu of layoff shall be placed on tile reinstatement/re- employment list pursuant to Part 3, Re -Employment. C. Qualifications Appeal Any employee who is denied a reduction to a position in a lower class within the occupational series on the basis that the employee does not possess the necessary qualifications to successfully perform the duties of the lower position may appeal the decision. The appeal shall be filed with the. Director of Human Resources within five (5) calendar days ,off the employee's receipt of written notice of the decision and reason(s) for.:denial. The employee's appeal shall be in writing and shall include supporting,, facts or documents supporting the appeal. =r' d. Qualifications Appeal HearingYF-J., 1) Upon receipt of an appeal"'Director-.of Humari' Resources shall contact a mediator from the California. State, Mediation and,Conciliation Service to schedule a hea,ring:�:within two (2)'weeks after receipt of'the appeal. If the California State"'Mediation and Conciliation Service is not available within that time frame, the'parties shall mutually select a person who is available within the time frame:, If'lhe::,C,alifornia .State Mediation and Conciliation Service and•,the pers�On\mutuallyrselected' are not available within the time framo7'the 'parties shall`-. select the., earliest date either is available to conduct the hearing. The,parties shall split the cost, if any, of the hearing ` Officer`In addition, the parties shall meet within three (3) workdays to attempt - tO .resolvethe dispute. If the dispute remains unresolved, the parties shall: endeavorn%good faith to submit to the hearing officer a statement of alhagreed upon°facts relevant to the hearing. ; `,2) Appeal hearings`shall be limited to two (2) hours, except as otherwise agreed by,tie parties,Or directed by the hearing officer. 3) ;The, hearing .':officer shall attempt to resolve the dispute by mutual agreement, if.possible. If no agreement is reached, the hearing officer shall renderRFa`decision at the conclusion of the hearing, which shall be final and bindinci �_ 5. Part 3 — Re -Employment a. Re -Employment 1) Employees who are laid off or reduced in class to avoid layoff shall have their names placed upon a re-employment list, for each class in the occupational series, in seniority order at or below the level of the class from which laid off or reduced. MEG MQU rye, . beF 2, 2012 th DeGeFRbeF 412014 - PROPOSED MEO MOU -Legislative DRAFT 30 MANAGEMENT EMPLOYEES' ORGANIZATION 2) Names of persons placed on the re-employment lists shall remain on the list for two (2) years from the date of layoff or reduction. 3) Vacancies shall be filled from the re-employment list for a class, starting at tile top of the list; providing that the person meets the necessary qualifications for tile position. 4) Names of persons are to be removed from the reemployment list for a class if on two (2) occasions they declinean offer of employment or on two (2) occasions fail to respond to offers�of:employment in a particular class , � .. ,-zy within five (5) calendar days of receipt= of written notice of an offer. Any employee who is dismissed from -;City service for cause shall have his or her name removed from all re-employment lists. 5) Re-employment lists shallb 'available to HBM'EO and affected employees upon reasonable request;- `..` 6) Qualification appeals involving e remployment rights: shall be resolved in the same manner,as,that identified _in,- art 2. Section 4 b. Status on Re -Employment 1) Persons re=employed fPom layoff within a two, (2) year period from the date of layoff shalt receive the followinglconslderations and benefits: d a) Service credit held upon.':layoff shall be restored, but no credit shall be added for the period of layoff. sb) Prior service credit -shall"be counted toward General Leave accruals. '4" Z-7 c) Employees 'maycash in sick leave upon layoff or at any time after >' layoff Jn'-the manner and amount set forth in existing Memoranda of } Understanding for that employee's unit. General Leave shall be paid to an employee when the re-employment list(s) expire(s), if not previously ,.paid'_: t a .i' d) Upon, reinstatement the employee may have his or her General Leave re -credited by repayment to the City the cashed amount. e) The employee shall be returned to the salary step of the classification held at the time of the layoff and credited with the time previously served at that step prior to being laid off. f) The probationary status of the employee shall resume if incomplete. RAEG nan1 i DeGe„,he. o, 2012 through DereMb ff 41 once — PROPOSED MEO MOU — Legislative DRAFT 31 MANAGEMENT EMPLOYEES' ORGANIZATION 2) Employees who have been reduced in class to avoid layoff and are returned within two (2) years to their former class shall be placed at the salary step of the class they held at the time of reduction and have their merit increase eligibility date recalculated. ARTICLE XIV - MISCELLANEOUS A. Physical Examination Employees shall be provided, once every two (2),years, with aCity-paid physical examination. Said exam shall be comprehensive in nature and shall include: 1. A complete medical history, physical exam,i labo`ratory testing and review of results by a physician. (See Exhibit G, Physical Exam Descri_ption.) 2. A stress EKG will be provided for employees forty (40)`,years of age or older. No more than one-half (1/2) of the''elgible employees shallreceive examinations in any one fiscal year.5 ' B. Vehicle Policyl s ', ✓J ..' ; 1. Approval is required by the City.`M nager or his/her'designee for any City vehicle to be taken home_by an,employee. 4-.2. Aooroval `is.;`required', by the 'G'itv`'Wanaaer--for anv individual occunvina a assification- eligible for the auto all 3 The autoAallowance,for. qualifyirg'employees is two hundred seven dollars and sixty- nine cents ($2Q7.69)'bl weekly. 3-4_No:�bnit-employee.,, shall have: their automobile allowance eliminated until the City's Fleets Management'Pol y isre�negotiated. 5. Eligibility'}for'._automobileallowance shall be determined in accordance with the City's Fleet Management•` Program dated August 1999 and as specified pursuant to Administrative -Regulation 4077 4.6. Employees assigned to drive a city vehicle and/or employees receiving an Auto Allowance will participate in the DMV Pull Notice Program. 57_Employees in the following classifications are eligible to receive Auto Allowance: ■ Assistant to the City Manager ■ Assistant Fire Marshal ■ Beach Operations Supervisor • Building Manager nnrn nnni i n .Fnbe- 21 2019 thFOUgh n,.,.... beF 41 291 — PROPOSED MEO MOU — Leclislative DRAFT 32 MANAGEMENT EMPLOYEES' ORGANIZATION ■ Business Systems Manager • City Engineer ■ Community Services JManager}mwi.91 ■ Construction Manager ■ Deputy City Treasurer* ■ Deputy Director of Economic IDevelopmenjm o1 t ■ Detention Administrator ■ Facilities, Development & Concessions Manager ■ Facilities Maintenance Supervisor ■ Fleet Operations SupervisorR ■ General Services Manager r ■ Inspection Manager ,... ■ Inspection (Supervisor}mZz . t I andSGape 4rnhiton� ■ Landscape Maintenance Supervisor ■ Maintenance Operations Van Marine Safety [DivisiGR Ghib t McGhaRiGal lVlaiRteRagnno ■ Parking/Camping Facility Supervisor_:,, ■ Police Administrative.Division Services --Manager ■ Police Communicati;ons'Manager�= ■ Police Records Administrator ■ Principal Electrical Inspector ■ Principal~Plumbing Mechanlcal:.lnspector -, —ty Cvmtemr Unnnmimr ,.,!--Street Maintenance;aSupervisor r Transportation Manager ` TreeYMalntenance Supervisor. , ` 3'= UtilitiesWanager\` . Wastewater Supervisor -"Water Distribution Supervisor ­:.1 .ater Production Supervisor ,• - `Grandfathered incumbent onlv:, C. Deferred Compensation= a�Y' 1. Loan Program In accordance with federal law, employees may borrow from their deferred compensation funds for critical needs such as medical costs, college tuition, or purchase of a home. MEG Mill I Dene.nhe. 21, FOUgeGeFneF 2012 •hh nb34, 2014 — PROPOSED MEO MOU — Legislative DRAFT 33 MANAGEMENT EMPLOYEES' ORGANIZATION 2. Deferred Compensation Contribution at Time of Separation In accordance with Internal Revenue Service rules, the value of any unused earned leave benefits may be transferred to deferred compensation at separation (including retirement), but only during the time that the employee is actively employed with the City. The latest opportunity for such transfer must be the pay period prior to the employee's last day of employment. D. Collection of Payroll Overpayments In the event that a payroll overpayment is discovered and verified, and considering all reasonable factors including the length of time that the overpayment was made and if and when the employee could have reasonablyknown `about such overpayment, the City shall take action to collect from the employee the amount of overpayment(s). Such collection shall be processed by payroll�.deduction over'I 4'reasonable period of time considering the total amount of overpay me t.., In the event the employee separates from employment during the collection period, the final amount shall be deducted from the last payroll,eheck of the employee. If applicable, the balance due from the employee shall be communicated upon employment separation if the last payroll check does not,sufficiently:cover the. amount due the City. It shall be the respo 6ility of the employeend, theiCity to periodically monitor the accuracy of compensation,.payments'or relmburseme`ntsYdue to the possibility of a clerical oversight or error. ,the City reserves the `right to also'collect compensation overpayments caused by or the ::result of misinterpretation of a pay provision by non -authorized nel.- -The inter- retati'onof :all a "&visions shall be administered b the City person � .. P,� .. r� .. p Y'P. , Y Y Manageror-designeeand` as adopted -by the ;City Council. Unauthorized compensation payments shall not constifut'a, past practice E. Required Fingerpririting of Em The City requires all employees who are hired, transferred, or promoted to positions with oversight responsibilities for senior citizens to be fingerprinted for California Department of Justice (DOJ) clearance that require fingerprinting by federal, state or local law(s) be fingerprinted according to said law(s). The City may also require employees be fingerprinted if they are transferred, or promoted to positions with oversight responsibilities for senior citizens or oversight responsibilities for confidential, and .or sensitive documents or equipment. nnrmn nnni 1 nenembeF 21- 2019 aw.e..gh nereMbe. 31 2014 _ PROPOSED MEO MOU — Legislative DRAFT 34 MANAGEMENT EMPLOYEES' ORGANIZATION GF. Acting Assignment Acting assignments are not intended to exceed six (6) months unless extraordinary circumstances warrant an extension as recommended and approved by the Director of Human Resources. Under no circumstances shall an acting assignment exceed one (1) year nor shall it be considered a reclassification or a promotion. Acting pay must be a minimum of 5.5% and the Department Head has the discretion to set compensation at any step on the pay range of the acting class, not to exceed the top step of the range. 3 #G. Return to Work Polic' M w23� JH. agreement to establish a Return to Work and non-i`nd`ustrial injury and/or illness. The City maintains the right to conduct a controlled,,s bstance and/or -alcohol test during working hours of any employee- that -it reasonably-, suspects is under the influence of alcohol or a controlled substance h, therworkplace. dl. Management and Executive Management Relations Committee During the term of 'this agreement, the'Clty°and MEO�agree to meet quarterly to discuss ways to improve management and executive management relations. Public-'LmDiovee,DisasterService Worker' The City and Association agree to reopen Policy for employees who experience indus bstance and Al In accordance with Government Code`Se'ction 3100, all Huntington Beach C embloyees, including. all.members of this 66rgaining unit, are required to per assigned disaster service" worker.duties' in the event of an emergency or a di "RAEG ""^" DeGeFnbeF 21, 2012 thFOugh DeGembeF 31, 20 " — PROPOSED MEO MOU — Legislative DRAFT 35 MANAGEMENT EMPLOYEES' ORGANIZATION 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 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 , 2016- UFd � By. M By: I By. By: CITY OF HUNTINGTON BEACH A Municipal Corporation Fred A. Wilson City Manager HUNTINGTON BEACH SIAGEMENT EMPLOYEES' ORGANIZATION By MEO Presi Vt Ken Domer Assistant City Manager Michele Warren Director of Human. Reso0rces \ J �..... I- y JoAnn Diaz `,,Lf ��, aasjayrnie Liu Princlpaf Human Resources Analyst Negotiations Team l` ._X w Michele Diaz NegetiatiORs Team t l'e `ti Approved as to Form:: Approved as to Form: By: eRRifeF M. neGGFathMichael E. Gates Aaron Peardon Chades Baffle City Attorney OCEA Representative -Atf�Smffit# Jane Cameron EO Vice President ^+F60Ia.Debra Jubinsk �gotiations Team Heather Sutherland AaFGR PeaFdGn OCEA Representative ""`^ RAQU'DeGemh^' " 201" thFOUgh Derse .he. R1 201 - PROPOSED MEO MOU -Legislative DRAFT 36 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT A - SALARY SCHEDULE .. • © =mown 11FINTMIM., . ! �� • NEM • ■.• .. ..■ MEO MO i De,.e. ber 94 2012 through n,,,..,. ber 44 2044 — PROPOSED MEO MOU — Legislative DRAFT 37 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT A - SALARY SCHEDULE 0 NEW Fill pgEC] A40-11 DeGeFnbeF 94 2012 through DeGemb .. 412O - PROPOSED MEO MOU - Legislative DRAFT 38 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT A — SALARY SCHEDULE 0 W. 0 "WIN ..: _ ... = MEO Salary Schedule Effective September 27, 2014 Job No Job Description G dPay e A B c D E 0025 Admin Analyst ME0025 35.67 37.63 39.71 41.89 44.19 0084 Admin Analyst Principal ME0084 44.43 46.87 49.45 52.17 55.04 0089 1 Admin Analyst Sr ME0089 41.04 43.29 45.67 48.18 50.83 0078 Assistant City Attorney ME0078 63.02 66.48 70.13 73.98 78.05 0132 Assistant City Clerk ME0132 38.26 40.36 42.58 44.92 47.39 0595 Assistant Fire Marshal ME0595 45.78 48.30 50.95 53.76 56.71 AAEQ AAG I Dene...he. 91 2012 though De.......her 31 2014 — PROPOSED MEO MOU — Legislative DRAFT 39 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT A - SALARY SCHEDULE 0057 Assistant to the City Manager ME0057 47.88 50.51 53.29 56.22 59.31 0123 "Associate Civil Engineer ME0123 41.44 43.72 46.12 48.66 51.34 0071 Associate Planner ME0071 38.83 40.96 43.22 45.60 48.11 0569 Beach Maint Operations Mgr ME0569 49.83 52.57 55.46 58.51 61.73 0044 Beach Operations Supervisor ME0044 40.83 43.07 45.44 47.94 50.58 0064 Budget Analyst Senior ME0064 39.42 41.59 43.88 46.29 48.84 0598 Building Manager ME0598 57.29 60.45 63.77 67.27 70.98 0501 Business Application Supervisor ME0501 51.08 53.90 56.86 59.98 63,28 0500 Business Systems Manager ME0500 56.45 59.55 62.83 66.29 69.93 0070 Chief Criminalist ME0070 52.37 55.25 58.29 61.49 64.88 0024 City Engineer ME0024 65.24 68.83 72.62 76.61 80.82 0092 Claims Supervisor ME0092 42.48 44.82 47.28 49.89 52.63 0125 Code Enforcement Supervisor ME0125 40.62 42.85 45.21 47.70 50.32 0471 Community Relations Officer ME0471 44.43 46.87 49.45 52.17 55.04 0353 Community Services Manager ME0353 49.83 52.57 55.46 58.51 61.73 0097 Construction -Mg nager ME0097 49.83 52.57 55.46 58.51 61.73 0085 Contract Administrator ME0085 42.48 44.82 47.28 49.89 52.63 0045 Criminalist Supervisor ME0045 45.55 48.06 50.70 53.48 56.43 0253 Cultural Affairs Supervisor ME0253 32.29 34.07 35.94 37.92 40.00 0081 DeputV CitV Attorney I ME0081 41.44 43.72 46.12 48.66 51.34 0080 DeputV City Attorney II ME0080 49.83 52.57 55.46 58.51 61.73 0079 DeputV City Attorney III ME0079 57.29 60.45 63.77 67.27 70.98 0068 Deputy City Engineer ME0068 55.60 58.66 61.89 65.29 68.88 0571 DeputV Dir of Econ Development ME0571 56.45 59.55 62.83 66.29 69.93 0027 DeputV Dir of Recr/Bch Devlpmt ME0027 58.17 61.37 64.74 68.30 72.06 0035 Deputy Director of Public Wrks ME0035 65.56 69.17 72.98 76.99 81.22 0486 Detention Administrator ME0486 41.04 43.29 45.67 48.18 50.83 0039 Econ Development Proi Mgr ME0039 45.31 47.81 50.44 53.21 56.14 0580 Energy Project Manager ME0580 45.31 47.81 50.44 53.21 56.14 0474 Facilities, Devel & Conc Mgr ME0474 47.41 50.01 52.76 55.66 58.72 0050 Facilities Maint Supervisor ME0050 40.83 43.07 45.44 47.94 50.58 0879 Finance Manager - Accounting ME0879 51.34 54.16 57.15 60.29 63.60 0889 Finance Manager- Budget ME0889 51.34 54.16 57.15 60.29 63.60 0899 Finance Manager- Fiscal Services ME0899 51.34 54.16 57.15 60.29 63.60 0869 Finance Manager - Treasury ME0869 51.34 54.16 57.15 60.29 63.60 0131 Fire Medical Coordinator ME0131 40.40 42.63 44.98 47.45 50.07 0130 Fire Protection Analyst ME0130 40.40 42.63 44.98 47.45 50.07 0590 Fleet Operations Supervisor ME0590 40.83 43.07 45.44 47.94 50.58 0581 General Services Manager ME0581 55.06 58.09 61.28 64.65 68.20 IS GManager ME0498 52.64 55.54 58.58 61.81 65.21 S0498 0043 Housing Manager ME0043 52.11 54.98 58.00 61.19 64.55 0006 Human Resources Manager ME0006 54.24 57.22 1 60.36 63.69 67.19 MEMO Pen-1-1 DeGe. beF 21 2012 rhFOUgh n,,...... beF 3, 20 - PROPOSED MEO MOU -Legislative DRAFT 40 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT A - SALARY SCHEDULE 0489 Info Syst Communications Mgr ME0489 52.64 55.54 58.58 61.81 65.21 0200 Info SVst Computer Ops Manager ME0200 52.64 55.54 58.58 61.81 65.21 0038 Info Systems Manager ME0038 56.73 59.85 63.15 66.62 70.28 0075 Inspection Manager ME0075 50.56 53.35 56.28 59.38 62.65 0073 Inspection Supervisor ME0073 43.13 45.50 48.00 50.64 53.42 0251 Investigator ME0251 35.13 37.07 39.11 41.26 43.53 0158 Landscape Architect ME0158 40.40 42.63 44.98 47.45 50.07 0049 Landscape Maint Supervisor ME0049 40.83 43.07 45.44 47.94 50.58 0095 Law Office Manager ME0095 35.67 37.63 39.71 41.89 44.19 0572 Liability Claims Coordinator ME0572 36.93 38.96 41.11 43.38 45.76 0030 Maintenance Operations