HomeMy WebLinkAboutManagement Employees' Organization - 2014-03-17Dept ID HR 15-007 Page 1 of 2
Meeting Date 1217/2015
CITY OF HUNTINGTON BEACH
REQUEST FOR CITY COUNCIL ACTION
MEETING DATE: 12/7/2015
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Fred A Wilson, City Manager
PREPARED BY: Michele Warren, Director of Human Resources
SUBJECT: Adopt Resolution No 2015-82 amending the Memorandum of Understanding
(MOU) between the City and the Management Employees' Organization (MEO)
by adopting and authorizing execution of a Side Letter of Agreement regarding
the 2015 Holiday Closure
Statement of Issue.
Many Orange county cities close their facilities for a designated period through the winter holidays
The 2015 Holiday Closure period would encompass two full business days, including full closure
Thursday, December 24, 2015, and Thursday, December 31, 2015 Friday, December 25, 2015,
and Friday, January 1, 2016, are City -observed holidays
Financial Impact
De-minimus impact due to employee use of accrued leave -banks for the limited Holiday Closure
period
Recommended Action
A) Adopt Resolution No 2015-82, "A Resolution of the City Council of the City of Huntington Beach
Amending the Memorandum of Understanding Between the City and the Management Employees'
Organization (MEO) by Adopting the Side Letter of Agreement," and,
B) Authorize the City Manager to execute the Side Letter Agreement.
Alternative Action(s)
Have City services remain open to the public except for the City recognized holidays of Christmas
(12/25/2015) and New Year's Day (1/1/2016).
Analysis
Staff is recommending closing all non -essential City services to the public for the period December
24, 2015, (Christmas Eve) and December 31, 2015, (New Years Eve), in addition to the city -
observed holidays of Christmas Day (12/25/15) and New Year's Day (01/01/16)
Employees would use an appropriate time bank (general leave/administrative leave) to account for
the holiday closure period It will be at the discretion of the City Manager, based upon service
delivery to the public, whether employees may be authorized to work during this time as some
services may require employees to report to work during the period of holiday closure.
HB -369- Item 6. - 1
Dept ID HR 15-007 Page 2 of 2
Meeting Date 12/7/2015
All Non -Associated employees (Executive Management/Department Heads) will participate in the
Holiday Closure in a manner comparable to MEO (Management Employees Organization)
employees
The Public Information Office will provide widespread notification to the public Including, but not
limited to, informing the press, notification via the City's website, e-mail communication to Boards
and Commissions, publication in the City Manager's Weekly Report, and the December Community
Connection
Environmental Status
N/A
Strategic Flan Goal
Improve quality of life
Attachment(s)
1 Resolution No. 2015-82, "A Resolution of the City Council of the City of Huntington Beach
Amending the Memorandum of Understanding Between the City and the Management
Employees' Organization (MEO), by Adopting the Side Letter Agreement', including Exhibit
"A" — The Side Letter Agreement
Item 6. - 2 xB -3 70-
RESOLUTION NO. 2 015 - 8 2
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON
BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN
THE CITY AND THE MANAGEMENT EMPLOYEES' ORGANIZATION (MEO),
BY ADOPTING THE SIDE LETTER AGREEMENT
WHEREAS, the City of Huntington Beach elects to implement a holiday closure for the
period of Thursday, December 24, 2015, (including Christmas Day, Friday, December 25, 2015),
-and Thursday December 31, 2015 (including New Year's Day, Friday, January 1, 2016), which
will result in City Hall and other non -essential City of Huntington Beach operations being closed
to the public over the specified closure period, and
WHEREAS, the City of Huntington Beach elects to permit MEO employees to take
paid leave for select dates over the period December 24, 2015 and December 31, 2015, and
WHEREAS, on March 17, 2014, the City Council of Huntington Beach adopted
Resolution No 2014-13 for the purpose of adopting the Memorandum of Understanding (MOU)
between the City and the Management Employees' Organization (MEO); and
WHEREAS, on August 4, 2014, the City Council of the City of Huntington Beach
adopted Resolution No 2014-57 extending the term of the Memorandum of Understanding
between the City and the Management Employees' Organization (MEO), and
Subsequent to the adoption of the MOU and the extension thereof, the City of Huntington
Beach and MEO agreed to changes, corrections, and clarifications to the MOU that are reflected
in a Side Letter of Agreement between the City of Huntington Beach and MEO ("Side Letter
Agreement") attached hereto as Exhibit A and incorporated herein by this reference The Side
Letter Agreement pertains to Holiday Closure
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of
Huntington Beach as follows
Section 1 The Side Letter Agreement attached hereto as Exhibit "A" is approved and
adopted
Section 2 The Side Letter Agreement amends the MOU between the City of Huntington
Beach and MEO
2015 MEO Holiday Closure
Resolution No. 2015-82
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular
meeting thereof held on the 7 t h day of December, 2015.