Mir ME0030 55.06 58.09 61.28 64.65 68.20 0032 Marine Safety Division Chief ME0032 52.37 55.25 58.29 61.49 64.88 0048 Mechanical Maint Supervisor ME0048 40.83 43.07 45.44 47.94 50.58 0441 Neighbrhd Preservtion Prog Mgr ME0441 50.07 52.82 55.73 58.80 62.03 0490 Network SVstems Administrator ME0490 47.16 49.75 52.49 55.38 58.43 0443 Payroll Systems Analyst ME0443 43.13 45.50 48.00 50.64 53.42 0098 Permit & Plan Check Manager ME0098 57.29 60.45 63.77 67.27 70.98 0209 Permit & Plan Check Supervisor ME0209 40.62 42.85 45.21 47.70 50.32 0453 Personnel Analyst ME0453 35.49 37.44 39.50 41.67 43.97 0060 Personnel Analvst Principal ME0060 44.43 46.87 49.45 52.17 55.04 0464 Personnel Analyst Senior ME0464 40.40 42.63 44.98 47.45 50.07 0099 Plan Check Engineer ME0099 48.36 51.02 53.82 56.79 59.91 0444 Planning Manager ME0444 52.64 55.54 58.58 61.81 65.21 0625 ***Police Admin Division Srvcs ME0625 57.29 60.45 1 63.77 67.27 70.98 Mir 0594 Police Admin Services Manager ME0594 45.78 48.30 50.95 53.76 56.71 0022 Police Communications Manager ME0022 41.04 43.29 45.67 48.18 50.83 0094 Police Records Administrator ME0094 41.04 43.29 45.67 48.18 50.83 0028 Principal Accountant ME0028 41.85 44.16 46.58 49.15 51.84 0096 Principal Civil Engineer ME0096 54.79 57.80 60.98 64.33 67.87 0072 Principal Electrical Inspector ME0072 39.23 41.39 43.66 46.07 48.60 0076 Principal Inspector Plb/Meth ME0076 39.23 41.39 43.66 46.07 48.60 0482 Principal Librarian ME0482 39.03 41.18 43.44 45.83 48.35 0074 Principal Planner ME0074 50.07 52.82 55.73 58.80 62.03 0579 Project Manager ME0579 45.31 47.81 50.44 53.21 56.14 0037 Project Manager Assistant ME0037 38.83 40.96 43.22 45.60 48.11 0496 Public Safety Systems Manager ME0496 53.43 56.37 59.47 62.74 66.19 0497 Public Safety Systems Supv ME0497 51.60 54.44 57.43 60.58 63.92 0083 Purchasing & Central Svcs Mgr ME0083 44.66 47.11 49.71 52.44 55.31 0839 Real Estate & Project Manager ME0839 45.31 47.81 50.44 53.21 56.14 0054 Risk Manager ME0054 52.11 54.98 58.00 61.19 64.55 0519 Safety/Loss Prevention Analyst ME0519 40.40 42.63 44.98 47.45 50.07 MEO MO i De, . beF o, 2012 FhF h DeGembeF312Q - PROPOSED MEO MOU - Legislative DRAFT 41 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT A - SALARY SCHEDULE 0069 Senior Civil Engineer ME0069 46.25 48.79 51.47 54.30 57.28 0484 Senior Deputy City Attorney ME0484 60.24 63.55 67.04 70.72 74.62 0499 Senior Info Systems Analyst ME0499 46.93 49.52 52.24 55.11 58.14 0077 Senior Librarian ME0077 33.60 35.45 37.40 39.45 41.62 0036 Senior Planner ME0036 45.31 47.81 50.44 53.21 56.14 0046 Senior Recreation Supervisor ME0046 38.26 40.36 42.58 44.92 47.39 0575 Senior 5prvsr Cultural Affairs ME0575 38.26 40.36 42.58 44.92 47.39 0578 Senior Sprvsr Human Services ME0578 38.26 40.36 42.58 44.92 47.39 0034 Senior Traffic Engineer ME0034 46.25 48.79 51.47 54.30 57.28 0457 Special Events Coordinator ME0457 32.29 34.07 35.94 37.92 40.00 0488 Street Maint Supervisor ME0488 40.83 43.07 45.44 47.94 50.58 0473 Supervisor, Dev & Petro -Chem ME0473 41.23 43.49 45.89 48.41 51.08 0133 Supervisor, Prkng & Cmping Fac ME0133 38.26 40.36 42.58 44.92 47.39 0033 Transportation Manager ME0033 57.01 60.14 63.45 66.94 70.63 0051 Tree Maintenance Supervisor ME0051 40.83 43.07 45.44 47.94 50.58 0483 Utilities Manager ME0483 56.16 59.25 62.51 65.95 69.58 0487 Wastewater Supervisor ME0487 40.83 43.07 45.44 47.94 50.58 0052 Water Distribution Supervisor ME0052 40.83 43.07 45.44 47.94 50.58 0053 Water Production Supervisor ME0053 40.83 43.07 45.44 47.94 50.58 0056 *Water Quality Supervisor ME0056 40.83 43.07 45.44 47.94 50.58 *Modified Per Resolution 2014-105 **Modified Per Resolution 2015-60 ***Modified Per Resolution 2016-22 MEO Salary Schedule 2% Effective 9-24-16 Job No Job Description Pray A B c D E 0025 Admin Analyst ME0025 36.38 38.38 40.50 42.73 45.07 0084 Admin Analyst Principal ME0084 45.32 47.81 50.44 53.21 56.14 0089 Admin Analyst Sr ME0089 41.86 44.16 1 46.58 49.14 51.85 0078 Assistant City Attorney ME0078 64.28 67.81 71.53 75.46 79.61 0132 Assistant City Clerk ME0132 39.03 41.17 43.43 45.82 48.34 0595 Assistant Fire Marshal ME0595 46.70 49.27 51.97 54.84 57.84 0057 Assistant to the City Manager ME0057 48.84 51.52 54.36 57.34 60.50 0123 Associate Civil Engineer ME0123 42.27 44.59 47.04 49.63 52.37 0071 Associate Planner ME0071 39.61 41.78 44.08 46.51 49.07 0569 Beach Maint Operations Mgr ME0569 50.83 53.62 56.57 59.68 62.96 0044 Beach Operations Supervisor ME0044 41.65 43.93 46.35 48.90 51.59 0064 Budget Analyst Senior ME0064 40.21 42.42 44.76 47.22 49.82 MEG AAQ i DeGembe, 21, 2912 thFOUgh n,.,.eFnbeF 31e 20 - PROPOSED MEO MOU - Legislative DRAFT 42 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT A - SALARY SCHEDULE 0598 Building Manager ME0598 58.44 61.66 1 65.05 68.62 72.40 0500 Business Systems Manager ME0500 57.58 60.74 64.09 67.62 71.33 0024 City Engineer ME0024 66.54 70.21 74.07 78.14 82.44 0125 Code Enforcement Supervisor ME0125 41.43 43.71 46.11 48.65 51.33 0471 Community Relations Officer ME0471 45.32 47.81 50.44 53.21 56.14 0353 Community Services Manager ME0353 50.83 53.62 56.57 59.68 62.96 0097 Construction Manager ME0097 50.83 53.62 56.57 59.68 62.96 0085 Contract Administrator ME0085 43.33 45.72 48.23 50.89 53.68 0081 Deputy City Attorney I ME0081 42.27 44.59 47.04 49.63 52.37 0080 Deputy City Attorney II ME0080 50.83 53.62 56.57 59.68 62.96 0079 Deputy City Attorney III ME0079 58.44 61.66 65.05 68.62 72.40 0068 Deputy City Engineer ME0068 56.71 59.83 63.13 66.60 70.26 0571 Deputy Dir of Econ Development ME0571 57.58 60.74 64.09 67.62 71.33 0486 Detention Administrator ME0486 41.86 44.16 46.58 49.14 51.85 0039 Econ Development Proi Mgr ME0039 46.22 48.77 51.45 54.27 57.26 0580 Energy Project Manager ME0580 46.22 48.77 51.45 54.27 57.26 0474 Facilities, Devel & Conc Mgr ME0474 48.36 51.01 53.82 56.77 59.89 0050 Facilities Maint Supervisor ME0050 41.65 43.93 46.35 48.90 51.59 0879 Finance Manager - Accounting ME0879 52.37 55.24 58.29 61.50 64.87 0889 Finance Manager- Budget ME0889 52.37 55.24 58.29 61.50 64.87 0899 Finance Manager - Fiscal Services ME0899 52.37 55.24 58.29 61.50 64.87 0869 Finance Manager - Treasury ME0869 52.37 55.24 58.29 61.50 64.87 0131 Fire Medical Coordinator ME0131 41.21 43.48 45.88 48.40 51.07 0130 Fire Protection Analyst ME0130 41.21 43.48 45.88 48.40 51.07 0590 Fleet Operations Supervisor ME0590 41.65 43.93 46.35 48.90 51.59 0581 General Services Manager ME0581 56.16 59.25 62.51 65.94 69.56 0498 GIS Manager ME0498 53.69 56.65 59.75 63.05 66.51 0043 Housing Manager ME0043 53.15 56.08 59.16 62.41 65.84 0006 Human Resources Manager ME0006 55.32 58.36 61.57 64.96 68.53 0489 Info Syst Communications Mgr ME0489 53.69 56.65 59.75 63.05 66.51 0200 Info Syst Computer Ops Manager ME0200 53.69 56.65 59.75 63.05 66.51 0075 Inspection Manager ME0075 51.57 54.42 57.41 60.57 63.90 0073 Inspection Supervisor ME0073 43.99 46.41 48.96 51.65 54.49 0251 Investigator ME0251 35.83 37.81 39.89 42.09 44.40 0158 Landscape Architect ME0158 41.21 43.48 45.88 48.40 51.07 0049 Landscape Maint Supervisor ME0049 41.65 E3.9 E6.3 48.90 51.59 0572 Liability Claims Coordinator ME0572 37.67 44.25 46.68 0030 Maintenance Operations Mgr ME0030 56.16 59.25 62.51 65.94 69.56 0032 Marine Safety Division Chief ME0032 53.42 56.36 59.46 62.72 66.18 0490 Network Systems Administrator ME0490 48.10 50.75 53.54 56.49 59.60 0443 Payroll Systems Analyst ME0443 43.99 46.41 48.96 51.65 54.49 0098 Permit & Plan Check Manager ME0098 58.44 61.66 65.05 68.62 72.40 MEQ MO i n,,,.,.. beF 212012 thFO gh n.....,. ber 91 2044 - PROPOSED MEO MOU - Legislative DRAFT 43 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT A - SALARY SCHEDULE 0209 Permit & Plan Check Supervisor ME0209 41.43 43.71 1 46.11 48.65 51.33 0453 Personnel Analyst ME0453 36.20 38.19 40.29 42.50 44.85 0060 Personnel Analyst Principal ME0060 45.32 47.81 50.44 53.21 56.14 0464 Personnel Analyst Senior ME0464 41.21 43.48 45.88 48.40 51.07 0099 Plan Check Engineer ME0099 49.33 52.04 54.90 57.93 61.11 0444 Planning Manager ME0444 53.69 56.65 59.75 63.05 66.51 0625 Police Admin Division Srvcs Mgr ME0625 58.44 61.66 65.05 68.62 72.40 0594 Police Admin Services Manager ME0594 46.70 49.27 51.97 54.84 57.84 0022 Police Communications Manager ME0022 41.86 44.16 46.58 49.14 51.85 0094 Police Records Administrator ME0094 41.86 44.16 46.58 49.14 51.85 0028 Principal Accountant ME0028 42.69 45.04 47.51 50.13 52.88 0096 Principal Civil Engineer ME0096 55.89 58.96 62.20 65.62 69.23 0072 Principal Electrical Inspector ME0072 40.01 42.22 44.53 46.99 49.57 0076 Principal Inspector Plb/Mech ME0076 40.01 42.22 44.53 46.99 49.57 0482 Principal Librarian ME0482 39.81 42.00 44.31 46.75 49.32 0074 Principal Planner ME0074 51.07 53.88 56.84 59.98 63.27 0579 Protect Manager ME0579 46.22 48.77 51.45 54.27 57.26 0037 Protect Manager Assistant ME0037 39.61 41.78 44.08 46.51 49.07 0496 Public Safety Systems Manager ME0496 54.50 57.50 60.66 63.99 67.51 0497 Public Safety Systems Supv ME0497 52.63 55.53 58.58 61.79 65.20 0839 Real Estate & Proiect Manager ME0839 46.22 48.77 51.45 54.27 57.26 0054 Risk Manager ME0054 53.15 56.08 59.16 62.41 65.84 0519 Safety/Loss Prevention Analyst ME0519 41.21 43.48 45.88 48.40 51.07 0069 Senior Civil Engineer ME0069 47.18 49.77 52.50 55.39 58.43 0484 Senior Deputy City Attorney ME0484 61.44 64.82 68.38 72.13 76.11 0499 Senior Info Systems Analyst ME0499 47.87 50.51 53.28 56.21 59.30 0077 Senior Librarian ME0077 34.27 36.16 38.15 40.24 42.45 0036 Senior Planner ME0036 46.22 48.77 51.45 54.27 57.26 0575 Senior Sprvsr Cultural Affairs ME0575 39.03 41.17 43.43 45.82 48.34 0578 Senior Sprvsr Human Services ME0578 39.03 41.17 43.43 45.82 48.34 0034 Senior Traffic Engineer ME0034 47.18 49.77 52.50 55.39 58.43 0457 Special Events Coordinator ME0457 32.94 34.75 36.66 38.68 40.80 0488 Street Maint Supervisor ME0488 41.65 43.93 46.35 48.90 51.59 0133 Supervisor, Prkng & Cmping Fac ME0133 39.03 41.17 43.43 45.82 48.34 0033 Transportation Manager ME0033 58.15 61.34 64.72 68.28 72.04 0051 Tree Maintenance Supervisor ME0051 41.65 43.93 46.35 48.90 51.59 0483 Utilities Manager ME0483 57.28 60.44 63.76 67.27 70.97 0487 Wastewater Supervisor ME0487 41.65 43.93 46.35 48.90 51.59 0052 Water Distribution Supervisor ME0052 41.65 43.93 46.35 48.90 51.59 0053 Water Production Supervisor ME0053 41.65 43.93 46.35 48.90 51.59 0056 Water Quality Supervisor ME0056 41.65 43.93 46.35 48.90 51.59 MEG MQU De rnbeF 21+ 2012 through DeGembeF 31, 201 - PROPOSED MEO MOU - Legislative DRAFT 44 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN RETIREE SUBSIDY MEDICAL PLAN Employees hired on or after October 1, 2014, shall not be eligible for this bbenefi mWzs1. An employee who has retired from the City shall be entitled to, participate in the City -sponsored medical insurance plans and the City shall contribute toward monthly premiums for coverage in an amount as specified in accordance with this Plan, provided: A. At the time of retirement the employee has a minimum of ten (10) years of continuous full-time City service or is granted an industrial disability retirement; and B. At the time of retirement, the employee is employed by the City; and C. Following official separation from the City, the employee is granted a retirement allowance by the California Public Employees' Retirement System. The City's obligation to pay the monthly premium as indicated shall be modified downward or cease during the lifetime of the retiree upon the occurrence of any one of the following: On the first of the month in which a retiree or dependent reaches age 65 or on the date the retiree or dependent can first apply and become eligible, automatically or voluntarily, for medical coverage under Medicare (whether or not such application is made) the City's obligation to pay monthly premiums may be adjusted downward or eliminated. Benefit coverage at age 65 under the City's medical plans shall be governed by applicable plan document. 2. In the event of the death of any employee, whether retired or not, the amount of the retiree medical insurance subsidy benefit which the deceased employee was receiving at the time of his/her death would be eligible to receive if he/she were retired at the time of death, shall be paid on behalf of the spouse or family for a period not to exceed twelve (12) months. 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 full time service with the City of Huntington Beach. Said service must be continuous unless prior service is reinstated at the time of his/her rehire in accordance with the City's Personnel Rules. 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 $121 (one hundred twenty-one dollars). 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. RAEG RAOU Derae.. beF 21 2012 thFO gh DeGe. beF 31 2O — PROPOSED MEO MOU — Legislative DRAFT 45 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN C. Maximum Monthly Subsidy Payments - Payment amounts may be reduced each month as dependent eligibility ceases due to death, divorce or loss of dependent child status. However, the amount shall not be reduced if such reduction would cause insufficient funds needed to pay the full premium for the employee and the remaining dependents. In the event no reduction occurs and the remaining benefit premium is not sufficient to pay the premium amount for the employee and the eligible dependents, said needed excess premium amount shall be paid by the employee. All retirees, including those retired as a result of disability whose number of continuous, full time years of City service prior to retirement City exceeds ten (10), shall be entitled to maximum monthly payment of premiums by the for each year of completed City service as follows: Maximum Monthly Payment for Retirements After: Years of Service . Subsidy 10 $ 121 11 136 12 151 13 166 14 181 15 196 16 211 17 226 18 241 19 256 20 271 21 286 22 300 23 315 24 330 25 344 MEG AAQU Denemhe. 74 2012 ♦hFOUgh Denembe. 44 204 - PROPOSED MEO MOU - Legislative DRAFT 46 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN 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. The Human Resources Department shall notify covered retirees of this opportunity each year. 3. Years of service computed for the Retiree Subsidy Medical Plan are actual years of completed service with the City of Huntington Beach. B. Benefits: 1. Retiree Subsidy Medical Plan includes the available group medical plans offered to active unit members at' the time of retirementMa-nage mw?s� 2. City Plans are the primary payer for active employees age 65 and over, with Medicare the secondary payer. Retirees age 65 and over have no City Plan options and are eligible only for Medicare. 3. Premium payments are to be received at least one month in advance of the coverage period. C. Subsidies: 1. The subsidy payments will pay for: a. Retiree Subsidy Medical Plan. b. HMO. c. Part A of Medicare for those retirees not eligible for paid Part A. 2. Subsidy payments will not pay for: a. Part B Medicare. b_ Don„Iar i`i4v Cmr.lwee� Ir�rl r,mr�itv SDI`., n4nW j c. Any other employee benefit plan. nnFo pant, DeGe nbe; 2012 • FOUgh DeGeFnbeF 3� 20u - PROPOSED MEO MOU -Legislative DRAFT GPl G'[1 GQ4ZifOCTPT-LTI 47 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN d. Any other commercially available benefit plan. e. Medicare supplements D. Medicare: All persons are eligible for Medicare coverage at age sixty five (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 sixty five (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 sixty five (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 sixty five (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 sixty five (65 is not eligible for paid Part A of Medicare and his/her spouse who is also age sixty five (65is eligible for paid Part A of Medicare, the subsidy shall be for the retiree's Part A only. E. Cancellation: For retirees/dependents eligible for paid Part A of Medicare, the following cancellation provisions apply: a. Coverage for a retiree under the Retire eliminated on the first day of the mor age sixty five (65. If such retiree was Plan, dependents will be eligible for continuation benefits effective as of birthday. �e Subsidy Medical Plan will be th in which the retiree reaches covering dependents under the state and or federal COBRA the retiree's sixty-fifth (65") b. Dependent coverage will be eliminated upon whichever of the following occasions comes first: 1) After thirty six (36) months of COBRA continuation coverage, or MEQ RAQ11 P1.,....., beF 91f 2012 th.. Ugh DeGembeF 31, 204 -PROPOSED MEO MOU -Legislative DRAFT 48 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN 2) When the covered dependent reaches age sixty five (65) in the event such dependent reaches age sixty five (65) prior to the retiree reaching age sixty five (65). c. At age sixty five (65) retirees are eligible to make application for Medicare. Upon being considered "eligible to make application," whether or not application has been made for Medicare, the Retiree Subsidy Medical Plan will be eliminated. 2. See provisions under "Benefits," "Subsidies," and "Medicare" for those retirees/dependents not eligible for paid Part A of Medicare. 3. Retiree Subsidy Medical Plan and COBRA participants shall be notified of non-payment of premium by means of a certified letter from Employee Benefits in accordance with provisions of the 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. MCO RA011 DeGemher 21, 202 th FOUgh DeGemhe. 41e 2044 - PROPOSED MEO MOU - Legislative DRAFT 49 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT C — VEHICLE USE ASSIGNMENT ADMINISTRATIVE REGULATION VEHICLE USE ASSIGNMENT ADMINISTRATIVE REGULATION See Administrative Regulations MQ I DeGembe. 9.1 2012 t�::.... a D 1. . RA 20 MEG_ ...