stir,, ,i
I 'fill
2015 MEO Holiday Closure
APPROVED AS
ty
City of Huntington Beach
SIDE LETTER AGREEMENT
Representatives of the Management Employees Organization (MEO) and the City of
Huntington Beach (CITY) hereby agree to the following terms related to the MEO MOU
with respect to the following:
ARTICLE IX — HOURS OF WORK/ADMINISTRATIVE LEAVE
D. Hohday Closure
i Thursday, December 24, 2015, and Thursday, December 31, 2015, will be known and
referred to as "Holiday Closure" for the dates specified Some departments, at the discretion
of the Department Director with the approval of the City Manager, will be excluded from the
holiday closure and employees must work as scheduled
ii Employees will use approved leave accruals (administrative leave or general leave) to
account for the time away from work during the Holiday Closure days of December 24, 2015
and December 31, 2015
III Employees who wish to take time off in addition to the Holiday Closure must seek approval to
do so from their department head
IV Employees will not report to work on any of the designated holiday closure days December
24, 2015, December 25, 2015 (Christmas Day), December 31, 2015, and January 1, 2016
(New Years Day)
v Employees on the 9/80 work schedule FLEX A, will not be required to account for Holiday
Closure hours for December 24, 2015 as this will be considered the appropriate "Flex" Friday
exchange day Employees on the 9/80 work schedule FLEX B, will not be required to
account for Holiday Closure hours for December 31, 2015 as this will be considered the
appropriate "Flex" Friday exchange day
a Employees on the 9/80 work schedule FLEX A, will be required to account for
Holiday Closure hours for December 31, 2015 and will be required to use a leave
bank (either Administrative Leave and/or General Leave)
b Employees on the 9/80 work schedule FLEX B, will be required to account for
Holiday Closure hours for December 24, 2015 and will be required to use a leave
bank (either Administrative Leave and/or General Leave)
c Employees working a non -FLEX schedule may be required to utilize a leave bank
(either Administrative Leave and/or General Leave) for one or more holiday
closure days, depending upon the employee's work schedule
a. Time Accounting
i Members of this unit will be required to account via payroll for the appropriate leave time
associated with the Holiday Closure and any additional elective approved time off
ii The payroll accounting of the Holiday Closure will include use of approved leave accruals
(2015 calendar year administrative leave, or general leave) or alternative equivalent time
taken in -lieu of the specific Holiday Closure dates referenced herein Payroll accounting
for Holiday Closure time not specifically listed herein must be approved by the City
Manager or designee
III The payroll accounting methods listed herein may be used in any approved combination
IV All Holiday Closure hours are to be accounted for via payroll effective the pay period
ending January 1, 2016
MEO Side Letter 12-07-15
Any Holiday Closure hours not voluntarily accounted for via payroll as of the end of the
pay period ending January 1, 2016, shall be accounted for in the following order until a
zero balance is achieved
1 Administrative Leave
2 General Leave
Side Letter Implementation
The parties agree that this side letter agreement and the implementation thereof will not be
subject to Personnel Rule 19 — Grievance Procedure/Non-Disciplinary Matters nor or otherwise
appealed either administratively or in a court of competent jurisdiction
IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to be
executed by and through their authorized officers on.LECL--a ,�pQ
Huntington Beach
Man ees Organization
Scott Smith
President
Dated /2— 7—/S6
Jane Cameron
Vice -President
Dated /_
Aaron Peardon
OCEA Representative
Dated
Heather Sutherland
OCEA Representative
Dated
City of t gton Beach
Fr A Ison
C Manager
Dated
le Warren
Assistant City Manager
Dated 7 — I
APPROVED AS
Mich rel Gates
Cy Attorney
Dated / /
MEO Side Letter 12-07-15
v Any Holiday Closure hours not voluntarily accounted for via payroll as of the end of the
pay period ending January 1, 2016, shall be accounted for in the following order until a
zero balance is achieved
1 Administrative Leave
2 General Leave
Side Letter Implementation
The parties agree that this side letter agreement and the implementation thereof will not be
subject to Personnel Rule 19 — Grievance Procedure/Non-Disciplinary Matters nor or otherwise
appealed either administratively or in a court of competent jurisdiction
IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to be
executed by and through their authorized officers on `LEZEL;260� F_', 201 Y
Huntington Beach City of Huntington Beach
Management Employees Organization
Scott Smith
President
Dated
Jane Cameron
Vice -President
Dated
Aaron Peardon
OCEA Representative
Dated
OCEA Representative
Dated
A A s
MEO Side Letter 12-07-15
Fred A Wilson
City Manager
Dated
Michele Warren
Director of Human Resources
Dated
Ken Domer
Assistant City Manager
Dated
APPROVED AS TO FORM -
Michael Gates
City Attorney
Dated
Res. No. 2015-82
STATE OF CALIFORNIA
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, JOAN L FLYNN the duly elected, qualified City Clerk of the City of
Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby
certify that the whole number of members of the City Council of the City of
Huntington Beach is seven, that the foregoing resolution was passed and adopted
by the affirmative vote of at least a majority of all the members of said City Council
at a Regular meeting thereof held on December 7, 2015 by the following vote
AYES: Posey, O'Connell, Katapodis, Hardy, Sullivan, Delgleize, Peterson
NOES: None
ABSENT: None
ABSTAIN: None
City CIVrk and ex-offic Clerk of the
City Council of the City of
Huntington Beach, California
TO:
FROM:
CITY OF HUNTINGTON BEACH
Interdepartmental Memo
City Council
Fred A Wilson
PREPARED BY: Michele Warre
DATE:
SUBJECT
December 7, 2
Supplemental Communication — MEO Side Letter
The Human Resources Department submitted RCA HR 15-007 for Council Action
regarding a resolution and side letter amending the MEO MOU to permit MEO employees
to take paid leave for select dates referred to as "Holiday Closure "
Per the request of MEO, the City paid holiday dates were removed from the side letter
language as follows
ARTICLE IX — HOURS OF WORKIADMINISTRATIVE LEAVE
D. Holiday Closure
Thursday, December 24, 2015,_ FFIday, DeGernber 25 2015, and Thursday,
December 31, 2015 , will be known and
referred to as "Holiday Closure" for the dates specified Some departments,
at the discretion of the Department Director with the approval of the City
Manager, will be excluded from the holiday closure and employees must
work as scheduled
Attachments to be submitted as supplemental communications:
1 Revised Exhibit "A" Side Letter Agreement
SUPPLEMENTAL
COMMUNICATION
kleeting Date:--jl/7 bnll
agenda item No.