__ _.............. _ ., _ ..y.. -PROPOSED MEO MOU - Legislative DRAFT 50 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT D — PHYSICAL EXAMINATION DESCRIPTION PHYSICAL EXAMINATION DESCRIPTION I. Complete Health History II. Complete Physical Examination by Physician III. Computer Printout: A. Physiological Tests: 1. Temperature 2. Height 3. Weight 4. Vision 5. Audiometry (Hearing Screening) 6. Blood Pressure 7. Pulse 8. Chest X-Ray 9. EKG 10. History 11. Tonometry (Glaucoma) for patients 35 and over. 12. Spirometry (Breathing) B. Laboratory Tests: 1. Blood Chemistry Screening Tests: SGPT Triglycerides SGOT Glucose Fasting LDH BUN Alk. Phosphatase Creatinine Total Bilirubin Uric Acid Total Protein Calcium Albumin -Serum Inorganic Phosphate Globulin Sodium Cholesterol Postassium 2. Complete Blood Count 3. Urinalysis 4. Stool Test for Blood 5. RPR 6. Pap Smear on Females 7. HDL IV. Examination Findings: A. Consultation with Physician B. Written Report of Findings MEG RAAI 1 DeneMbe. ", 2012 thFOUgh DeGembe. ZA e — PROPOSED MEO MOU — Legislative DRAFT 51 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT E — 9/80 WORK SCHEDULE 9/80 WORK SCHEDULE This work schedule is known as the "9/80." In the event that there is a conflict with the current rules, practices and/or procedures regarding work schedules and leave plans, then the rules listed below shall govern. 9/80 WORK SCHEDULE DEFINED The 9/80 work schedule shall be defined as working nine (9) days for eighty (80) hours in a two - week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for eight (8) hours (Friday), with a one -hour lunch during each work shift, totaling forty (40) hours in each work week. The 9/80 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Manager or designee. A. Forty (40) Hour Work Week The actual work week is from Friday at mid -shift (p.m.) to Friday at mid -shift (a.m.). No employee working the 9/80 work schedule will be able to flex their Friday start time nor the time they take their lunch break, which will be from 12:00 p.m. to 1.00 p.m. on Fridays. All employee work shifts will start at 8:00 a.m. on their Friday worked. The start of the work week is 12:00 noon Friday. B. Two -Week Pay Period The pay period for employees starts Friday mid -shift (p.m.) and continues for fourteen (14) days until Friday mid -shift (a.m.). During this period, each week is made up of four (4) nine (9) hour work days (thirty-six (36) hours) and one (1) four (4) hour Friday and those hours equal forty (40) work hours in each work week (e.g. the Friday is split into four (4) hours for the a.m. shift, which is charged to work week one and four (4) hours for the p.m. shift, which is charged to work week two). C. A/B Schedules To continue to provide service to the public every Friday, employees are to be divided between two schedules, known as the "A" schedule and the "B" schedule, based upon the departmental needs. For identification purposes, the "A" schedule shall be known as the schedule with a day off on the Friday in the middle of the pay period, or, "off on payday", the "B" schedule shall have the first Friday (p.m.) and the last Friday (a.m.) off, or "working on payday". An example is listed below: ���aaeo �oaoea�000a� MEG RAG i n.,,.embe, 91 2012 •ti., ugh n.,,..... beF 41 2044 - PROPOSED MEO MOU - Legislative DRAFT 52 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT E — 9/80 WORK SCHEDULE A/B Schedule Changes Employees cannot change schedules without prior approval of their supervisor, Department Head, and the Director of Human Resources or designee. D. Emergencies All employees on the 9/80 work schedule are subject to be called to work any time to meet any and all emergencies or unusual conditions which, in the opinion of the City Manager, Department Head or designee may require such service from any of said employees. LEAVE BENEFITS When an employee is off on a scheduled workday under the 9/80 work schedule, then nine (9) hours of eligible leave per workday shall be charged against the employee's leave balance or eight (8) hours shall be charged if the day off is a Friday. All leaves shall continue under the current accrual, eligibility, request and approval requirements. 1. General Leave — As stated in Memorandum of Understanding 2. Sick Leave — As stated in Memorandum of Understanding 3. Administrative Leave — As stated in Memorandum of Understanding 4. Bereavement Leave — As stated in Memorandum of Understanding 5. Holidays - As stated in Memorandum of Understanding 6. Jury Duty — The provisions of the Personnel Rules shall continue to apply; however, if an employee is called to serve on jury duty during a normal Friday off, Saturday, or Sunday, or on a City holiday, then the jury duty shall be considered the same as having occurred during the employees day off work; therefore, the employee will receive no added compensation. enrn MO-1-1 DeGe. beF o1 9019 thFG1 h De, mbeF 34 204e — PROPOSED MEO MOU — Legislative DRAFT 53 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT F — 4/10 WORK SCHEDULE 4/10 WORK SCHEDULE In the event that there is a conflict with the current rules, practices and/or procedures regarding work schedules and leave plans, then the rules listed below shall govern. 4/10 WORK SCHEDULE DEFINED The 4/10 work schedule shall be defined.as working eight (8) days for eighty (80) hours in a two week pay period by working eight (8) days (Monday through Thursday, Fridays off) at ten (10) hours per day, plus a one -hour lunch during each work shift, totaling forty (40) hours in each work week. The 4/10 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Manager or designee. All employees on the 4/10 work schedule are subject to be called to work any time to meet any and all emergencies or unusual conditions which, in the opinion of the City Manager, Department Head or designee may require such service from any of said employees. LEAVE BENEFITS When an employee is off on a scheduled workday under the 4/10 work schedule, then ten (10) hours of eligible leave per workday shall be charged against the employee's leave balance. All leaves shall continue under the current accrual, eligibility, request, and approval requirements. 1. General Leave — As stated in Memorandum of Understanding 2. Sick Leave — As stated in Memorandum of Understanding 3. Administrative Leave — As stated in Memorandum of Understanding 4. Bereavement Leave — As stated in Memorandum of Understanding 5. Holidays - As stated in Memorandum of Understanding 6. Jury Duty — The provisions of the Personnel Rules shall continue to apply, - however, if an employee is called to serve on jury duty during a normal Friday off, Saturday, or Sunday, or on a City holiday, then the jury duty shall be considered the same as having occurred during the employees day off work; therefore, the employee will receive no added compensation. MEG RAOU n.,....... beF 212012 •a...., M n.,..... beF 31 201 PROPOSED MEO MOU — Leaislative DRAFT 54 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT G — VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM Voluntary Catastrophic Leave Donation Program Leave Request Form Requestor, Please Complete According to the provisions of the Voluntary Catastrophic Leave Donation Program., I hereby request donated Vacation, General Leave or Exempt Compensatory Time. MY SIGNATURE CERTIFIES THAT: • A Leave of absence in relation to a catastrophic illness or injury has been approved by my Department; and I am not receiving disability benefits or Workers' Compensation payments. Name: (Please Print or Type: Last, First, MI) ork Phone: Department: Job Title: Employee ID#: _ Requester Signature: Dater Department Director Signature of Support: Date: Human Resources Department -Use Only ! End donation date will bridge to: End donation date: ! ❑ Long Term Disability ❑ Medical Retirement beginning ❑ Length of FMLA leave ending F ❑ Return to work i - Human Resources Director Signature: -- - - — Date signed: s l' MEO MQU Dere ber 2' 2012 `hFOUg~ DeGe bee 31 20 " — PROPOSED MEO MOU — Legislative DRAFT ...�� -..vv 1, L L-CITVa'gi1VGp�.ZT1AGTYTGPIT 55 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT G — VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM Voluntary Catastrophic Leave Donation Program Leave Donation Form Donor, please complete Donor Name: (Please Print or Type: Last, First, MI) (Work Phone: 4 . -- --- -- --- -- -------- - - - ------------ - -- -------- Donor Job Title: Type of Accrued Leave: Number of Hours I wish to Donate: ❑ Vacation Hours of Vacation ❑ Compensatory Time :I Hours of Exempt Compensatory Time ❑ General Leave it I Hours of General Leave understand that this voluntary donation of leave credits, once processed, is irrevocable; but if not needed, the donation will be returned to me. I also understand that this donation will remain confidential. I wish to donate my accrued Vacation, Exempt Compensatory Time or General Leave hours to the Leave Donation Program for: Eligible recipient employee's name (Last, First, MI): Donor Signature:, Date: Please submit to Payroll in the Finance Department. MEG MOU DeGembeF o, 2012 .M., ugh r,,.,.... beF 34 20 — PROPOSED MEO MOU — Legislative DRAFT 56 ATTACHMENT #4 r Q { "�,'f, 3'3n t .� v Management Employees' Organization 0 100+ Employees o Engineers o Planners o Attorneys o Administrative Analysts o Finance Managers o Public Works Division Managers MEO Tentative Agreement o Medical Benefits �n h� �,• f, • Increase City contribution to medical $200 per month, per medical -plan, per enrollment tier (up to the cost of the plan premium). o Wages • 2% effective October 2016 t � o Estimated Cost of Agreement-$728,714 F A 1, a� a d <' i MEMORANDUM OF UNDERSTANDING BETWEEN HUNTINGTON BEA MANAGEMENT EMPLOYEES' RGANIZATION AND CITY OF HUNTINGTON BEACH 7 I NovembOr 1, 2015 — October 31, 2017 Item 13. - 6 LTD 1,- 1 Q MEMORANDUM OF UNDERSTANDING MANAGEMENT EMPLOYEES' ORGANIZATION TABLE OF CONTENTS PREAMBLE................................................................................................................................ I ARTICLEI - TERM OF MOU...................................................................................................... I ARTICLE II - REPRESENTATIONAL UNIT/CLASSIFICATIONS ..................... ........................ I ARTICLE III - MANAGEMENT RIGHTS..................................................................................... 2 ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT.....................................................2 ARTICLE V - SEVERABILITY................................................................................................. 2 ARTICLE VI - SALARY SCHEDULE......................................................7.................................2 A. SALARY SCHEDULE............................................................................................................................ 2 1. Wage Increases................................................................................................................................................. 2 ARTICLE VII - SPECIAL PAY....................................................................................................3 A. EDUCATIONAL TUITION..................................................................................................................... 3 B. BILINGUAL PAY.................................................................................................................................. 3 C. PROCESS OWNER ASSIGNMENT PAY................................................................................................ 3 ARTICLE VIII - UNIFORMS.................................................1.......................................................4 A. GENERAL POLICY............................................................................................................................... 4 B. AFFECTED PERSONNEL.......................................................................................................................4 C. PERSONAL PROTECTIVE EQUIPMENT...................................................................................................4 D. EMPLOYEE RESPONSIBILITIES ........................................ .......:.............................................................. 4 E. CITY RESPONSIBILITIES................................................ /...................................................................... 5 F. DEPARTMENT HEAD OR DESIGNEE RESPONSIBILITIES./....................................................................... 5 ARTICLE IX - HOURS OF WORK/ADMINISTRATIVE LEAVE...................................................6 A. OVERTIME.........................................................I..............................................................................6 B. ADMINISTRATIVE LEAVE..................................................................................................................... 6 C. FLEX SCHEDULE AND HOURS OF WORK............................................................................................... 6 1. 5/40 Work Schedule............................................................................................................................................ 7 2. 9/80 Work Schedule ................................... .....j....................................................... ........................................... 7 3. 4/10 Work Schedule ................................... .......................................................................................... I............. 7 ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS..................................................7 A. HEALTH...........:................................................................................................................................ 7 B. ELIGIBILITY CRITERIA AND COST ...... y.................................................................................................. 7 1. City and Employee Paid Medical Insurance — Employee and Dependents..................................................... 7 2. Health and Other Insurance Pre iiams............................................................................................................ 8 a. Year 2014 Employer and E �loyee Contribution...................................................................................... 8 3. Future Premiums and City Co ributions........................................................................................................ 9 5. Medical Cash-Out.................................:......................................................................................................... 9 6. Section 125 Plan ............................................................................................................................................. 9 C. LIFE AND ACCIDENTAL DEAT AND DISMEMBERMENT ........................................................................... 9 D. LONG TERM DISABILITY INS RANCE.................................................................................................. 10 E. MISCELLANEOUS............................................................................................................................. 10. 1. City Paid Premiums Wf�' e On Medical Disability.......................................................................................... 10 2. Insuance Benefits Adv' ory Committee......................................................................................................... 10 F. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR CITY MEDICAL SUBSIDY PLAN ................ 10 G. POST 65 SUPPLEMENTAL MEDICARE COVERAGE................................................................................. 11 — PROPOSED MEO MOU — Legislative DRAFT HB -619- Item 13. - 7 MEMORANDUM OF UNDERSTANDING MANAGEMENT EMPLOYEES' ORGANIZATION TABLE OF CONTENTS H. MARINE SAFETY CHIEF MEDICAL PROGRAM........................................................................................ 11 I. ANNUAL MAXIMUM BENEFIT FOR DENTAL PPO PLAN............................................................................ 11 ARTICLE XI - RETIREMENT BENEFITS.................................................................................12 A. BENEFITS.........................................................................................................................................12 1. Self Funded Supplemental Retirement Benefit............................................................................................ 12 2. Medical Insurance for Retirees..................................................................................................................... 12 a. Medical Insurance Upon Retirement........................................................................................................ 12 B. PUBLIC EMPLOYEES' RETIREMENT SYSTEM CONTRIBUTIONS AND REPORT! G ..................................... 13 1. Miscellaneous Unit Members........................................................................................................................ 13 2. Safety Unit Members................................................................................................................................... 14 3. Pre -Retirement Optional Settlement 2 Death Benefit................................................................................... 15 4. Fourth Level of 1959 Survivor Benefits........................................................................................................ 15 ARTICLE XII - LEAVE BENEFITS...........................................................................................15 A. GENERAL LEAVE............................................................................................................................. 15 1. Accrual..........................................................................................................................................................15 2. Eligibility and Approval.................................................................................................................................. 15 3. Leave Benefit Entitlements........................................................................................................................... 16 4. Conversion to Cash..................................................................................................................................... 16 B. CITY PAID HOLIDAYS....................................................................................................................... 16 C. SICK LEAVE................................................................................................................................... 17 D. VOLUNTARY CATASTROPHIC LEAVE DONATION PR GRAM.................................................................. 18 E. BEREAVEMENT LEAVE...................................................................................................................... 18 F. RELEASE TIME................................................................................................................................. 19 ARTICLE XIII - CITY RULES .................... J/.............................................................................. 19 A. PERSONNEL RULES........................................................................................................................ 19 B. EMPLOYER -EMPLOYEE RELATIONS RE OLUTION.............................................................................. 19 1. Modification of Section 7 - Decertification and Modification............................................................................... 19 C. RULES GOVERNING LAYOFF, REDU6ION IN LIEU OF LAYOFF AND RE-EMPLOYMENT .......................... 20 1. Part 1 - Layoff Procedure.................................................................................................................................20 2. Order of Layoff................................................................................................................................................. 23 3. Notification of Employees................................................................................................................................. 23 4. Part 2 - Bumping Rights................................................................................................................................... 24 5. Part 3 - Re-Employment................................................................................................................................... 25 ARTICLE XIV - MISCELLANEOUS...........................................................................................27 A. PHYSICAL EXAMINATIOfi................................................................................................................... 27 B. VEHICLE POLICY .......................................................................................................................... 27 C. DEFERRED COMPPNSATION LOAN PROGRAM..................................................................................... 28 D. COLLECTION OF,�AYROLL OVERPAYMENTS........................................................................................ 28 E. UNITMODIFIC�, ION..........................................................................................................................29 F. REQUIRED FlYGERPRINTING OF EMPLOYEES THAT WORK WITH SENIOR CITIZENS ................................. 29 G. ACTING AS GNMENT....................................................................................................................... 29 H. RETURN Ty0f WORK............................................................................................................................ 29 I. CONTROL ED SUBSTANCE AND ALCOHOL TESTING............................................................................. 30 J. MANAGLfMENT AND EXECUTIVE MANAGEMENT RELATIONS COMMITTEE ...................... I ... I ......... I ...... I... 30 ARTICLE XV - CITY COUNCIL APPROVAL.............................................................................31 EXHIBIT/A - SALARY SCHEDULE........................................................................................................ 32 4 EXHIBIT B - RETIREE SUBSIDY MEDICAL PLAN................................................................................ 35 I — PROPOSED MEO MOU —Legislative DRAFT Item 13. - 8 xB -620- MEMORANDUM OF UNDERSTANDING MANAGEMENT EMPLOYEES' ORGANIZATION TABLE OF CONTENTS SCHEDULE OF BENEFITS.............................................................................................. 35 A. Minimum Eligibility for Benefits..................................................................................................................... 35 B. Disability Retirees......................................................................................................................................... 35 C. Maximum Monthly Subsidy Payments...........................................................................�.............................. RETIREE SUBSIDY MEDICAL PLAN/MISCELLANEOUS PROVISIONS ............. ............................ 36 37 A. Eligibility.........................................................................................................................................................37 B. Benefits...................................................................................................................%.....................................37 C. Subsidies............................................................................................................. �`........................................ 37 D. Medicare............................................................ ............. ........... ........................ /......................................... 38 E. Cancellation.......................................................:............................................�............................................ /......................................... 38 EXHIBIT C -VEHICLE USE/ASSIGNMENT............................................... 40 EXHIBIT D - PHYSICAL EXAMINATION DESCRIPTION......................../........................................... 41 EXHIBIT E - 9/80 WORK SCHEDULE............................................................................................. 42 EXHIBIT F- 4/10 WORK SCHEDULE.................................................................................................... 44 EXHIBIT G - VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM GUIDELINES .............. 45 HB -621- Item 13. - 9 MEMORANDUM OF UNDERSTANDING between THE CITY OF HUNTINGTON BEACH (Hereinafter called CITY) and THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGA/IATION (Hereinafter called ASSOCIATION or MEO) PREAMBLE This Memorandum of Understanding is entered into by and between the City of Huntington Beach, a Municipal Corporation of the State of California, herein called "City," and the Huntington Beach Management Employees' Organization, a�California Organization, herein called "Association." WHEREAS, pursuant to California law, the City, acting by and through its designated representatives, duly appointed by the governing body ok°said City, -and the representatives of the Association, a duly recognized employee associati?� have met and conferred in good faith and have fully communicated and exchanged information concerning wages, hours, and other terms and conditions of employment for the period November 1, 2015 through October 31, 2017 WHEREAS, except as otherwise expressly provided herein, all terms and conditions of this Agreement shall apply to all employees represented by the Association, and WHEREAS, the representatives of the City"nd Association desire to reduce their agreements to writing, NOW THEREFORE, this Memorandum of Understanding (MOU) is made to become effective November 1, 2015 no^omhor 2l 20121- andlw2j It is agreed as follows: ARTICLE I - TERM OF MOU This Agreement shall be in effect for a period of two (2) years commencing November 1, 2015 '" ' _W_i /')\ v nmm hor '� I `�!1 17 �nr1 and ending midnight October 31, 2017. t a�mwsj�2^, ye ,renGiRg-Dese�� , a. The parties agreE'to commence negotiations on a successor MOU by not later than Julyg y.. , 1_, 2017 .`74 ARTICLE II - REPRESENTATIONAL UNIT/CLASSIFICATIONS It is recognized th' at Association is the employee association which has the right to meet and 9 �9 confer in good faith with the City on the behalf of employees whose classifications are listed in Exhibit A, attached hereto and incorporated by reference herein. - Proposed MEO MOU - Legislative DRAFT 1 Item 13. - 10 HB -622- MANAGEMENT EMPLOYEES' ORGANIZATION ARTICLE III — MANAGEMENT'S RIGHTS The parties agree the City has the right to make unilateral management decl ons that are outside the scope of bargaining, as defined by state and federal law and Publ' Employment Relations Board (PERB) decisions. Except as expressly abridged or modifiederein, the City retains all rights, powers and authority with respect to the management and direction of the performance of City 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 and terms and conditions�f employment or be construed as granting the City the right to make unilateral changes in wages, hours and terms and conditions of employment. Such rights include, but are not limit d to, consideration of the merits, necessity, level or organization of City services, including tablishing of work stations, nature of work to be performed, contracting for any work or operation, reasonable employee performance standards, including reasonable work and safety Ls and regulations in order to maintain the efficiency and economy desirable for the performce of City services. ARTICLE IV - EXISTING CONDITIONS QF EMPLOYMENT Except as otherwise expressly provided herein, )he adoption of this Memorandum of Understanding shall not change existing benefits /drid terms and conditions of employment which have been established in prior Memoranda of Understanding, and/or provided for in the Personnel and Departmental Rules of the City of,WU'ntington Beach. ARTICLE V--SEVERABILITY If any section, subsection, sentence, claye, phrase, or portion of this MOU or any additions or amendments thereof, or the applicatiop 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 herel�-? declares that it would have adopted this MOU and each section, subsection, sentence, Clause, phrase, or portion, and any additions or amendments thereof, irrespective of the factihat any one or more sections, subsections, sentences, clauses, phrases, or portions, or the application thereof to any person, be declared invalid or unconstitutional. 0 ARTICLE VI - SALARY SCHEDULE All employeesf are required to utilize direct deposit of payroll checks. The City shall issue each emplvee direct deposit advice (payroll receipt) each pay period that details all income, withholdings, and deductions. .1. Waae Increases Effective the beginning of the pay period that includes October 1, 2016, . all bargaining unit members will receive a two -percent (2%) wage increase. — Proposed MEO MOU —Legislative DRAFT 7 HB -623- Item 13. - 11 MANAGEMENT EMPLOYEES' ORGANIZATION a. E#eGtiVe the .. .. ARTICLE VII - SPECIAL PAY A. Educational Tuition 1. Upon approval of the Department Head and the Director�6f Human Resources, , permanent employees may be compensated for cou.rses frog, accredited educational institutions, including vocational schools. Tuition,,,rembursement shall be limited to job - related courses or job -related educational degree objectives and requires prior approval by the Department Head and the Director of:Human Resources. 2. Education costs shall be reimbursed to permanent employees" for tuition, books, parking (if a required fee) and any other required= fees upon® f'presentation of receipts. However, , the maximum reimbursement shall be nofi more than,,one thousand seven #+ve hundred and fifty dollars ($1,7509) in any fiscal year period periemployee. a. Employees may not carry -overran JI-pe reimbursed for prior fiscal year education costs in successive fiscal years. 3. Reimbursements shall :be made when the* en p,Ioyee presents proof to the Director of y° •.: Human Resources`that he/she has successfully completed the course with a grade of "C" or better; or a "Pass if takenfbr credi . B. Bilingual Pay,,, Perma•nerit employees whoare requlre'd-0;' by their Department Head to use Spanish, '. Vietnamese, or Sign Language skills as part of their job assignment, shall be paid an add itional"five-percent (5%11 their. base hourly rate in addition to their regular bi-weekly salary. Per rianent employ, es may,�k crept assignments utilizing bilingual skills in other languages on a,,short-term 'A nment with approval by the City Manager. Such employees shall receive the .additio al„f ve percent (5%) for every bi-weekly pay period that the assignment is in effect. In- -,-order to be eligible for said compensation, an employee's tested and certified by the Director of Human Resources or language proficiency illr`b designee. The spec',a"i pay shall be effective the first full pay period following certification as verified to the Department Head in writing by the Director of Human Resources or designee. The parties_agre,6 that to the extent permitted by law, Bilingual Pay is special compensation Bilinaual Prei Item 13. - 12 i 3nlA _ DROPOSED MEO MOU — Legislative DRAFT HB -624- MANAGEMENT EMPLOYEES' ORGANIZATION I Mnn..�� - - - - - - - - - - RIN "I IN W-111 ".1 Affiffiffilp"N.- LLK= ARTICLE Vill - UNIFOR& The City agrees to provide uniforms to employees on a uniforms. A. General Policy The City shall furnish uniforms to th,69' empl, ees,d ' Heads as required to wear a standai d,g, uKUi t o r m fol recognition purposes, in the procedures an did0lines B. Affected Personnel d" 0 o are required to wear ignated by the various Department appearance, uniformity and public � forth hereinafter. All employees in claggificationslisted below.;:,shall wear a standard City adopted uniform. X, Each Department Head shall dbf mline which` rtemployees must wear a uniform. AN Qatecjoryiof Uniform ", a iff" AlX,11,M Uniform ............. .M 1 5 Shirts, T,-&irts and Pants -Patches, 1Vacket (PW/CS Field Issue� 2 1 Blue Suit,F2 Pants/ Polo Shirts , 1 Sweater, 1 Pair Shoes Fire 3 11 '' 2 Blue Shirts, 3 PantsL&irt s�',A '("choice) jacket/Sweater/Sweatshirt (PDj 4 2 Polo Shirts, 2 Pan trit-m2 S-1-UltICS1 5 Polo Shirts, 1 Jdcket, 1 Windbreaker (not annually), 1 Hat (Inspection), Shoes PPE/Safety for 5 Inspectors only.L(not CaPERS regortablej 6 2 T-Shirts (CS/ Z I 8 4 Battle Dress Uniform, 4 Polo Shirts, 1 Jacket, 1 Rain suit (PP) 9 4 Blue Pints, 2 Shorts, 4 Polos or Blue Shirts, 1 Jacket, 1 Rain suit (ED) 10 5 Shirts+5 Pants, Shoes PPE/Safety not PERS reportable 11 3 Shid's', 3 Pants, Boots PPE/Safety not PERS reportabIl 12 1 5 Polo Shirts, 3 Pants, 1 Sweatshirt or Windbreaker (IS) -625- -Xwrw�"" ITI"W Item 13. - 13 HB MANAGEMENT EMPLOYEES' ORGANIZATION Job UP 2111 W11111,11 "I I Wn", N batio,"', nlmW7] ... .. 1 as' �s' 6 o-'a-wo _C6 fe6,yj",9f , ,, 111� , ''I 7,11. N t Srvcs Beach Operations Supervisor -Community Srvcs 0133 Parking & Camping Fac Sur 4 -Community Fire 0131 Fire Med Coordinator 2 Not required' daily: frequency of use is ly/Week Fire 0130 Fire Protection Analyst 7 F44:6 0032 AA;rinp S;; hitzf DiViSiGR G1118 2- S-it AQ -afety __,_.._V'ePlaGed Police 0089 Senior Admin Analyst — 3 Not re,(fuired daily Police 0486 Detention Administrator 3 Police 0022 Police Communications Mgr Police 9594 0625 Police Admin Division Services Ma!naggr QC a. Police 0094 Police Records Administrator 3 & Bldg 0072 Principal Electrical Ins pectorV.,W�"' 5 -Planning Planning & Bldg 0073 Inspection Supervisor — g 5 Planning & Bldg 0076 Principal Inspector Plurrf/Me7fi 5/ L Planning & Bldg 0075 Inspection Manager C. Personal Protective Equipment All personal protective equipment shall I performance of duties as approved b"M,1, D. Emr)lovee Responsibilities 1. T-9-wWear a cleaffe"i' com 2. Unifomj~appearance shall it A, a 'P"atch to be worn. ' 'h rn,to b above '14, b. Pa' ts to have no'cu ' s. c. Worm h pride in 2pe, ,p fo shirt or 'ided bgs'E v y partin ent H ">Wl required. let pocket. All employee safety needs for the 3nce�ltj public, i.e., shirt buttoned, shirttail tucked in. 3. Te-wWash dhid9providd minimum repair; i.e., buttons, small tears. 4. Provide any al&rationsPnecessary including sewing on of City patches. 01111V` 5. T-G-+ Wear t- uniform only when on duty or performing work for E)theF thaR the City dLjt*e6 Ar WArk. 6. T-G-RNotify supervisor of need to replace duo to disrepair or severe staining producing an undesiraX appearance. 7. Turn in all uniform components, including patches, upon termination. 8. Te4Turn in all personal protective equipment upon termination. 21, 2012 through Denember 4 )n1A — DROPOSED MEO MOU - Legislative DRAFT Item 13. - 14 HB -626-- MANAGEMENT EMPLOYEES' ORGANIZATION 9. Te-wwear all personal protective equipment prescribed by the City safety offic r and/or Supervisor of the div siortIMWsj. E. City Responsibilities 1 1. TG- ay for City -required uniforms. 2. TG4Report to the California Public Employees' Retirement System (CaIPERS) the cost of uniforms provided as set forth in Section B (above) ,for each clAsification as special compensation in accordance with Title 2, California "',Code of Regulations, Section 571(a)(5). For employees that are not required to"wear uniforms on a daily basis or who x, are not actively employed for an entire payroll calendar>\year, a prorated cost of uniforms may apply. AOL 3. TG-pProvide one or more retail clothing outlets for the f hous allotments. ll City reserves the right to name vendor, 7 4. Te-+Maintain records of purchases. {fir.. ems; 9 F. Department Head or Designee Responsibilities �y 1. Te-eEnsure employee com liance with theUniform Polie` :.;, ...,:. a . .::..:..:..: 0 2. Te-aA_pprove replacement of deteriorated uniform cii rmponent(s) and personnel protective :..