-1-
City of Huntington Beach
SIDE LETTER AGREEMENT
Representatives of the Management Employees Organization (MEO) and the City of
Huntington Beach (CITY) hereby agree to the following terms related to the MEO MOU
with respect to the following:
ARTICLE IX — HOURS OF WORK/ADMINISTRATIVE LEAVE
D. Holiday Closure
i Thursday, December 24, 2015, and Thursday, December 31, 2015, will be known and
referred to as "Holiday Closure" for the dates specified Some departments, at the discretion
of the Department Director with the approval of the City Manager, will be excluded from the
holiday closure and employees must work as scheduled
ii Employees will use approved leave accruals (administrative leave or general leave) to
account for the time away from work during the Holiday Closure days of December 24, 2015
and December 31, 2015
III Employees who wish to take time off in addition to the Holiday Closure must seek approval to
do so from their department head
IV Employees will not report to work on any of the designated holiday closure days December
24, 2015, December 25, 2015 (Christmas Day), December 31, 2015, and January 1, 2016
(New Years Day)
v Employees on the 9180 work schedule FLEX A, will not be required to account for Holiday
Closure hours for December 24, 2015 as this will be considered the appropriate "Flex" Friday
exchange day Employees on the 9180 work schedule FLEX B, will not be required to
account for Holiday Closure hours for December 31, 2015 as this will be considered the
appropriate "Flex" Friday exchange day
a Employees on the 9/80 work schedule FLEX A, will be required to account for
Holiday Closure hours for December 31, 2015 and will be required to use a leave
bank (either Administrative Leave and/or General Leave)
b Employees on the 9180 work schedule FLEX B, will be required to account for
Holiday Closure hours for December 24, 2015 and will be required to use a leave
bank (either Administrative Leave and/or General Leave)
c Employees working a non -FLEX schedule may be required to utilize a leave bank
(either Administrative Leave and/or General Leave) for one or more holiday
closure days, depending upon the employee's work schedule
a. Time Accountinq
i Members of this unit will be required to account via payroll for the appropriate leave time
associated with the Holiday Closure and any additional elective approved time off
n The payroll accounting of the Holiday Closure will include use of approved leave accruals
(2015 calendar year administrative leave, or general leave) or alternative equivalent time
taken in -lieu of the specific Holiday Closure dates referenced herein Payroll accounting
for Holiday Closure time not specifically listed herein must be approved by the City
Manager or designee
III The payroll accounting methods listed herein may be used in any approved combination
IV All Holiday Closure hours are to be accounted for via payroll effective the pay period
ending January 1, 2016
MEO Side Letter 12-07-15
v Any Holiday Closure hours not voluntarily accounted for via payroll as of the end of the
pay period ending January 1, 2016, shall be accounted for in the following order until a
zero balance is achieved
1 Administrative Leave
2 General Leave
- Side -Letter Implementation
The parties agree that this side letter agreement and the implementation thereof will not be
subject to Personnel Rule 19 — Grievance Procedure/Non-Disciplinary Matters nor or otherwise
appealed either administratively or in a court of competent jurisdiction
IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to be
executed by and through their authorized officers on
Huntington Beach
Man i Organization
Scott Smith
President
Dated 1 2 — 7— /
Jane Cameron
Vice -President
Dated
Aaron Peardon
OCEA Representative
Dated
Heather Sutherland
OCEA Representative
Dated
City of Huntington Beach
Fred A Wilson
City Manager
zw:�4
Da
ic le Warren
Assistant City Manager
Dated - ?
APPROVED AS
Mic el Gates
C Attorney
Dated /
MEO Side Letter 12-07-15
v Any Holiday Closure hours not voluntarily accounted for via payroll as of the end of the
pay period ending January 1, 2016, shall be accounted for in the following order until a
zero balance is achieved
1 Administrative Leave
2 General Leave
Side Letter Implementation
The parties agree that this side letter agreement and the implementation thereof will not be
subject to Personnel Rule 19 — Grievance Procedure/Non-Disciplinary Matters nor or otherwise
appealed either administratively or in a court of competent jurisdiction
IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to be
executed by and through their authorized officers on
Huntington Beach City of Huntington Beach
Management Employees Organization
Scott Smith
President
Dated
Jane Cameron
Vice -President
Dated
Aaron Peardon
OCEA Representative
Dated
Heat'%r SufFierland\
OCEA Representative
Dated
MEO Side Letter 12-07-15
Fred A Wilson
City Manager
Dated
Michele Warren
Director of Human Resources
Dated
Ken Domer
Assistant City Manager
Dated
APPROVED AS TO FORM:
Michael Gates
City Attorney
Dated
5
Dept. ID HR 14-022 Page 1 of 2
Meeting Date: 12/15/2014
CITY OF HUNTINGTON BEACH
REQUEST FOR. CITY COUNCIL ACTION
MEETING DATE: 12/15/2014
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Fred A. Wilson, City Manager
PREPARED BY: Michele Warren, Director of Human Resources
SUBJECT: Adopt Resolution No. 2014-104 amending the Memorandum of Understanding
(MOU) between the City and the Management Employees' Organization (MEO),
by adopting and authorizing execution of a Side Letter of Agreement regarding
the 2014 Holidav Closure
Statement of Issue:
Many Orange county cities close their facilities for a designated period through the winter holidays.
The 2014 Holiday Closure period would encompass two, half business days and two, full business
days, including early closure at noon Wednesday, December 24, full -day closure on Friday,
December 26, early closure at noon Wednesday, December 31, 2014, and full -day closure on
Friday, January 2, 2015. Thursday, December 25, 2014, and Thursday, January 1, 2015, are City -
observed holidays.
Financial Impact:
De-minimus impact due to employee use of accrued leave -banks for the limited Holiday Closure
period.
Recommended Action:
A) Adopt Resolution No. 2014-104, "A Resolution of the City Council of the City of Huntington
Beach Amending the Memorandum of Understanding Between the City and the Management
Employees' Organization (MEO), by Adopting the Side Letter of Agreement;" and,
B) Authorize the City Manager to execute the Side Letter Agreement.
Alternative Action(s):
Have City services remain open to the public except for the City recognized holidays of Christmas
(December 25, 2014) and New Year's Day (January 1, 2015).
Analysis:
Staff is recommending closing all non -essential City services to the public for the period from noon
December 24, 2014, all day December 26, 2014, noon December 31, 2014, and all day January 2,
2015, in addition to the City -observed holidays of Christmas Day (December 25, 2014) and New
Year's Day (January 1, 2015).
Employees would use an appropriate time bank (general leave/administrative leave) to account for
the holiday closure period. It will be at the discretion of the City Manager, based upon service
delivery to the public, whether employees may be authorized to work during this time as some
services may require employees to report to work during the period of holiday closure.
Item 11. - I HB -126-
Dept. ID HR 14-022 Page 2 of 2
Meeting Date: 12/15/2014
All Non -Associated employees (Executive Management/Department Heads) will participate in the
Holiday Closure in a manner comparable to MEA (Municipal Employees Association) and MEO
(Management Employees Organization) employees.
The Public Information Office will provide widespread notification to the public including, but not
limited to, informing the press, notification via the City's website, e-mail communication to Boards
and Commissions, publication in the City Manager's Weekly Report, and the December Community
Connection.