> equipment as-regaired and to maintain a;b;l sfing for each eligible employee, y name and classification, of all -.uniform component(s);;and personal protective equipment purchased. 3. Tle eConfirm'`'recei t off,"uniforms; � \" ppatches `sand personal protective equipment from an employee upon'ter�rrminatioi "' A Termination Checklist Form is to be completed, signed by the employee, and `submitted"'to the Human Resources Department. lz 1 4. TG4Reporf to the Director of Human Resources any changes to the Uniform Listing by Category/C1as""sificatior>V(Section B above). The City reserves the right to add, delete, change or modify the�UniforNrn Listing as (reguiredWs�. t ARTICLE 1X 4 HOURS OF WORK/ADMINISTRATIVE LEAVE It is the intent of the City to provide an opportunity for MEO employees to select a flex schedule and/or alternative work schedule that is consistent -with the City's objective that such schedules shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by4the City Manager or designee. " A. Overtime �` Employees represented herein shall not be eligible for paid overtime compensation, 1 Wn,n — DROPOSED MEO MOU — Legislative DRAFT HB _627_ Item 13. - 15 MANAGEMENT EMPLOYEES' ORGANIZATION B. Administrative Leave 1. Effective the beginning of the pay period following City Council final anoroval of this aareement. full-time unit emDlovees s9all be granted C. a one-time increased .allocation of ten (10) hours of administrativE leave for the 2016 calendar year allotment. /Part-time (50% employees shall be granted a one-time increasedaallocation of five(5 hours of administrative leave for the 2016 calendar year allotment. Effective January 2017 and therafter, aAll porkane-Rt full-time unit employees shall be entitled to sixtyfi##y (650) hours of administrative leave per,¢calendavyear. All ^gam part- time (50%) employees shall be entitled to thirty (30) bA=6,t�,-f",o A) hours of administrative leave per calendar year. Administrative leave shall notvcarry over to the next year and holds no cash value"oj. With supervisor andt' scheduled start times reduce service.to the determined; bv,,t h e City MEO employees will havf a4rtand Deprrent Head a retain the option of work approval. In orderjo ma and/or efficiency a Depar is in compliance with >thi Manager approval. 1 Schedule Hea'd_;— roval, MEG' employees may flex regularly hours of�700 am. to 9:00 a.m. Flex schedules shall not mental effectiveness, productivity and/or efficiency as de ignee ipton�of working a 5/40 or 9/80 work schedule with supervisor It'al: MEO employees assigned the 4/10-work schedule shall 4/1&=work schedule with supervisor and Department Head service to the public, departmental effectiveness, productivity Head may assign an employee a different work schedule that rements of the Fair Labor Standards Act (FLSA) with City The 5/90 work schedule shall be defined as working five (5) eight (8) hour days Monday through Friday each week plus a one -hour, lunch during each work shift, totaling a forty (40) hour work week. 2. 9/80 Work Schedule - UlDeGember Inn _ DROPOSED MEO MOU —Legislative DRAFT Item 13. - 16 HB -628- MANAGEMENT EMPLOYEES' ORGANIZATION The 9/80 work schedule, as outlined in Exhibit H, shall be defined as orking nine (9) days for eighty (80) hours in a two -week pay period by working eight 8) days at nine (9) hours per day and working one (1) day for eight (8) hours (Friday , plus a one -hour lunch during each work shift, totaling forty (40) hours in each FLS work week. The 9/80-work schedule shall not reduce service to the public, depart ental effectiveness, productivity and/or efficiency as determined by the City Manage or designee. 3. 4/10 Work Schedule The 4/10 work schedule, as outlined in Exhibit I, sh ten (10) hour days Monday through Thursday orjui a one -hour lunch during each work shift, totalingj�a assigned 4/10-work schedule must be in compliane and all other applicable laws. The 4/10-w�oifksched public, departmental effectiveness, productivity and/ City Manager or designee.: ' .w ARTICLE X - HEALTH AND OTHER INSURA� A. Health 17° The City shall make available geo6p medical, dental: A copy of the medical, dental and, vision plan bro Human Resources,De''640ment. ,'&J :;. -` 1. TheCity and err `employeesand employee's datE bedaligned with upon.; the empic later`"than the fir" rated for cover; separated. ;. II Wdefined as working four (4) ,day thru Friday each week plus Arfy (40) hours work week. The with the requirements of FLSA e shall not reduce service to the r efficiency as determined by the CE BE vision benefits to all employees. res may be obtained from the dMedical Insurance — Employees and Dependents ;e shall -each pay:for health insurance premiums for qualified es) e ndent(ffective the first of the month following the ire:,:The employee deduction for premium contributions shall affective date of coverage and the ending date of coverage separation. The payroll deduction amount shall begin no spay period following the effective date of coverage and pro- h rough the end of the month in which employment was )n1A-9 DROPOSED MEO MOU - Legislative DRAFT HB -6_Item 13. - 17 MANAGEMENT EMPLOYEES' ORGANIZATION 2. Health and Other Insurance Premiums a. �MUF) Health Premiums and Contributions 2014 Health Premiums and CentFibutions 1112014 MEG EE4la 2012 )n1n _ DROPOSED MEO MOU —Legislative DRAFT Item 13. - 18 HB -630- MANAGEMENT EMPLOYEES' ORGANIZATION 7n4A _ DROPOSED MEO MOU —Legislative DRAFT xB -63 1 - Item 13. - 19 MANAGEMENT EMPLOYEES' ORGANIZATION City of Huntington Beach 2016 Health Premiums and Contributions Effective 1 / 1 /2016 MEO Plan Tier,,.' Monthly Premium Erngloyer Monthly Contfib Employees Monthly Contrib Employee ..Bi-Weekly, µ{ =Contrib Kaiser Single 466.65 373.12 93.53 43.17 Two -Party 1,022.1 1 1,343.90 653.53 817.56 368"58 ,52634 , 70.11 242.93 Family Blue Shield HMO Sin le 671.00 401.43 „. 26`9.57 , 124.42 Two -Party 1,466.00 1,896.00 711.06 892.20r :` 7549'4 1,00380 348.43 463.29 Family Blue Shield PPO Single 736.00 501.17 23�4.83 108.38 Two -Party 1,555.00 1,927.00 ON' 0 1,023:36 _ / 97.20 901,64 'Ii 321.78 41,7#06 Family Blue Shield CDHP Single 541.00 501.17 �. ,39 3 18�38; Two -Party 4 1,144.00r I416.00 °: ' 857.80,� 1,023.36 �' .;�' _ 286.20 '�,,392.64 132.09 181.22 Family Delta Dental Single 58.10 42.8;.?R 15`:22<,,M 7.02 Two -Party '1:08.60 ,. 1.82 26.781:,,: 12.36 PPO Family�.� 43�20 11,6.3b .';ail3 26:84 12.39 Delta Care HMO Single 301`: 23.00 7l`1 3.28 Two -Party% ,4 51:19.Ll 39:,1 12.08 5.58 Family '78:29 59.81 ; . _. 18.48 8.53 VSP Visi'®n. . J Single.. 2 5,' 2 1.17:84 7.28 3.36 Two -Party, :.1e2 .T °' 25.12`°w: 17.843 17.84 7.28 7.28 3.36 3.36 Family IN- --- - -- 2012 , in,n _ DROPOSED MEO MOU - Legislative DRAFT Item 13. - 20 HB -632- MANAGEMENT EMPLOYEES' ORGANIZATION City of Huntington Beach 2016 Health Premiums and Contributions Premiums Effective 1/1/2016 �dical lans effective Qay period following final City Council a • royal of agreement) MEO .n m . ` a ,. _.,... Mony .Premium°.w-,. _ Employer Monthly u Contrib ���- Employee=` Monthly Contril f� Employee Bi=Weekly -Gontrib Kaiser Single 466.65 466.65 0 00 0.00 Two -Party 1,022.11 1,343.90 853.53 1,017.5� 1Z8.58 326.34 77.81 150.62 Family Blue Shield HMO Single . 671.00 601A3 `` "',�:69.57 32.11 Two -Party 1,466.00 1,896.00 91-1.06 1.,092.20 �°°55k94 803 80�„ 256.13 370.99 Family Blue Shield PPO Single T. 736.00 ��.. �. 701.1`=� 7 34.83` „ 16.08 Two -Party 1,555.00 1,927:00, Nib 57.80 1,2AAW"'y , 497.20 �;:.- %� 703.64 229.48 324.76 Family Blue Shield CDHP Single 541.0'` 5 1.06 ,� 0.00 0.00 wo-Part Ty 1,144.00 1,416.0 ��°122336 F��.1057.80�;� �_ 86. 20 >:�"�1.92.64 39.78 88.91 Family Delta Dental PPO Sin {e ,a 58.10 42.88 < 6: E5.22 7.02 Twb-Parfy <:108.60 143.20 ,� "'8C. 2 1 16.36 �°? 26.78 26.84 12.36 12.39 Fai�il: Delta Care Hlv1`O'° Sin le;;°..30.11 023.00 7.11 3.28 T�wc-Party.,, 51: b39�1 1 12.08 5.58 Earn C;,7£29 NW,. :5081 18.48 8.53 VSP Vision , ` Single _5 12 17.84 7.28 3.36 Two -Party 25 1"2zy 17.84 7.28 3.36 Family `° 25.12�,,`,' 17.84 7.28 3.36 Medical "'g ,. 3. Future Premi'urns"a"nd City Contributions Effective the beginning of the pay period following City Council final approval of this a reepfient the Cit 's contribution to medical premiums onl will be increased $200.00 per month, per medical plan, per enrollment tier, up to, but not to excee4 the monthly plan premium cost. For th/term of this agreement, and thereafter unless modified by negotiated agreeFnent of the parties, the City's monthly contributions to medical, dental and vision' insurance shall remain as specified for the 2016 Health Premiums and Contribution arri~w 2 . unless otherwise specified herein. -Gember 21, 2012 through Denpmhpr , IMA _ DROPOSED MEO MOU - Legislative DRAFT HB -633- Item 13. - 21 MANAGEMENT EMPLOYEES' ORGANIZATION A Nr-vdiOn As a result of these formulas, it is understood' not decrease during the term of this,,,Agreem compensation or benefit in the event�the City's 4. Employee payroll deductions 5. Medical Cash -Out I+f an employee is covered, program (evidence of which; r the employeey may elect to amount equal to the°City's co premiumoffered to thisunit. his plan"'F"dIlows er: pendent careand ervlce rules for.arSi Each employee is prr thousand) accidental employee shall have of life insurance and the City's current prg� additional amounts. made oVa p Ve employee contribution shall or is there any expectation of ibution cap is not reached. is. I'd icaleprogram outside of a city -provided u,pplied to,°;:Human Resources Departmentl, ue� City medical coverage and receive the to`the�l'Owest cost, Employee -only medical 6es 'to :use pre-tax salary to pay for childcare, adult edical expenses allowable under the Internal Revenue 125 plan. nt ivid fJI with $50,000 (fifty thousand) life insurance and $50,000 (fifty dismemberment insurance paid for by the City. Each h - eption, at his or her own expense, to purchase additional amounts cidental death & dismemberment insurance to the extent provided by iders. Evidence of insurability is contingent upon total participation in -- - - - - i )non _ DROPOSED MEO MOU - Legislative DRAFT Item 13. - 22 Hs -634- MANAGEMENT EMPLOYEES' ORGANIZATION D. Long Term Disability Insurance E This program provides, for each incident of illness or injury, a waiting period of thirty (30) calendar days, during which the employee may use accumulated sick leaye, general leave pay, or the employee may elect to be in an unpaid status. Subsequent to the thirty (30) day waiting period, the employee will be covered by an insurance plan p id for by the City, providing 66 2/3 (sixty six and two -third) percent of the first $12,500 elve thousand five hundred) of the employee's basic monthly earnings. The maximum benefit period for disability due to accident, or sic ess shall be to age sixty five (65). Days and months refer to calendar days and months:; Benef' s under the plan are integrated with sick leave, Worker's Compensation, Social Securit ;;land other non -private program benefits to which the employee may be entitledv Disab' ty is defined as: "The inability to perform all of the duties of regular occupationduring tw years; anted thereafter the inability to engage in any employment or occupations for whic the employee; is fitted by reason of education, training or experience." Rehabilitation enefits are provided in the event the individual, due to disability, must engage in anotfi'p occupation. Survivor,!s benefits continue plan payment for three (3) monthsobeyond death <_A -copy of the plan is on file in the Human Resources Department.s,.;M, The intent of long term disability is to' ass period of time. Whilelong;term disa6ilit benefits to achieve ,�o a hundred percent `1 more than their reg6'lar salary while rec Iv it ployees who are off work for an extended its- can be ,coordinated with accrued leave �f regular salary, no employee may receive bility benefits and paid leave. When an employee is' off ork'""without pay for reason of medical disability, the City shall maintain'tfe,City-paid a ployee's insurance premiums during the period the employee is in an unpaid status for a"length of said leave, not to exceed twenty-four (24)'months. 2. Insurance and B'ereits Advisory Committee The City and th Association participate in a City-wide joint labor and management insurance and enefits advisory committee to discuss and study issues relating to insurance and enefits available for employees. F. Retiree Plan Coverage for Retirees Not Eligible for the City Medical Retiree Subsidy Employees/Who retire from the City after January 1, 2004 and are granted a retirement allowance by the California Public Employees' Retirement System and are not eligible for the )nlA _ DROPOSED MEO MOU —Legislative DRAFT HB -635- Item 13. - 23 MANAGEMENT EMPLOYEES' ORGANIZATION City's Retiree Subsidy Medical Plan may choose to participate in City -sponsored medical insurance plans until the first of the month in which they turn age sixty-five (65),, The retiree shall pay the full premium for City -sponsored medical insurance for themselves and/or qualified dependents without any City subsidy. Employees who retire from the City and receive a retirement allowan a from the California Public Employees' Retirement System and are not eligible for the ity's Retiree Subsidy Medical Plan and choose not to participate in City -sponsored edical insurance upon retirement, permanently lose eligibility for this insurance. However, if a retiree who is not eligible for the City'sReti"r"ee Subsidy Medical Plan chooses not to participate in City -sponsored medical insurance.;"p/"N*LW. ecause the retiree has access aw"" to other group medical insurance and subsequently loigibility for that group medical ak - insurance, the retiree and their qualified dependents ave access to City -sponsored medical insurance plans reinstated. . - s Eligibility for Retiree Medical Coverage terminates t e first of the month in which the retiree or qualified dependent turns age sixty-five (65):. G. Post-65 Supplemental MedicarettZeirge, Retirees who are participating in the,Retire ,Subsidy Medical Plan as of January 1, 2004 and all future retirees uv-hog meet the -c teria 1participate in City -sponsored medical insurance, with orswithout"`Ah-e� Retiree edicaly Subsidy Plan, may participate in City- City - sponsored medical'ih,'s,urance plans tha re,,,su)plemenfal«to Medicare. A retiree or -,qualified depend entF ust choose to participate in City -sponsored medical insurance,:plans:ahat;�are suppleme tal'::.,to ,Medicare beginning the first of the month in which the retiree or qualified,dependent urns age sixty=fve (65). �F. The retiree'%°`shall pay the full remium to participate in City -sponsored medical insurance plans that are-- supplemental. ,,Medicare for themselves or qualified dependents without any City subsidy. s� Retirees or qualified,Yd pendants, upon turning age sixty five (65), who choose not to participate in City- spo 'goredPmedical insurance plans that are supplemental to Medicare permanently lose the' eligibility for this insurance. H. The Cot ... 2 ss[3 I. Annual Maximum Benefit for Dental PPO Plan The Dental PPO plan maximum annual benefit is $2,000. ' --- - - - 2012 4 in-1n _ DROPOSED MEO MOU — Legislative DRAFT Item 13. - 24 HB -636- MANAGEMENT EMPLOYEES' ORGANIZATION ARTICLE XI - RETIREMENT BENEFITS A. Benefits 1. Self Funded Supplemental Retirement Benefit Employees hired prior to August 17, 1998 are eligible for the Self-Func�6d Supplemental Retirement Benefit, which provides that: a. In the event a member elects Option #1, #Vmll2, #2W, #3, 3W or #4 of the Public 11 Employees' Retirement Law, the City shall;; pay the difference between such <. ". elected options and the unmodified allowanceA,e whi the member would have received for his or her life alone as!pr;Ovided 4 i",r California Government Code sections 21455, 21456, 21457, and 221°458 as s"'d referenced Government Code sections exist as of the date of this agreement This payment shall be made only to the member shall be payable by the Cit during the*life of the member, and upon that member death, the Cit' obligation shall cease: ;The method of funding this benefit shall be at the sole discretio of the City. This ,benefit is vested for employees covered bythiisAgreemen WWI b. Employees hired on or after Augu t 17, 1998:shall not be eligible for this benefit referenced in A.1.a. herein,abov - .=F; xr " 2. Medical Insurance forRetirees a. Medical Insurance U' on etirementr ,.Upon ,retirement] w ether"service ordisability, each employee shall have the ''following "options i egards to medal insurance under City -sponsored plans: 1) With oachangemj , enefits, retirees can stay in any of the plans offered �. by t eCify, at the;; retiree's own expense, for the maximum time period z al wed by Consolidated Omnibus Budget Reconciliation Act of 1985 OBRA) .Federal or State Law, or "'S Retirees's?retiring after approval of this MOU may participate in the Retiree" Subsidy Medical Plan, attached hereto as Exhibit B, or the Health Maintenance Organization (HMO) Plan currently being offered to retirees at the retiree's own expense if the requirements set forth in Exhibit B are met, or if the retiree meets the eligibility requirements described in Exhibit B, the retiree may receive a subsidy from the City for retiree medical insurance pursuant to the schedule set forth in Exhibit B. a In n — DROPOSED MEO MOU —Legislative DRAFT xB _637_ Item 13. - 25 MANAGEMENT EMPLOYEES' ORGANIZATION B. Public Employees' Retirement System Reimbursement and (Repor iin. !I 1. Miscellaneous Unit Members a. The City shall provide all miscellaneous employees des ibed as "classic members by the Public Employees' Pension Reform Act f 2013 — "PEPRA" with that certain retirement program commonly known d described as the "2.5% at age 55 plan" which is based on the retiremen ormula as set forth in the California Public Employees' Retirement System ( IPERS), Section 21354 of the California Government Code. -- ..... . -rti us bargaining unit "classic members%- -sF all pay to a p q C IPER&,' as art =i�f the required member retirement contributio❑ eight perce t (8°!0);of;pensionable income. This provision shall not sunset at the end of :this agreement. d=c�The City, shali° contract with",-,CalPERS to have retirement benefits calculated :n-- based upon the classic memberemployee s highest one years compensation, pursuant to th provisions of Section 20042 (highest single year). e d: The obligati ns of the City and the retirement rights of employees as provided in this,sArticle shall survive the term of this MOU ,.. f:e. For 'T z"WIN"I .Members within the meaning of the California Public Employees' Pensjgn Reform act of 2013. New Members shall be governed by the two percent at age 62 (2% @ 62) retirement formula set forth in Government Code section 7522.20. 