Environmental Status:
N/A
Strategic Plan Goal:
Develop, retain and attract quality staff
Attachment(s):
1. Resolution No. 2014-104, "A Resolution of the City Council of the City of Huntington
Beach Amending the Memorandum of Understanding Between the City and the
Management Employees' Organization (MEO), by Adopting the Side Letter of Agreement"
HB -127- Item 11. - 2
RESOLUTION NO. 2014-104
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING
THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE MANAGEMENT
EMPLOYEES' ORGANIZATION (MEO), BY ADOPTING THE SIDE LETTER OF AGREEMENT
WHEREAS, the City of Huntington Beach elects to implement a holiday closure for the period of noon,
Wednesday December 24, 2014, through and including Friday, December 26, 2014 (which includes Christmas Day,
December 25, 2014) and noon New Year's Eve, Wednesday December 31, 2014 through and including Friday,
January 2, 2015 (including New Year's Day, Thursday, January 1, 2015), which will result in City Hall and other
non -essential City of Huntington Beach operations being closed to the public over the specified closure period; and
WHEREAS, the City of Huntington Beach elects to permit MEO employees to take paid leave for select
dates over the period December 24, 26, and 31, 2014, and January 2, 2015, and
WHEREAS, on March 17, 2014, the City Council of Huntington Beach adopted Resolution No. 2014-13
for the purpose of adopting the Memorandum of Understanding (MOU) between the City and the Management
Employees' Organization (MEO); and
WHEREAS, on August 4, 2014, the City Council of the City of Huntington Beach adopted Resolution
No. 2014-57 extending the term of the Memorandum of Understanding between the City and the Management
Employees' Organization (MEO); and
Subsequent to the adoption of the MOU and the extension thereof, the City of Huntington Beach and MEO agreed to
changes, corrections, and clarifications to the MOU that are reflected in a Side Letter of Agreement between the
City of Huntington Beach and MEO ("Side Letter Agreement") attached hereto as Exhibit A and incorporated
herein by this reference. The Side Letter Agreement pertains to Holiday Closure.
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Huntington Beach
as follows:
Section 1. The Side Letter Agreement attached hereto as Exhibit "A" is approved and adopted.
Section 2. The Side Letter Agreement amends the MOU between the City of Huntington Beach and MEO.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting
thereof held on the 15th day of December, 2014 .
��i }
,•ir"s .1W
rector of Human Resources
City of Huntington Beach
SIDE LETTER AGREEMENT
Representatives of the Management Employees Organization (MEO) and the City of
Huntington Beach (CITY) hereby agree to the following terms related to the MEO MOU
with respect to the following:
Article IX — HOURS OF WORKIADMINISTRATIVE LEAVE
B. Administrative Leave
All unit employees shall be entitled to fifty (50) hours of administrative leave per calendar
year. Administrative leave shall not carry over to the next year and holds no cash value.
D. Holiday Closure
Noon Wednesday, December 24, 2014, Friday, December 26, 2014, noon
Wednesday, December 31, 2014, and Friday, January 2, 2015, will be known
and referred to as "Holiday Closure" for the dates specified. Some departments
will be excluded from the holiday closure and employees must work a normal
work schedule.
Employees will use approved leave accruals (administrative leave or general
leave) to account for the time away from work during the Holiday Closure.
iii. Employees who wish to take time off in addition to the Holiday Closure must seek
approval to do so from their department head.
iv. Employees who report to work on December 24, 2014 and December 31, 2014,
may opt to leave at noon on those days. Time taken off after noon on December
24, 2014 and/or December 31, 2014 must be documented and accounted for as
leave time. Employees will not report to work December 26, 2014, and January
2, 2015. The total number of hours of leave charged to Holiday Closure will vary,
depending upon the employee's choice to work a full or half day on December
24, 2014 and December 31, 2014. Employees electing to work full days on
December 24, 2014 and December 31, 2014 will only need to account for
Holiday Closure time applied to December 26, 2014 and/or January 2, 2015.
Employees electing to request a full day off on December 24, 2014 and
December 31, 2014 must utilize leave for the entire work day and will also need
to account for Holiday Closure time applied to December 26, 2014 and/or
January 2, 2015.
V. Employees on the 9/80 work schedule A, will not be required to account for
Holiday Closure hours for December 26, 2014 as this will be considered as the
appropriate "Flex" Friday. Employees on the 9/80 work schedule B, will not be
required to account for Holiday Closure hours for January 2, 2015 as this will be
considered as the appropriate "Flex" Friday.
a. Time Accountinq
Members of this unit will be required to account via payroll for the appropriate
leave time associated with the Holiday Closure and any additional elective
approved time off.
MEO Side Letter 12-15-14 Page 1 of 3
The payroll accounting of the Holiday Closure will include use of approved leave
accruals (2014 calendar year administrative leave or general leave) or
alternative equivalent time taken in -lieu of the specific Holiday Closure dates
referenced herein. Payroll accounting for Holiday Closure time not specifically
listed herein must be approved by the City Manager or designee.
iii. The payroll accounting methods listed herein may be used in any approved
combination.
iv. All Holiday Closure hours are to be accounted for via payroll effective the pay
period ending January 2, 2015.
V. Any Holiday Closure hours not voluntarily accounted for via payroll as of the end
of the pay period ending January 2, 2015, shall be accounted for in the following
order until a zero balance is achieved:
1. Administrative Leave
2. General Leave
ARTICLE XII - LEAVE BENEFITS
A. General Leave
2. Eligibility and Approval
General leave must be pre -approved except for illness, injury or family sickness, which
may require a physician's statement for approval. General leave accrued time is to be
computed from the employee's anniversary of their hiring date. 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. Employees may not use their
general leave to advance their separation date on retirement or other separation from
employment.
a.) Employees with General Leave accrual balances may elect to request time off with
pay (via the advance use of 2015 Administrative Leave). Employees who elect this
option will have his/her 2015 Administrative Leave allocation REDUCED by the
amount of any advance use of 2015 Administrative Leave for the pay period ending
January 2, 2015.
b.) Employees who are at 640 hours of General Leave accrual (and are receiving GL
Overage pay out) as of the beginning of the pay period of December 20, 2014, may
not elect the advance use of 2015 Administrative Leave for any of the dates specified
herein.
MEO Side Letter 12-15-14 Page 2 of 3
Side Letter Implementation
The parties agree that this side letter agreement and the implementation thereof will not be
subject to Personnel Rule 19 — Grievance Procedure/Non-Disciplinary Matters nor or otherwise
appealed either administratively or in a court of competent jurisdiction.
IN WITNESS WHEREOF, the parties have caused t is SIDE LETTER AGREEMENT to be
executed by and through their authorized officers on &E X, /67 oZQZV.