2) Final compensation will be based on the highest annual average compensation earnable during the 36 consecutive months immediately preceding the effective date of his or her retirement, or some other 36 consecutive month period designated by the member. ' -- - 11 Deneher 91 9n12 through Denemher 41 )nlA — DRO POSED MEO MOU —Legislative DRAFT Item 13. - 26 mgHB -638- MANAGEMENT EMPLOYEES' ORGANIZATION 4 ')nIA _ DROPOSED MEO MOU — Legislative DRAFT xB -639- Item 13. - 27 MANAGEMENT EMPLOYEES' ORGANIZATION 3. Pre -Retirement Optional Settlement 2 Death Benefit -. Employees receive the benefit of the Pre-Retir"ement Optional Settlement 2 Death Benefit, as identified in Government Code Section 21r548 with CaIPERS. 4. Fourth Level of 1959 Survivor Benefits "fG-z.� urth Level of the1959 Survivor Benefit Employees receive the benefit of the._ F..o , as identified in Government Code Section 21574 wit f CalPERS. 5. The City has adopted the Call'ERS Resolu,'ion in accordance with IRS Code section 414(h)(2) and both the employee` , trib utionjandv'ff e City pickup of the required member contribution are made on a pre-tax basis. However; ,ultimately, the tax status of any benefit is determined by the law. h ; V „ ARTICLE XII - LEA►VE BENEFITS A. General Leave 1. Accrua\.. , Rs z Employees accrue Gene�all ave "at the accrual rates outlined below. General leave may be used 0,141 for any purposb i,'V luding vacation, sick leave, and personal leave. Years of Service Annual General Leave Allowance Bi-Weekly General Leave Allowance ,a First through Fourth Yearn 176 Hours 6.77 Fifth through Nintvlyear 200 Hours 7.69 Tenth through F¢/urteenth Year 224 Hours 8.62 Fifteenth Year nd Thereafter 256 Hours 9.85 2. Item 13. - 28 HB -640- MANAGEMENT EMPLOYEES' ORGANIZATION i. General leave must be pre -approved except for illness, injury or famW sickness, which may require a physician's statement for approval. General leave accr d time is to be computed from the employee's anniversary of their hiring date. ii. Employee's are not permitted to take general leave in exce of actual time earned. Employees shall not accrue general leave in excess of six ndred forty (640) hours. An employee who earns general leave hours in excess of si hundred forty (640) hours shall be paid the cash value of those additional hours in their aycheck. a. Emplovees in this unit hired on or after_0 ober 1, 2016, shall not be eligible for this benefit. General Leave shall be capped at six hundred forty hours (640) for,employee(s hired on or after 10/1%16. This provision shall not sunek'9thede'xpiration of this agreement. iii. Employees may not use their general ie retirement or other separation from employm nt. 3. Leave Benefit Entitlements The City shall comply with eligible employee on an appn Leave, and/or Administrative I issues. For more information Department. 4. Conversion to Cash N1,11 Twice during eachOffiscal yez payme earned nce notice to B. City Paid Holidays "N`G State and dt leave is `us ar leave nce their separation date on Ieave benefit entitlement laws. An I'to use earned Sick Leave, General iron -serious family or personal health tions contact the Human Resources each employee has the option to convert into a cash a�ion up t0 °a, total of one hundred sixty (160) hours of at thiRrbase hourly rate. The employee shall give two (2) II of his/herdesire to exercise such option. Permanent full-time mp eloyees shall receive the following paid holidays per the employee's regularly scheduled work shift: 1. New Yzar's Day (January 1) 2. MaTiGuther King Jr., (third Monday in January) 3. Presidents Day (third Monday in February 4. M'emorial Day (last Monday in May) 5. Independence Day (July 4) 6. Labor Day (first Monday in September) 7. Veteran's Day (November 11) I I^I^ — DROPOSED MEO MOU — Legislative DRAFT HB -641- Item 13. - 29 MANAGEMENT EMPLOYEES' ORGANIZATION 8. Thanksgiving Day (fourth Thursday in November) 9. The Friday after Thanksgiving 10. Christmas Day (December 25) Any day declared by the President of the United States to be a ,rational holiday and adopted as an employee, holiday by the City Council of Huntington 136ach. Cityaid holidays which fall on Saturday shall be observed the preceding Friday, and p Y Y p g Y� those falling on Sunday shall be observed the following Monday a. In the event that an employee is required to work" on a City paid holiday, the holiday hours shall be credited to the employee s`='•',general, leave bank. Approval of this transaction shall be handled by the Depart"" enteHead or designee, in the payroll period that includes the holiday worked b. If a City paid holiday falls on anGsemployee's�scheduled-�day off and with approval Nt- from the Department Head or designee, the employee may,,.take another day off during the same payroll period as thesholiday or opt to be%credited with general leave the number of hour�sAof,the employee's=iregularly scheduled�ework shift. W��.. c. A permanent half-time (1/2) or ti f,ee-gUarter-iAe-.(3/4) employee shall have City paid holidays paid as time off with a ro-rated amount of four (4) or six (6) hours, respectively. ,. '_• ' C. Sick Leave \ / 1. Accrual — No employee, all accr= a sick leave after December 24, 1999. I,:. w, �=M'y 2. Credit=Emplo""gees shall carry forwal`d;:tf1''eir.sick leave balance and shall no longer accrue sick leave credit. 3 3. Usage -"Employees ma, -;:;use accrued sick leave for the same purposes for which it was used prior to°-Decembe 25 1999. 4. Pay Off At Termination a. Employe of ti%e payroll on November 20, 1978 are entitled to, the following sick leave pyoff plan: At inkioluntary termination by reason of disability, or retirement, employees (or in the case of death, their beneficiary) shall be compensated at their then current rate Of pay for seventy-five percent (75%) of all unused sick leave accumulated as of July 1, 1972, plus fifty percent (50%) of unused sick leave accumulated subsequent to July 1, 1972, up to a maximum of seven hundred twenty (720) hours of unused, accumulated sick leave; except as provided in paragraph 4 below. Penember )n4A - DROPOSED MEO MOU -Legislative DRAFT Item 13. - 30 Hs -642- MANAGEMENT EMPLOYEES' ORGANIZATION Upon termination for any other reason, employees shall be compensated at their then current rate of pay for fifty percent (50%) of all unused, accumul ted sick leave, up to a maximum of seven hundred twenty (720) hour of such accumulated sick leave. b. Employees hired after November 20, 1978 shall be entitled to the following sick leave payoff plan: Upon termination, all employees shall be paid, at their then current salary rate, for twenty-five percent (25%) of unused, earned sick leave to`�four hundred eighty (480) hours accrued, and for thirty-five percent (35%) o�all unused, earned sick leave in excess of "four hundred eighty"(480) hours, but not to exceed seven hundred twenty (720) hours, except as provided ii par�raph 4 below. c. Except as provided in paragraph: 4d. below, n6employee shall be paid at termination for more than seven hundred enty (720) hours of unused, accumulated sick leave. However;e"mployeesmay utilize accumulated sick leave on the basis of "last in first out" meaning"thatsick leave accuqg lated in excess of the maximum for payoffrhay,"be utilizedffirst<for sick leave, as defined in Personnel q; Rule 18-8.., .,. d. Employees who had unused; accu elated sic -!leave in excess of seven hundred twenty (720),y hours,as of Julys, 1,980, "shall be compensated for such excess sick leave rern a ing -on termination .under the'f6rmulas described in paragraphs 1 and 2 above. n ,no eventy'shall an employee be compensated upon termination for any accumulated sick leavyin excess of the cap established by this paragraph (i;e., seven hundred &w _hty (720) hours plus the amount over seven hundred " 1980 . Employees ma continue to utilize twenty ( ) hours'eexlstAi ing" On- July 5;- ,. )y :..... sick leave -accrued after that date <in..",excess of such "cap" on a "last in, first out" basis. z.. e. To the, extent tha '.any capped amount of excess sick leave over seven hundred twenty (720) hours .is utilized, the maximum compensable amount shall be corresp`ondIn , fy reduced. (Example: Employee had 1, 000 hours accumulated. Six month"s ,after ,>July 5, 1980, employee has accumulated another 48 hours. Employee Isthen `sick for 120 hours. Employee's maximum sick leave "cap" for compen ion afi termination is now reduced by seventy two (72) hours to nine hundred twenty eight (928) hours. f. Em:ployees electing to participate in the City's group health insurance program after retirement can request the premiums to be paid by the City out of any vailable funds due and owing them under the terms of this agreement for unused sick leave benefits upon retirement. D. Voluntary Catastrophic Leave Donation Program ,i )n4A — DROPOSED MEO MOU — Legislative DRAFT xB -643- Item 13. - 31 MANAGEMENT EMPLOYEES' ORGANIZATION Under certain conditions, an employee may donate leave time to another employee in need. The program is outlined in Exhibit G. E. Bereavement Leave Employees shall be entitled to bereavement leave not to exceed twenty-four` (24) work hours in each instance of death in the immediate family. Immediate family is/defined as father, mother, sister, brother, spouse, registered domestic partner, children, grandfather, grandmother, stepfather, stepmother, step grandfather, step grandmother, grandchildren, stepsisters, stepbrothers, mother-in-law, father-in-law, son-in-law, daughter-in-law, brother- in-law, sister-in-law, stepchildren, or wards of which the -employee is the legal guardian. F. Release Time Notwithstanding any other provisions of this Agreement, the Association and the City agree to continue discussion during the term Of the MOU on Release Time for negotiation, W :::. y including City's consideration of the number of hours based do the establishment of a mutually agreed upon written provision 'for.,,,the uspN, of such .leave by Association representatives and its members. Such leavE Association business not covered :within the sc City's intent to enforce reasonable° `standards f Release Time use. 0 In RTICL Personnel Rules All MOUp­ouisions that the CityPersonnel RuI During the�,term of the greei Employee -Employer Relatior ution blimited to use for the purpose of -legal requirements. It remains the administration and control of current _ES �rsonnel Rules shall automatically update into such rules. lent, the City and the Association agree to update the s Resolution to reflect current State law. WHA — DROPOSED MEO MOU —Legislative DRAFT Item 13. - 32 HB -644- MANAGEMENT EMPLOYEES' ORGANIZATION 1. Modification of Section 7 — Decertification and Modification a. The City and the Association desire to maintain labor stability Aithin the representational unit to the greatest extent possible, consistept with the employee's right to select the representative of his or her own choos' g. For these purposes, the parties agree that this Agreement shall acV., a bar to appropriateness of this unit and the selection of the representative of this unit, except during the month of August prior to the expiration/of this Agreement. Changes in bargaining unit shall not be effective until expiration of the MOU except as may be determined by the Personnel Commission pursuant to the procedures outlined below. This provision shall modify;/and supersede the time limits, where inconsistent, contained i.n `Section prof the current Employer - Employee Relations Resolution of the_City--Of Hunti ;t', Beach. b. The City and the Association have!a`greed to a procedure whereby the City, by and through the Director of Human, - esources, would be entitled to propose a Unit . . Modification. The Association and:k.the C�ity� agree to ,tointly recommend a modification of the City of Huntington Beach Employer,'Employee Relations r Resolution (Resolution"` Number 33A,1 upon the City having completed its obligation to meet and confer p his issue%with all other bargaining units. The proposed change to\the employer -Employee Relations Resolution is as follows: 7.3 Directorlof HumanResources''Motion of Unit Modification - The Director of Human Res cur es ma" propose,,'(,:during the same period for filing a petition for %decertification,thatan-. established -unit be modified in accordance with the following-°procedNOS., ure: ` 1. The Director, f Human Resources shall give written notice of the proposed _......modificatio (s) , to any:..affected employee organization and any affected 2. The,,Personnel ;:Commission shall hold a meeting concerning the proposed MOOification(s)APat which time all affected employee organizations and e,, ployees`sfiallbe heard; 3. Thereafter, the Personnel Commission shall determine the composition of the appropriate unit or units and shall give written notice of such determination to the affected employee organizations and any affected employees. The City Manager, employee organization or employee aggrieved by an appropriate unit determination of the Personnel Commission may, within ten (10) days of notice thereof, request a review of such determination by the City Council. Within thirty (30) days of receipt of a request to review a unit )n4A _ DROPOSED MEO MOU — Legislative DRAFT HB -645- Item 13. - 33 MANAGEMENT EMPLOYEES' ORGANIZATION determination of the Personnel Commission the City Council shall review the matter. The City Council's decision shall be final. J 4. Except as provided otherwise in this MOU, the salary, benefit, and wor ing conditions specified by this MOU shall be provided to employees in classifications listed in Exhibit A and have completed or are in the p,ocess of completing a probationary period in a permanent position in the co petitive service in which the employee regularly works twenty (20) hours/or more per week. C. Rules Governinq Layoff, Redu 1. Part 1 — Layoff Procedure a. General Provisions s 1) Whenever it is necessary, because of lack of°work or_funds to reduce the staff of a City department, employees "may be I "dg,off pursuantto these rules. 2) Whenever an employee is to bepa`rated from the competitive service because the tasks assigned�.are tVe eliminated or substantially changed due to management -initiated- changes, including, but not limited to automation or other technological changes, 4l As the policy``"of the City that steps be taken by ... w the Human R'bsources Department.;on. an mtegrdepartmental basis to assist such empioyeeJn locating, preparing toq;qualify for, and being placed in other positions in the competitde service. This sh"all not be construed as a restriction on the City governnje in effecting economies or in making organizational or .other changesto jh,' rease.efficiency. 3) A department sx3 "all reduce staffy by identifying which positions within the departmentare to be eliminated. 4) ThE dep Sec occ 5) If dea b. SrviCE employeej.who ha 'the least City-wide service credit in the class within the artment shalhave City-wide transfer rights in the class pursuant to Part 1, t &A, Transfer or Reduction to Vacancies in Lieu of Layoffs, or within the ipational series pursuant to Part 2, Bumping Rights. deadline," ithin this procedure falls on a day that City Hall is closed, the dline shall be the next day City Hall is open. Credit 1) Service credit means total time of full-time continuous service within the City at the time the layoff is initiated, including probation, paid leave, or military leave. Permanent part-time employees earn service credit on a pro-rata basis. 2012 )n4A _ DROPOSED MEO MOU— Legislative DRAFT Item 13. - 34 HB -646- MANAGEMENT EMPLOYEES' ORGANIZATION 2) Except as required by law, leaves of absence without pay shall not earn service credit. 3) As between two or more employees who have the same amount of service credit, the employee who has the least amount of service in class shall be deemed to be the least senior employee. c. Transfer or Reduction to Vacancies in Lieu of Layoff 1) In lieu of layoff, a transfer within class shall„ be offered t an employee(s) with the least amount of service credit in thexclas"s design ted for staff reduction within a department subject to the following,z " a The employee has the necessa �"" ry:xqualifications to perform the duties of the position.::::°. b) The employee shall be given the opportunity, in ..order of service credit, to accept a transfer to a vacant positionel n the same class within the City, provided the employee has thet>•n( ssary qualifications to perform the duties of the position;, c) If no position in thelsame clas is vacant, the employee shall be given the opportunity, in order ofaservi ,credit, ttransfer to the position in the same class °fha1WRt ;:,.held by an i cum ent° in another department with the least amount of `service credi ,hose ,position the employee has the necessary qualifications to° perfor,, 2) If -an employees) ,isy qt eligible for transfer within the employees class, the emplo., ee shallbe° dffered;: in order, of service credit, a reduction to a vacant position ln`the ne -lower class within the City in the occupational series in lieu of layoff provided theemployee has the necessary qualifications to perform the duties of the poosition.