Huntington Beach
Management Employees Organization
Tom Graham
President
Dated:
Scott Smith
Vice -President
Dated: / 2 — `t —/IV
Aaron Peardon
OCEA Representative
Dated:
r
City of,&rjYnpton Beach
Fre . t/V/1/i to
Cit an er
V
Assistant City Manager
Dated: /Z-?./I
APPROVED
rhael Gates
Attorney
Dated:
MEO Side Letter 12-15-14 Page 3 of 3
Side Letter Implementation
The parties agree that this side letter agreement and the implementation thereof will not be
subject to Personnel Rule 19 — Grievance Procedure/Non-Disciplinary Matters nor or otherwise
appealed either administratively or in a court of competent jurisdiction.
IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to be
executed by and through their authorized officers on/5!� .
Huntington Beach City of Huntington Beach
Management Employees Organization
Tom Graham
President
Dated:
Scott Smith
Vice -President
Dated:
�---cam---
Aaron Peardon
OCEA Representative
Dated: I Z l i Z I t I
Fred A. Wilson
City Manager
Dated:
Michele Warren
Director of Human Resources
Dated:
Ken Domer
Assistant City Manager
Dated:
APPROVED AS TO FORM:
Michael Gates
City Attorney
Dated:
MEO Side Letter 12-15-14 Page 3 of 3
Res. No. 2014-104
STATE OF CALIFORNIA
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, JOAN L. FLYNN the duly elected, qualified City Clerk of the City
of Huntington Beach, and ex-officio Clerk of the City Council of said City, do
hereby certify that the whole number of members of the City Council of the City
of Huntington Beach is seven; that the foregoing resolution was passed and
adopted by the affirmative vote of at least a majority of all the members of said
City Council at an Regular meeting thereof held on December 15, 2014 by the
following vote:
AYES: O'Connell, Katapodis, Hardy, Sullivan, Delgleize, Peterson
NOES: None
ABSENT: Posey
ABSTAIN: None
p
City CUrk and ex-officio Ark of the
City Council of the City of
Huntington Beach, California
Dept. ID HR 14-012 Page 1 of 2
Meeting Date: 8/4/2014
CITY OF HUNTINGTON BEACH
REQUEST FOR. CITY COUNCIL ACTION
MEETING DATE: 8/4/2014
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Fred A. Wilson, City Manager
PREPARED BY: Michele Warren, Director of Human Resources
SUBJECT: Adopt Resolution No. 2014-57, amending the Memorandum of Understanding
(MOU) between the Management Employees' Organization (MEO) and the City,
by adopting a Side Letter Agreement
Statement of Issue: The City and the Management Employees' Organization (MEO) have met and
conferred regarding MEO's request to extend the term of agreement, and adjustments to wages,
medical, and supplemental retiree medical benefits.
Financial Impact: Funding for the implementation of the fiscal items contained in the Memorandum
of Understanding will come from the General Fund. The annualized fiscal impact for FY 2014/15 is
estimated by Finance to be $478,557.
Recommended Action:
Adopt Resolution No. 2014-57, "A Resolution of the City Council of the City of Huntington Beach
Amending the Memorandum of Understanding Between the City and the Management Employees'
Organization (MEO), by Adopting the Side Letter of Agreement."
Alternative Action(s): Do not approve the Resolution for the MEO employees and direct staff to
continue to meet and confer with the Association.
Analysis: Representatives for the City and MEO have recently completed the meet and confer
process with agreement on a new Memorandum of Understanding (MOU) for the period of December
21, 2012, through December 31, 2014. Subsequent to this, MEO requested modifications to the
MOU as follows:
Term of Agreement
The MOU term of agreement is extended through November 1, 2015.
Wage Increases
• 2.0% wage increase effective the beginning of the pay period that includes October 1, 2014.
Health/Medical
• City contribution to medical will be increased $100 per medical plan, per medical tier effective
October 1, 2014.
Retiree Medical Subsidy Plan
• Plan will be permanently closed to new entrants effective for all new hires on or after
October 1, 2014.
11B -2; 7- Item 7. - I
Dept. ID HR 14-012 Page 2 of 2
Meeting Date: 8/4/2014
There were appropriate modifications to other provisions including, but not limited to, restricted
clean-up language.
A summary of these and all other negotiated provisions are included as Exhibit "A".
Environmental Status: N/A
Strategic Plan Goal:
Improve long-term financial sustainability
Develop, retain and attract quality staff
Attachment(s):
1. Resolution No. 2014-57, "A Resolution of the City Council of the City of Huntington Beach
Amending the Memorandum of Understanding Between the City and the Management
Employees' Organization (MEO), by Adopting the Side Letter of Agreement," including
Exhibit "A" Side Letter Agreement.
�v� - .Su.�°i°c.EE•7e'°��. Cb��u..v/ c•¢T�v - .S91tA,�.y
Item 7. - 2 HB -2')S-
RESOLUTION NO. 2014-57
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE
MANAGEMENT EMPLOYEES' ORGANIZATION (MEO), BY ADOPTING THE SIDE
LETTER OF AGREEMENT
WHEREAS, on March 17, 2014, the City Council of the City of Huntington Beach adopted
Resolution No. 2014-13 for the purpose of adopting the Memorandum of Understanding (MOU) between
the City and the Management Employees' Organization (MEO).
Subsequent to the adoption of the MOU, the City of Huntington Beach and MEO agreed to changes,
corrections, and clarifications to the MOU that are reflected in a Side Letter of Agreement between the
City of Huntington Beach and MEO. ("Side Letter Agreement") attached hereto as Exhibit A and
incorporated herein by this reference.
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of
Huntington Beach as follows:
Section 1. The Side Letter Agreement attached hereto as Exhibit A is approved and adopted.
Section 2. The Side Letter Agreement amends the MOU between the City of Huntington Beach and
MEO.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting
thereof held on the 4th day of August 2014
RE VIE ND APPROVED:
APPROVED AS TO FORM:
CjCity
Ci ger Att ey
Exhibit "A" - Reso. 2014-57
City of Huntington Beach
SIDE LETTER AGREEMENT
The Management Employees Organization ("MEO'� and the City of Huntington Beach ("City' hereby
agree to this side letter to the December 21, 2012 — December 31, 2014, Memorandum of Understanding
("MOU'�. The City and MEO agree that the following provisions of the MOU are amended to read as
follows:
ARTICLE I - TERM OF MOU
The Term of the MOU is extended through November 1, 2015.
ARTICLE VI — SALARY SCHEDULE
1. Wages
b. Effective the beginning of the pay period that includes October 1, 2014, all bargaining
unit members will receive a 2.0% wage increase.
ARTICLE X — HEALTH AND OTHER INSURANCE BENEFITS
3. Future Premiums and City Contributions
Effective with the medical plan benefit month of October 2014 health insurance
deduction, the City's contribution to employee medical premiums shall increase $100 per
month, per medical plan, per medical tier. The City's contribution for dental and vision
plans shall not increase. In the event that these caps are exceeded by increased future
premiums, the employee shall pay any increased amount above the City's contribution
caps.
As a result of these formulas, it is understood that the employee contribution shall not
decrease during the term of this Agreement nor is there any expectation of
compensation or benefit in the event the City's contribution cap is not reached.
ARTICLE XIV — MISCELLANEOUS
B. Vehicle Policy
Employees in the following classifications are eligible to receive Auto Allowance:
■ Assistant to the City Manager
■ Assistant Fire Marshal
■ Beach Operations Supervisor
■ Building Manager
■ City Engineer
• Community Services Manager*
■ Construction Manager
■ Deputy City Treasurer+
■ Deputy Director of Economic Development
■ Deputy Director of Public Works
■ Detention Administrator
■ Facilities, Development & Concessions Manager
■ Facilities Maintenance Supervisor
• Fleet Operations Supervisor
MEO MOU Side Letter of Agreement - August 4, 2014 Page 1 of 6
Exhibit "A" - Reso. 2014-57
■ General Services Manager
■ Inspection Supervisor"
■ Inspection Manager
■ Landscape Architect
■ Landscape Maintenance Supervisor
■ Maintenance Operations Manager
• Marine Safety Division Chief
■ Mechanical Maintenance Supervisor
■ Parking/Camping Facility Supervisor
■ Police Administrative Services Manager
■ Police Communications Manager
■ Police Records Administrator
■ Principal Electrical Inspector
■ Principal Plumbing Mechanical Inspector
■ Public Safety Systems Manager
■ Street Maintenance Supervisor
■ Transportation Manager
■ Tree Maintenance Supervisor
■ Utilities Manager
■ Wastewater Supervisor
■ Water Distribution Supervisor
■ Water Production Supervisor
*title change approved by City Council 03/17/14
+grandfathered from at -will status
**omitted in error from 12/21/12-12/31/14 MOU
EXHIBIT B - RETIREE SUBSIDY MEDICAL PLAN
Employees hired on or after October 1, 2014, shall not be eligible for this benefit.
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
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.
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
MEO MOU Side Letter of Agreement - August 4, 2014 Page 2 of 6
Exhibit "A" - Reso. 2014-57
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.
C. Marital Status - Married unit retirees eligible for benefits under the Retiree Medical Subsidy Plan
may both receive the benefit earned pursuant to Section D - Maximum Monthly Subsidy
Payments, whether enrolled individually as the plan enrollee or whether enrolled as a dependent
on any City -sponsored medical plan.
a. In the case where a retired unit member is married to a City employee (active or retired)
outside of this bargaining unit, this provision shall remain applicable.
b. This provision shall apply to State of California registered domestic partners the same as
married spouses.
c. This provision shall become effective January 1, 2015, following MEO open enrollment for
2015 Medical plans.
D. 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:
MEO MOU Side Letter of Agreement - August 4, 2014 Page 3 of 6
Exhibit "A" - Reso. 2014-57
A.
Q
C.
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
RETIREE SUBSIDY MEDICAL PLAN / MISCELLANEOUS PROVISIONS
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.
Benefits:
1. Retiree Subsidy Medical Plan includes any City -sponsored medical plan offered to
active employees and/or retirees of this bargaining unit.
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.
Subsidies:
MEO MOU Side Letter of Agreement - August 4, 2014 Page 4 of 6
Exhibit "A" - Reso. 2014-57
1. The subsidy payments will pay for:
a. Retiree Subsidy Medical Plan.
b. HMO.
c. Part A of Medicare for those retirees not eligible for paid Part A.
2. Subsidy payments will not pay for:
a. Part B Medicare.
b. Any other employee benefit plan.
c. Any other commercially available benefit plan.
d. Medicare supplements
MEO MOU Side Letter of Agreement - August 4, 2014 Page 5 of 6
Exhibit "A" - Reso. 2014-57
Side -Letter Implementation
The parties agree that the execution of this side -letter agreement may not be challenged by the
Association or any employee it is recognized to represent through the City's grievance procedure or in
any other forum unless the challenge is based upon a factual allegation that the Agreement was the
product of fraud, intentional misrepresentation or unlawful coercion on the part of City representatives.
IN WITNESS WHEREOF, the parties hav caused this SIDE LETTER AG EEMENT to be executed b and
through their authorized officers on ��GC.,ST 51. gQ /Y
Huntington Beach
Management Employees' Organization
Tom Graham
President
Dated: 7Y 12, - IT—
�. Scott Smith
Vice President
Dated:
Aaron Peardon
OCEA Representative
Dated: G 1
City of Huntington Beach
FredWW
City bTanage
Dated:
Assistant City Manager
Dated:'
APPROVED AS TO FORM:
J nnifer A. Mc rath
City Attorney
Dated: °2-q . f:I
MEO MOU Side Letter of Agreement - August 4, 2014 Page 6 of 6
Res. No. 2014-57
STATE OF CALIFORNIA
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, JOAN L. FLYNN the duly elected, qualified City Clerk of the City of
Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby
certify that the whole number of members of the City Council of the City of
Huntington Beach is seven; that the foregoing resolution was passed and adopted
by the affirmative vote of at least a majority of all the members of said City Council
at a Regular meeting thereof held on August 4, 2014 by the following vote:
AYES: Katapodis, Hardy, Shaw, Boardman, Sullivan, Carchio
NOES: Harper
ABSENT: None
ABSTAIN: None
9 � M
City Council of the City of
Huntington Beach, California
i
:r�: _ AU
N
I Zmm
TO:
CITY OF HUNTINGTON BEACH
Interdepartmental Memo
City Council
Fred A. Wil:
PREPARED BY: Michele Wa
DATE:
SUBJECT:
August 4, 2(
Supplemental Communication — MEO Side Letter
The Human Resources Department submitted RCA HR 14-012 for Council Action
regarding a resolution amending the MEO MOU. The new MEO Salary Schedule
Effective 9-27-14 has been added as attachment.3',Z,
Current Attachment(s):
1. Resolution of the City Council of the City of Huntington Beach Amending the
Memorandum of Understanding Between the Management Employees'
Organization (MEO) and the City of Huntington Beach
2. Exhibit "A" Side Letter Agreement
Attachments to be submitted as supplemental communications:
3. MEO Salary Schedule Effective 9-27-14.
SUPPLEMENTAL
COMMUNICATION
Meeting Date: 9 64-
Agenda Item No.-
-1-
MEC► SALARY SCHEDULE
EFFECTIVE 9-27-14
:.Job No
r
� Job Description;
._
'f%A t.s'..t
Pay=Grade
dtac
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yaw^ ✓3wY._e :..