` 3) If�the,.em foyee'refuses to accept a transfer or reduction pursuant to a. or b., ' abovedie employee shall be laid off. ; a) I the employee(s) in the class with the least amount of service credit is in the positions=)Fto be eliminated or displaced by transfer, the employee shall be .Aered bumping rights, pursuant to Part 2, Bumping Rights. b) Any employee who takes a reduction to a position in a. lower class within the occupational series in lieu of layoff shall be placed on the reinstatement/reemployment list(s) pursuant to Part 3. Reemployment. 4 ')n4e _ DROPOSED MEO MOU — Legislative DRAFT HB -647- Item 13. - 35 MANAGEMENT EMPLOYEES' ORGANIZATION 2. Order of Layoff a. Prior to implementing a layoff, vacant positions that are authorized to be filled shall be identified by City-wide occupational series. If the employee refuses to accept a position pursuant to Section 3. above, the employee shall be laid off. b. No promotional probationary employee or permanent employee within a class in the department shall be laid off until all temporary, none rmanent part-time and non -promotional probationary employees in the lass are laid off. Permanent employees whose positions have been eliminated may exercise citywide bumping rights to a lower class irate,,occupational series pursuant to Part 2. C. When a position in a class and/or cc series is eliminated, any employee in the class who is oh ;authorized leave of absence or is holding a temporary acting position in another class s�hall�bel included for determining order of service credit and" be` subject to ,these layoff procedures as if the employee was in his or her perms ent position. 3. Notification of Employees`- a. The Human Resources Department shall give written notice of layoff to the employee by personal`�service`;o Eby sendinig it by certified mail to the last known maili " Paddress at1east thidy (30) calendar days prior to the effective date of the layoff..Normally notices#wU` be served on employees personally at work gig:.. .�.:,e b. Layoff notices" may be 'nitialI issued to all employees who may be subject to �a , „layoff as a result:. of e, ployeesexercising voluntary reduction/bumping rights. a,i .i.6Y3yi e c: The notice oflayoff shall include the reason for the layoff, the effective date of q',rn,the layoff, the 'mployee's hire date, and the employee's service credit ranking. "sThe notices all'.,also include the employee's right to bump the person in a 1: N lower class " ith`=:the least service credit within the occupational series provided the ernpI ee possesses the necessary qualifications to successfully perform the dutiin thelower class and the employee has more service credit than the incum ent in _the lower class. d. They written layoff notice given to an employee shall include notice that he or shoe has seven (7) calendar days from the date of personal service, or date of elivery of mail if certified, to notify the Director of Human Resources in writing if the employee intends to exercise the employee's bumping rights, if any, pursuant to Part 2, Bumping Rights. Whenever practicable, any employee with the least amount of service credit in a lower class within an occupational series which is identified for work force reduction shall also be given written notice that such employee may be - 4 )n1A _ DROPOSED MEO MOU -Legislative DRAFT Item 13.. - 36' xs -648- MANAGEMENT EMPLOYEES' ORGANIZATION bumped pursuant to Part 2. This notice shall include the items referred to in C., above. / f. If an employee disagrees with the City's computation of service credit or listed date of hire, the employee shall notify the Director of Humag/Resources as soon as possible, but in no case later than five (5) calendar days after the personal service or certified mail delivery. Disputes regardling date of hire or service credit shall be jointly reviewed by the Director oeHuman Resources and the employee and/or the employee's representativVas soon as possible, but in no case later than five (5) calendar :days from/the date the employee notifies the Director of Human Resources\ of the/dispute. Within five (5) ee shall be notified in employee the e' ` calendar days after the dispute is reviewed; p y writing of the decision.. 4. Part 2 — Bumping Rights, a. Voluntary Reduction or Bumpind in Lieu ofo avoff 1) A promotional ,probationary emp, Wpa dyee or permanentemployee who receives a layo *notice may request a reduction to a -,position in a lower class within the 'oecupationaI series provided the employee possesses the necessary qualifications tv perform the,duties of the position. 2) Employees electing reduction under a 'above, shall be reduced to a position"Y"authorized t0` bye ,filled''in a lower class within the employee's occupational t"series. The employee may,'reduce to a lower class in his/her Occupational s'eriieesyby: 1) "filling a vacancy in that class, or 2) if no vacancy W..exists,- displac rig he�emplo�yRee in the class with the least service credit ;:;;u,whose position the employee' --has the necessary qualifications to perform. Y ... A displaced employee shalllave bumping rights. .. .`;y 4) An employee who receives a layoff notice must exercise bumping rights •'k within seven (7) calendar days of receipt of the notice as specified in Part 1 - LdyoffMi rocedure. Failure to respond within the time limit shall result in a'freputable presumption that the employee does not intend to exercise any, rightofreduction or bumping to a lower class. The employee must carry.tliez.,burden of proof to show that the employee's failure to respond within `the time limits was reasonable. If the employee establishes that failure to respond within the time limit was reasonable, to the Director of Human Resources satisfaction, the employee shall be permitted to exercise bumping rights, but shall not be reinstated to a paid position until the employee to be bumped has vacated the position. If the employee disagrees with the Director of Human Resources decision, the employee may appeal pursuant to the provisions of Sections 3 and 4 below. e )n4A _ DROPOSED MEO MOU — Legislative DRAFT HB -649- Item 13. - 37 MANAGEMENT EMPLOYEES' ORGANIZATION b. Reinstatement/Re-Employment Lists Any employee who takes a reduction to a position in a lower class within the occupational series in lieu of layoff shall be placed on tile reinstatement/re- employment list pursuant to Part 3, Re -Employment. c. Qualifications Appeal Any employee who is denied a reduction to a position in yaower class within the occupational series on the basis that the employee ds not possess the necessary qualifications to successfully perform the duties of the lower position may appeal the decision. The appeal shall be filed with'Athe Director of Human Resources within five (5) calendar days <ofY,the employee's receipt of written notice of the decision and reason(s) for,;denial. The employee's appeal shall be in writing and shall include supportingfacts or documents supporting the appeal. v d. Qualifications Appeal Hearin 1) Upon receipt of an appeal, the_ Directorof HumanR'esources shall contact :. a mediator from the California State,M6diation and Conciliation Service to schedule a hearing within two (2)weeks after receipt of''xthe appeal. If the California State Mediation and,Coiiciliation Service is not available within that time frame, the,;part es�­•shall mutually select a person who is available within the time frame,. If the„azCalifornia`"State Mediation and Conciliation ServiceMdh"d the person mutuall, y selected"are not available within the time :Mv., $ _ frame the`' arties shall select' theearliest date either is available to -'6nd'uct the hearing. The parties shall'split the cost, if any, of the hearing officer:: In addition, the parties shall meet within three (3) workdays to ,•:.rp,- attempt to ,resoIVW,,, the dispute. If the dispute remains unresolved, the arties s h a I F endeavor 3 in good faith to submit to the hearing officer a statement ofgreed upon facts relevant to the hearing. except as otherwise 2) Appeal he rings shall be limited to two (2) hours, p agreed bthe parties or directed by the hearing officer. In 3) l"he�hearingofficer shall attempt to resolve the dispute by mutual agreement' ifpossible. If no agreement is reached, the hearing officer shall re.ndet-a,,dec sion at the conclusion of the hearing, which shall be final and binding 5. Part 3 — Re -Employment a. Re -Employment 1) Employees who are laid off or reduced in class to avoid layoff shall have their names placed upon a re-employment list, for each class in the occupational series, in seniority order at or below the level of the class from which laid off or reduced. 2042 '2n4n _ oROPOSED MEO MOU —Legislative DRAFT Item 13. - 38 HB -650_ MANAGEMENT EMPLOYEES' ORGANIZATION 2) Names of persons placed on the re-employment lists shall remain on the list for two (2) years from the date of layoff or reduction. l 3) Vacancies shall be filled from the re-employment list for a class, starting at tile top of the list, providing that the person meets' the necessary qualifications for tile position. 4) Names of persons are to be removed from the reemployment list for a class if on two (2) occasions they decline an offer of employment or on two (2) occasions fail to respond to offers{°ofemployment in a particular class within five (5) calendar days of rec pt of written notice of an offer. Any employee who is dismissed from_,Citye service for cause shall. have his or her name removed from all re-er ploymentlists. 5) Re-employment lists sh upon reasonable reque: 6) Qualification appeals involvi the same manner as,that ide b. Status on Re -Employment 1) Per!E n6& 're=empl Ive available to^IHBMEO and affected employees h"k re-e9 pm to ment ri hts shall be resolved in � . =, Y ntified--j" Part 2. Section 4. �yoff "within a two: (2) year period from the date �wma considerations and benefits: a) Service credit hdld up n layoff shall be restored, but no credit shall be adtled for theperiod ofxlayoff. ,..... b)`"' P'�ior ser ice credit'shall�be counted toward General Leave accruals. c) Emplo .ees may ,cash in sick leave upon layoff or at any time after 4° y la yo inthe manner and amount set forth in existing Memoranda of :. ,. Un , ers n, ding for that employee's unit. General Leave shall be paid to a employee when the re-employment list(s) expire(s), if not previously aid. d') Up' n reinstatement the employee may have his or her General Leave re -credited by repayment to the City the cashed amount. e) The employee shall be returned to the salary step of the classification held at the time of the layoff and credited with the time previously served at that step prior to being laid off. f) The probationary status of the employee shall resume if incomplete. )n-In _ DROPOSED MEO MOU — Legislative DRAFT HB -651 - Item 13. - 39 MANAGEMENT EMPLOYEES' ORGANIZATION 2) Employees who have been reduced in class to avoid layoff and are returned within two (2) years to their former class shall be placed at the salary step of the class they held at the time of reduction and have their merit increase eligibility date recalculated. ARTICLE XIV - MISCELLANEOUS A. Physical Examination Employees shall be provided, once every two (2) .,years, wit/Illinclude: id physical examination. Said exam shall be comprehensive in,nafiure and sly 1. A complete medical history, physical exain,;1labora ory esting and review of results by a physician. (See Exhibit G, Physical Exam Description.) 2. A stress EKG will be provided for emr4ployees forty (40) years of age or older. No more than one-half (1/2) of the eligible emp•oyees shall receive examinations in any one fiscal year. B. Vehicle Poli 1. Approval is required by the City,,Man°a"ger-or his%hor�designee for any City vehicle to betaken homeby'an employee:..ri 4-2. ADDroval s`...reauired-vbv they' Cifv"T Manaaer -for anv individual occupving a classification eligible forFth"e a to allowance to receive the compensensation. 2-3_The,autoallowance for qualifying' -employees is two hundred seven dollars and sixty- ine cents $207.69 bi=vi�ieekly �``` . No unit -employee,. shall have; t nheir automobile allowance eliminated" until the City s _ ..Sry , Fleet"IVlfanagemen Policy is renegotiated. 5. Eligibility forMautomobile' allowance shall be determined in accordance with the City's Fleet Management Program dated August 1999 and as specified pursuant to � c Arlminietra}iR'crru&zfinn An7_ 4-6. Employees assigned to drive a city vehicle and/or employees receiving an Auto Allowance will participate in the DMV Pull Notice Program. 5J. Employees in the following classifications are eligible to receive Auto Allowance: ■ Assistant to the City Manager ■ Assistant Fire Marshal ■ Beach Operations Supervisor M Building Manager ' --- - -- i roan _ DROPOSED MEO MOU —Legislative DRAFT Item 13. - 40 HB -652- MANAGEMENT EMPLOYEES' ORGANIZATION s ■ Business Systems Manager • City Engineer ■ Community Services Man [e m[ 'w'"] ■ Construction Manager • Deputy City Treasurer* ■ Deputy Director of Economic IDevelopmen61 ■ Detention Administrator ■ Facilities, Development & Concessions Manager ■ Facilities Maintenance Supervisor Fleet Operations Supervisor: ■ General Services Manager • _Inspection Manager ° ■ Inspection Supeririso mw2;i I andSGape ArnhiteGt ■ Landscape Maintenance Supervisor ■ Maintenance Operations Ma- ager ■ �Aonh�r�in�l �A�inton�nno C.iroiaeicnr ■ Parking/CampingFacility Supervisor,, ■ Police Administrative+,Division Services4Manager ■ Police Comm unications°Manager ■ Police Records Administrator \`kh\ ■ Principal nElectrical Inspector ■ Pr cipal Plumbing Mecha ica[-jnspector,, ■ Tree; ■ Utiliti Water D C. Deferred C ;Supervisor . lager, Supervisor& Supervisor 40 Dion Supervisor ction Supervisor 1. Loan Program In acc©"rdance with federal law, employees may borrow from their deferred comp 4sation funds for critical needs such as medical costs, college tuition, or purchase of a home. i )n1A — DROPOSED MEO MOU — Legislative DRAFT HB -653- Item 13. - 41 MANAGEMENT EMPLOYEES' ORGANIZATION 2. Deferred Compensation Contribution at Time of Separation In accordance with Internal Revenue Service rules, the value of any un sed earned leave benefits may be transferred to deferred compensation at separ on (including retirement), but only during the time that the employee is actively a Oloyed with the City. The latest opportunity for such transfer must be the pay period prior to the employee's last day of employment. D. Collection of Payroll Overpayments t.,v In the event that a payroll overpayment is discovered and verified, and considering all reasonable factors including the length of time that-the"overpa ment was made and if and Aft"' l when the employee could have reasonably, known about the City such overpayment, y shall take action to collect from the employee the am©.unt of overpayment(s). Such collection shall be processed by payroll, deduction over a reasonable period of time MI considering the total amount of overpayment. "N In the event the employee se final amount shall be deductec the balance due from the emp if the last payroll check does n tes from ernpIgyf,m 'nt during the collection period, the ��.��` n the last payroll check of the employee. If applicable, a shall be communicated upon employment separation It shall be the resp�orisibility of the E accuracy of compensatioripayments c oversight or error,. Cityieserves�l caused by or theresult ofi� mislntE personnel., ;The interpretation`of aII Manager=Aordesignee and?as adopfei aye -> paymenfs shalhnot�e�onstitutea past p a F. Reauired Fi ently,-cover the --amount due the City. ployee f'and-the amity to periodically monitor the r relmbuisements due to the possibility of a clerical 'I right to also collect compensation overpayments .pretation of a pay provision by non -authorized pay:,p'rovisions shall be administered by the City '-by theCity Council. Unauthorized compensation The City requires all employees who are hired, transferred, or promoted to positions with oversight responsibilities for senior citizens to be fingerprinted for California Department of Justice (DOJ) clearance that require fingerprinting by federal, state or local law(s) be fingerpri�nyed according to said law(s). The City may also require employees be fingerprinted if they are transferred, or promoted to positions with oversight responsibilities for senior citizens or oversight responsibilities for confidential, and or sensifive documents or equipment. I -- - -Dpnprnhor 2012 , )n4A _ DROPOSED MEO MOU — Legislative DRAFT Item 13. - 42 HB -654- MANAGEMENT EMPLOYEES' ORGANIZATION G. Acting Assignment Acting assignments are not intended to exceed six (6) months unless traordinary circumstances warrant an extension as recommended and approved by t j e Director of Human Resources. Under no circumstances shall an acting assignment exceed one (1) year nor shall it be considered a reclassification or a promotion. Acting pay must be a minimum of 5.5% and the Department Head has the discretion to set compensation at any step on the pay range of the acting class, not to exceed the top step of the range. H. Return to Work !Pol cy m�2-3- \' The Cityand Association agree to reopen this"�a reem°ent to establish a Return to Work Policy for employees who experience industrial and non-lntlustrial injury and/or illness. I. Controlled Substance and Alcohol Testing The City maintains the right to conduct a cohl—rd working hours of any employeetlat it reason alcohol or a controlled substance:=in. fheworkplac` J. Manaaement and E During the term of ways to improve m K. PubIic EmV,0 ee= In a,6" Mance with employees, includi assigned disaster agreement, the City and MEO agree to meet quarterly to discuss ement.and exe utiye management relations. ste,rSSarviQe 1NorkerI - ternrr ent,Code Section 3100, all Huntington Beach City II members of this baraainina unit. are reauired to Derform 4 insA _ DROPOSED MEO MOU —Legislative DRAFT xB -655- Item 13. - 43 MANAGEMENT EMPLOYEES' ORGANIZATION ARTICLE XV - CITY COUNCIL APPROVAL It is the understanding of the City and the Association that this Memorandum of nderstanding is of no force or effect unless and until adopted by resolution of the City Coun I of the City of Huntington Beach. IN WITNESS WHEREOF, the parties hereto have executed this Memorand m of Understanding this day of 2016-Maw; 2044. HUNTINGTON BEACH CITY OF HUNTINGTON BEACH MANAGEMENT EMPLOYEES' A Municipal Corporation ORGANIZATION By: Fred A. Wilson City Manager By: Ken Domer Assistant City Manager By: Michele Warren Director of Huma Tem G - Scott Smith ME,O President Jane Camera MEO Vice President Jubinsk ns Team By:By: JoAnn Diaz",MiRdy ° °`` jamesjaymie Liu Principal-Hum"anResources Analyst :` °. �' Negotiations Team Es. Michele Diaz l'Jeget+atigRs Team p= a. Approved as t, Form:� = Approved as to Form: By: By: City Attorney Michael E. Gates Aaron Peardon Charles BaFfield OCEA Representative By: Heather Sutherland OCEA Representative 2012 WHA _ OROPOSED MEO MOU — Legislative DRAFT Item 13. - 44 HB -656- MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT A - SALARY SCHEDULE TO BE REPLACED WITH FINAL UPDATED SALARY SCHEDULE I Ulm= OWN ME r or, 101TE ..11Emw=-.Wq W. OWN w wzw-, q-, lip! . . ............. MR ol 07F2 Ma E=,—Mq. us-, N MEG MOW DeGember 21, 2012 through DerpMhpr 4 IMF - DROPOSED MEO MOU — Legislative DRAFT HB -657- Item 13. - 45 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT A - SALARY SCHEDULE n7 jjjpTffl4�M,E!!rffr,I W.. OFTIT-lul 11MIMEMIMILT �--- orlm-F-M 111W ---- - ------ �Effmnwnwdw MIMI 1 r.1% �zvry rnmn orm"TWE F.M.