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.kh3-/ur` uY"#
s
'imL.ti. •a<'4Y'�'
:
<.',-
0516
Accounting Manager
46.25
48.79
51.47
54.30
57.28
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
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
0057
Assistant to the City Manager
ME0057
47.88
50.51
53.29
56.22
59.31
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
M E0064
39.42
41.59
43.88
46.29
48.84
0585
Budget Manager
ME0585
46.25
48.79
51.47
54.30
57.28
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 Manager
ME0097
49.83
52.571
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
Deputy City Attorney I
M E0081
41.44
43.72
46.12
48.66
51.34
0080
Deputy City Attorney II
ME0080
49.83
52.57
55.46
58.51
61.73
0079
Deputy 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
0090
Deputy City Treasurer MEO
ME0090
51.34
54.16
57.15
60.29
63.60
0571
Deputy Dir of Econ Development
ME0571
56.45
59.55
62.83
66.29
69.93
0027
Deputy 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 Proj 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
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
0498
GIS Manager
ME0498
52.64
55.54
58.58
61.81
65.21
0043
Housing Manager
ME0043
52.11
54.98
58.00
61.19
64.55
0006
Human Resources Manager
ME0006
54.24
57.22
60.36
63.69
67.19
0489
Info Syst Communications Mgr
ME0489
52.64
55.54
58.58
61.81
65.21
MEO SALARY SCHEDULE
EFFECTIVE 9-27-14
'�]ob Noy
'* iiti.a� .:sL"
W,
Job Description"
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A
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s
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.ONz
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; E
.v
0200
Info Syst 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 Mgr
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 Systems 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 Analyst 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 1
52.64
55.54
58.58
61.81
65.21
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/Mech
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
0093
Real Property Agent
ME0093
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
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 Sprvsr 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
yNB0SALARY SCHEDULE
EFFECT|VE9'2Jc14
Dept. ID HR 14-004 Page 1 of 2
Meeting Date: 3/17/2014
i®i�d d�v etty f"Amoge-b ,8y�
CITY OF HUNTINGTON BEACH
REQUEST FOR. CITY COUNCIL ACTION
MEETING DATE: 3/17/2014
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Fred A. Wilson, City Manager
PREPARED BY: Michele Warren, Director of Human Resources
SUBJECT: Adopt Resolution No. 2014-13 approving and implementing the Memorandum of
Understanding (MOU) between the Management Employees' Organization
(MEO) and the City for the period December 21, 2012, through December 31,
2014; and, approve budget appropriation
Statement of Issue:
The City and the Management Employees' Organization (MEO) have tentatively agreed to enter
into a new Memorandum of Understanding (MOU) for the period December 21, 2012, through
December 31, 2014.
Financial Impact:
Funding for the implementation of the fiscal items contained in the Memorandum of Understanding
will be supported by the General Fund. The annualized fiscal impact for FY 2013-14 and FY
2014/15 is estimated to be $495,019, of which, $275,048 will be within the current Fiscal Year
thereby necessitating a budget appropriation.
Recommended Action:
A) Adopt Resolution No. 2014-13, "A Resolution of the City Council of the City of Huntington Beach
Approving and Implementing the Memorandum of Understanding Between the Management
Employees' Organization (MEO) and the City for December 21, 2012 through December 31, 2014."
B) By adoption of the resolution approving and implementing the MEO MOU, the City Council of
the City of Huntington Beach hereby approves the required Fiscal Year 2013-14 budget
appropriation adjustment in the amount of $275,048.
Alternative Action(s):
Do not approve the Resolution for the MEO employees and direct staff to either attempt to continue
to meet and confer with the Association or utilize the impasse procedures under the City's
Employer -Employee Relations Resolution.
Analysis:
Representatives for the City and MEO have been involved in active negotiations over an extended
period of months and have completed the meet and confer process with agreement on a new
Memorandum of Understanding (MOU) for the period of December 21, 2012, through December 31,
2014.
Highlights from the listing of proposed pay and benefit changes include the following:
Item 8. - I uB -244-
Dept. ID HR 14-004 Page 2 of 2
Meeting Date: 3/17/2014
Wage Increases
• 3.75% wage increase effective the beginning of the pay period following City Council
approval.
Retirement Contributions
• "Classic" Miscellaneous employees of this unit shall contribute 8% to the employee share of
the member contribution to CalPERS effective the beginning of the pay period of April 26,
2014.
• "Classic" Safety employees of this unit shall contribute 9% to the employee share of the
member contribution to CalPERS effective the beginning of the pay period that includes April
26, 2014.
• "New" Miscellaneous and Safety employees of this unit covered by the Public Employees
Pension Reform Act (PEPRA) will contribute 50% of the normal cost as required by CalPERS
law.
There were appropriate modifications to a variety of other provisions including, but not limited to,
incorporation of previously adopted side -letters of agreement and general clean-up language.
A summary of these and all other negotiated provisions are included as Exhibit "A".
Environmental Status:
N/A
Strategic Plan Goal:
Improve long-term financial sustainability.
Develop, retain, and attract quality staff.
Attachment(s):
1. Legislative Draft — Memorandum of Understanding Between the Management Employees'
Organization (MEO) and the City of Huntington Beach for 12/21/12 through 12/31/14
2. Resolution No. 2014-13, "A Resolution of the City Council of the City of Huntington Beach
Approving and Implementing the Memorandum of Understanding Between the Management
Employees' Organization (MEO) and the City for 12/21/12 through 12/31/14."
IIB -245- Item 8. - 2
Y e ,f ACHMENT #1
TO:
FROM:
CITY OF HUNTINGTON BEACH
Interdepartmental Memo
City Council
Fred A. Wilsor
PREPARED BY: Michele Warre
DATE:
March 17, 201
SUBJECT: Supplemental Communication for Item 8 - MEO MOU
The Human Resources Department submitted RCA HR 14-004 for Council Action. The
Legislative Draft and the MEO MOU have been revised and are submitted as
replacement documents.