-M... .. F_R MR I ------ DME 0 OTTE 0 wn 110 T, I mgm, FIRM 0 MITIT, ml N, WIN, M 21, 2012 through Dpnpmhpr i )nlA —DROPOSED MEO MOU —Legislative DRAFT Item 13. - 46 inbe, 3 HB -658-- MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT A - SALARY SCHEDULE ME I F. MIT NO ------------ I ..... .. .. I . .. ..... . IFTM MEQ MQLJ DeGember 21, 2012 thFough DeGembeF I ')n4A — DROPOSED MEO MOU — Legislative DRAFT HB -659-- Item 13. - 47 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN RETIREE SUBSIDY MEDICAL PLAN _ Employees hired on or after October 1, 2014, shall not be eligible for this I/_enefitrr, i. An employee who has retired from the City shall be entitled to participate in th�City-sponsored medical insurance plans and the City shall contribute toward monthly premiurras for coverage in an amount as specified in accordance with this Plan, provided: /P A. At the time of retirement the employee has a minimum of ten (1 Qy years of continuous full-time City service or is granted an industrial disability retirement and B. At the time of retirement, the employee is employed by the CitJi; and C. Following official separation from the City, the employee is granted a retirement allowance by the California Public Employees' Retirementtystem. The City's obligation to pay the monthly premium,' as indicated shall be modified downward or cease during the lifetime of the retireeupon the occurrence of any one of the following: 1. On the first of the month in which a retire$ 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. 7 2. In the event of the deathiof 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 r.4tired at the time of death, shall be paid on behalf of the spouse or family fo a period not to exceed twelve (12) months. EDULE 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 full time service with!the City of Huntington Beach. Said service must be continuous unless prior service4s 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 $121 (one h +Adred twenty-one dollars). Payments shall be in accordance with the stipulations Pnd conditions, which exist for all retirees. Payment shall not exceed dollar amount, which is equal to the full cost of premium for employee only. 2012 3n1n _ DROPOSED MEO MOU —Legislative DRAFT Item 13. - 48 HB -660- MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN C. Maximum Monthly Subsidy Payments - Payment amounts may be reduced each month as dependent eligibility ceases due to death, divorce or loss of dependent cl'ild 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 remainin dependents. In the event no reduction occurs and the remaining benefit premium is t sufficient to pay the premium amount for the employee and the eligible dependen , said needed excess premium amount shall be paid by the employee. All retirees, including those retired as a result of disability whose m n ber of continuous, full time years of City service prior to retirement City exceeds ten 0), shall be entitled to ompleted City service maximum monthly payment of premiums by the for each year o c as follows: Maximum Monthly Payment for Retirements After: Years of Service Subsid 10 $ 1 1 11 36 12 151 13 166 14 181 15 196 16 211 17 226 18 241 19 256 20 271 21 286 22 300 2 315 4 330 25 344 4 roan _ DRO POSED MEO MOU —Legislative DRAFT HB -66 1 - Item 13. - 49 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN RETIREE SUBSIDY MEDICAL PLAN / MISCELLANEOUS PROVIS,(ONS A. Eligibility: 1. The effective start-up date of the Retiree Subsidy Mediq6l Plan for the various employee groups shall be the first of the month fol owing retirement date. 2. A retiree may change plans, add dependents, etc./during annual open enrollment. The Human Resources Department shall notify covered retirees of this opportunity each year. 3. Years of service computed for the Retiree Sub /idyyMedical Plan are actual years of completed service with the City of Hu Ington Beach. B. Benefits: 1. Retiree Subsidy Medical Plan includes Me available medical P1 to active unit 'members ° at=:the .time :,of": retirement 2. City Plans are the primary payer or 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 f r Medicare. 3. Premium payments are to a received at least one month in advance of the coverage period. C. Subsidies: 1. The subsidy pay m fits will pay for: a. Retiree Subs, 'dy Medical Plan. b. HMO. c. Part A 0 Medicare for those retirees not eligible for paid Part A. 2. Subsidyfiayments will not pay for: a. Paft B Medicare. b. c./ Any other employee benefit plan. 2012 IMF _ DROPOSED MEO MOU — Legislative DRAFT Item 13. - 50 HB -662- MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN d. Any other commercially available benefit plan. e. Medicare supplements D. Medicare: 1. All persons are eligible for Medicare coverage at /In � five (65). Those with sufficient credit quarters of Social Securieceive Part A of Medicare at no cost. Those without sufficient quarters are still eligible for Medicare at age sixty five (65, but wilo pay for Part A of Medicare if the individual elects to take Medicarl cases, Part B of Medicare is paidfor by the participant. 2. When a retiree and his/her spouse are both/sixty five (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 subsidy7whichever is less. 3. When a retiree at age sixty five (65 is .ligible 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 sixty five (65 is not eligible for paid Part A of Medicare and his/her spouse who is also age sixty five (65is eligible for paid Part A of Medicare the subsidy shall be for the retiree's Part A only. E. Cancellation: 1. For retirees/dependents eligible for paid Part A of Medicare, the following cancellation provisions g4ly: 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 sixty five 05. If such retiree was covering dependents under the Plan, depen ents will be eligible for state and or federal COBRA continuation benefits effective as of the retiree's sixty-fifth (65tn) birthday. b. Depende'nt coverage will be eliminated upon whichever of the following occasions comes first: 7 / After thirty six (36) months of COBRA continuation coverage, or )nIA _ DROPOSED MEO MOU —Legislative DRAFT xB -663- Item 13. - 51 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN 2) When the covered dependent reaches age sixty five (65) in .the event such dependent reaches age sixty five (65) prior to the retiree reaching age sixty five (65). c. At age sixty five (65) retirees are eligible to make appli ation for Medicare. Upon being considered "eligible to make plication," 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 certifi& letter from Employee Benefits 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. )n1A _ DROPOSED MEO MOU —Legislative DRAFT Item 13. - 52 HB -664- MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT C - VEHICLE USE ASSIGNMENT ADMINISTRATIVE REGULATION i in,e _ DROPOSED MEO MOU — Legislative DRAFT xB -665- Item 13. - 53 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT D — PHYSICAL EXAMINATION DESCRIPTION PHYSICAL EXAMINATION DESCRIPTION I. Complete Health History II. Complete Physical Examination by Physician III. Computer Printout: A. Physiological Tests: 1. Temperature 2. Height 3. Weight 4. Vision 5. Audiometry (Hearing Screening) 6. Blood Pressure 7. Pulse 8. Chest X-Ray 9. EKG 10. History 11. Tonometry (Glaucoma) for patients 35 12. Spirometry (Breathing) B. Laboratory Tests: 1. Blood Chemistry Screening Tests SGPT SGOT LDH Alk. Phosphatase Total Bilirubin Total Protein Albumin -Serum Globulin, Cholesterol 2. Complete Blood Count 3. Urinalysis 4. Stool Test for Blood 5. RPR 6. Pap Sm ar on Females 7. HDL IV. Examination Findings: A. Consultation with Physician B. Written`Report of Findings over. ridlycerides lucose Fasting UN Creatinine Uric Acid Calcium Inorganic Phosphate Sodium Postassium 2042 in,n _ DROPOSED MEO MOU — Legislative DRAFT Item 13. - 54 xB -666- MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT E — 9/80 WORK SCHEDULE 9/80 WORK SCHEDULE This work schedule is known as the "9/80." In the event that there is a conflict�'with the current rules, practices and/or procedures regarding work schedules and leave plaits, then the rules listed below shall govern. l 9/80 WORK SCHEDULE DEFINED The 9/80 work schedule shall be defined as working nine (9) days for eighty (80) hours in a two - week pay period by working eight (8) days at nine (9) hours per day afnd working one (1) day for eight (8) hours (Friday), with a one -hour lunch during each work shift, totaling forty (40) hours in each work week. The 9/80 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by thebty Manager or designee. A. Forty (40) Hour Work Week The actual work week is from Friday at mid -shift (pm.) to Friday at mid -shift (a.m.). No employee working the 9/80 work schedule will be able to flex their Friday start time nor the time they take their lunch break, which will be from/12:00 p.m. to 1:00 p.m. on Fridays. All employee work shifts will start at 8:00 a.m. on their Friday worked. The start of the work week is 12:00 noon Friday. B. Two -Week Pay Period The pay period for employees starts F days until Friday mid -shift (a.m.). Duril (9) hour work days (thirty-six (36) houi equal forty (40) work hours in each wo the a.m. shift, which is charged to work is charged to work week two). )i C. A/B Schedules iday mid -shift (p.m.) and continues for fourteen (14) glthis period, each week is made up of four (4) nine 5) and one (1) four (4) hour Friday and those hours k week (e.g. the Friday is split into four (4) hours for week one and four (4) hours for the p.m. shift, which To continue to provide service to the public every Friday, employees are to be divided between two schedules, knAn as the "A" schedule and the "B" schedule, based upon the departmental needs. For .identification purposes, the "A" schedule shall be known as the schedule with a day off on, the Friday in the middle of the pay period, or, "off on payday", the "B" schedule shall have/.the first Friday (p.m.) and the last Friday (a.m.) off, or "working on payday". An example is listed below: M Th FAR :S i .W VAM F F Schedule j 4 4 - - 9 9 9 9 - - - - 9 9 9 9 4 4 B Schedule/ - - - - 9 9 9 9 4 4 - - 1 9 9 9 9 - - 4 )n4A _ DROPOSED MEO MOU — Legislative DRAFT HB -667- Item 13. - 55 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT E — 9/80 WORK SCHEDULE A/B Schedule Changes Employees cannot change schedules without prior approval of /their supervisor, Department Head, and the Director of Human Resources or designee),.% D. Emergencies All employees on the 9/80 work schedule are subject to be called to work any time to meet any and all emergencies or unusual conditions which,/in the opinion of the City Manager, Department Head or designee may require such service from any of said employees. LEAVE BENEFITS When an employee is off on a scheduled workday under the 9/80 work schedule, then nine (9) hours of eligible leave per workday shall be charged against the employee's leave balance or eight (8) hours shall be charged if the day off is a Friday. All leaves shall continue under the current accrual, eligibility, request and approval requirements. 1. General Leave — As stated in Memorandum of Understanding 2. Sick Leave —As stated in Memorandum of Understanding 3. Administrative Leave —As stated in Memorandum of Understanding 4. Bereavement Leave — As stated in Memorandum of Understanding 5. Holidays - As stated in Memorandum of Understanding 6. Jury Duty — The provisions of the Personnel Rules shall continue to apply; however, if an employee is called to serve on jury duty during a normal Friday off, Saturday, or Sunday, or on a City holiday, then the jury duty shall be considered the same as having occurred during the employees day off work; therefore, the employee will receive no added compensation. 2012 4 3n4A _ OROPOSED MEO MOU —Legislative DRAFT Item 13. - 56 � HB -668- MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT F — 4/10 WORK SCHEDULE 4/10 WORK SCHEDULE In the event that there is a conflict with the current rules, practices and/or proce�du res regarding work schedules and leave plans, then the rules listed below shall govern. 4/10 WORK SCHEDULE DEFINED The 4/10 work schedule shall be defined as working eight (8) days for ep,hty (80) hours in a two week pay period by working eight (8) days (Monday through. Thursd a, Fridays off) at ten (10) hours per day, plus a one -hour lunch during each work shift, totalirp forty (40) hours in each work week. The 4/10 work schedule shall not reduce service �o the public, departmental effectiveness, productivity and/or efficiency as determined by the qity Manager or designee. All employees on the 4/10 work schedule are subject to be called to work any time to meet any and all emergencies or unusual conditions which, in tl]e opinion of the City Manager, Department Head or designee may require such service from any of said employees. LEAVE BENEFITS When an employee is off on a scheduled workday under the 4/10 work schedule, then ten (10) hours of eligible leave per workday shall be charged against the employee's leave balance. All leaves shall continue under the current accrual, eligibility, request, and approval requirements. 1. General Leave — As stated in 2. Sick Leave — As stated in 3. Administrative Leave —As dum of Understanding randum of Understanding in Memorandum of Understanding 4. Bereavement Leave — As`stated in Memorandum of Understanding 5. Holidays - As stated Iri Memorandum of Understanding 6. Jury Duty — The provisions of the Personnel Rules shall continue to apply; however, if an employee is called to serve on jury duty during a normal Friday off, Saturday, or Suday, or on a City holiday, then the jury duty shall be considered the same as having occurred during the employees day off work; therefore, the employee will/receive no added compensation. 4 3n4A _ DROPOSED MEO MOU — Legislative DRAFT HB -669- Item 13. - 57 MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT G — VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM Voluntary Catastrophic Leave Donation Program Leave Request Form Requestor, Please Complete According to the provisions of the Voluntary Catastrophic Leave DonatiorvProgram, I hereby request donated Vacation, General Leave or Exempt Compensatory Time. MY SIGNATURE CERTIFIES THAT: P • A Leave of absence in relation to a catastrophic illness or injury has been approved by my Department; and • I am not receiving disability benefits or Workers' Compensation payments. Name: (Please Print or Type: Last, First, MI) ,r ork Phone: Department: lob Title: Employee ID#: Requester Signature:, Date: > i department Director Signature of Support:' Date: work, , r Signature Date signed: ber 2012 W14A _ DROPOSED MEO MOU — Legislative DRAFT Item 13 . - 5 8 - xs -670- MANAGEMENT EMPLOYEES' ORGANIZATION EXHIBIT G — VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM Voluntary Catastrophic Leave Donation Program Leave Donation Form Donor, please complete Donor Name: (Please Print or Type: Last, First, MI) ork Phone: Donor Job Title - Type of Accrued Leave: Number of Hours I/wish to Donate: ❑ Vacation Hours of Vacation ❑ Compensatory Time Hours oyExempt Compensatory Time ❑ General Leave Hours of General Leave I understand that this voluntary donation of leave credits, once processed, is irrevocable; but if not needed, the donation will be returned�to me. I also understand that this donation will remain confidential. I wish to donate my accrued Vacation, Exempt/Compensatory Time or General Leave hours to the Leave Donation Program for: rpient employee's name (Last, First, MI): Donor Signature: Date: Please submit to Payroll in the Finance Department. 4 ')n4^ — DROPOSED MEO MOU —Legislative DRAFT xs -67 t - Item 13. - 59