Attachment 1. Legislative Draft — Memorandum of Understanding Between the
C Management Employees' Organization (MEO) and the City of Huntington Beach for
12/21 /12 through 12/31 /14.
Attachment 2. Exhibit A to the resolution: Memorandum of Understanding Between the
Management Employees' Organization (MEO and the City for 12/21/12 through 12/31/14.
Recommended Action:
A) Adopt Resolution No. 2014-13, "A Resolution of the City Council of the City of
Huntington Beach Approving and Implementing the Memorandum of
Understanding Between the Management Employees' Organization (MEO) and the
City for the period December 21, 2012, through December 31, 2014" as amended
by supplemental communication.
B) By adoption of the resolution approving and implementing the MEO MOU, the City
Council of the City of Huntington Beach hereby approves the required Fiscal Year
2013-14 budget appropriation adjustment in the amount of $275,048.
SUPPLEMENTAL
Attachments: COMMUNICATION
MEO MOU Legislative Draft
MEO MOU
moong
Agd Item—_---
-1-
MEMORANDUM OF UNDERSTANDING
BETWEEN
HUNTINGTON BEACH
MANAGEMENT EMPLOYEES' ORGANIZATION
AND
CITY OF HUNTINGTON BEACH
DECEMBER 210,20G912 1931
209914
MEMORANDUM OF UNDERSTANDING
MANAGEMENT EMPLOYEES' ORGANIZATION
TABLE OF CONTENTS
PREAMBLE................................................................................................................................. 1
ARTICLEI - TERM OF MOU....................................................................................................... 1
ARTICLE II - REPRESENTATIONAL UNIT/CLASSIFICATIONS............................................... 1
ARTICLE III [EMENT 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
ARTICLE VII - SPECIAL PAY..................................................................................................... 4
A. EDUCATIONAL TUITION....................................................................................................................... 4
B. BILINGUAL PAY.................................................................................................................................. 4
C. PROCESS OWNER ASSIGNMENT PAY................................................................................................... 4
ARTICLEVIII - UNIFORMS......................................................................................................... 5
A. GENERAL POLICY............................................................................................................................... 5
B. AFFECTED PERSONNEL....................................................................................................................... 5
C. PERSONAL PROTECTIVE EQUIPMENT................................................................................................... 5
D. EMPLOYEE RESPONSIBILITIES............................................................................................................. 6
E. CITY RESPONSIBILITIES....................................................................................................................... 6
F. DEPARTMENT HEAD OR DESIGNEE RESPONSIBILITIES.......................................................................... 6
ARTICLE IX - HOURS OF WORK/ADMINISTRATIVE LEAVE .................................................. 7
A. OVERTIME.........................................................................................................................................
7
B. ADMINISTRATIVE LEAVE......................................................................................................................
7
C. FLEX SCHEDULE AND HOURS OF WORK...............................................................................................
7
1. 5/40 Work Schedule............................................................................................................................................
8
2. 9/80 Work Schedule............................................................................................................................................8
3. 4/10 Work Schedule............................................................................................................................................8
ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS ................................................. 8
A.
HEALTH.............................................................................................................................................
8
B.
ELIGIBILITY CRITERIA AND COST.........................................................................................................
8
1. City and Employee Paid Medical Insurance — Employee and Dependents.....................................................8
2. Health and Other Insurance Premiums............................................................................................................9
a. Year 20142-ON Employer and Employee Contribution ..................... ........................................................
9
3. Future Premiums and City Contributions.......................................................................................................10
5. Medical Cash-Out..........................................................................................................................................10
6. Section 125 Plan............................................................................................................................................10
C.
LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT.........................................................................
10
D.
LONG TERM DISABILITY INSURANCE..................................................................................................
11
E.
MISCELLANEOUS..............................................................................................................................11
1. City Paid Premiums While On Medical Disability...........................................................................................11
2. Insuance Benefits Advisory Committee.........................................................................................................11
F.
RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR CITY MEDICAL SUBSIDY PLAN ................
11
G.
POST 65 SUPPLEMENTAL MEDICARE COVERAGE.................................................................................
12
MEO MOU FINAL 2006 7^^QDecember 201, 2012 through December 31, 2014
I
MEMORANDUM OF UNDERSTANDING
MANAGEMENT EMPLOYEES' ORGANIZATION
TABLE OF CONTENTS
H.
MARINE SAFETY CHIEF MEDICAL PROGRAM.........................................................................................
12
I.
INGREASE IN ANNUAL MAXIMUM BENEFIT FOR DENTAL PPO PLAN..........................................................
12
ARTICLE XI - RETIREMENT BENEFITS..................................................................................
13
A.
BENEFITS........................................................................................................................................
13
1. Self Funded Supplemental Retirement Benefit..............................................................................................13
2. Medical Insurance for Retirees......................................................................................................................13
a. Medical Insurance Upon Retirement.........................................................................................................13
B.
PUBLIC EMPLOYEES' RETIREMENT SYSTEM RFilmBi IRSEMENT CONTRIBUTIONS AND REPORTING...........
14
1. Empleyee's Centro butinnMiscellaneous Unit Members..................................................................................14
2. TwG PeFGent at Ono 55. CnrSafety Unity Members.................................................................................14
3. Pre -Retirement Optional Settlement 2 Death Benefit....................................................................................14
4. Fourth Level of 1959 Survivor Benefits..........................................................................................................14
C.
RETIREMENT CONTRACT REOPENER.................................................................................................
14
ARTICLE XII - LEAVE BENEFITS............................................................................................
14
A.
GENERAL LEAVE..............................................................................................................................
14
1. Accrual...........................................................................................................................................................14
2. Eligibility and Approval...................................................................................................................................15
3. Leave Benefit Entitlements............................................................................................................................15
4. Conversion to Cash........................................................................................................................................15
B.
City Paid HOLIDAYS.......................................................................................................................
15
C.
SICK LEAVE.....................................................................................................................................
16
D.
VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM..................................................................
18
E.
BEREAVEMENT LEAVE.......................................................................................................................
18
F.
RELEASE TIME..................................................................................................................................
18
ARTICLE XIII - CITY RULES..................................................................................................... 18
A.
PERSONNEL RULES.........................................................................................................................
18
B.
EMPLOYER -EMPLOYEE RELATIONS RESOLUTION..............................................................................
18
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...................................................................................................................................................22
3.
Notification of Employees..................................................................................................................................22
4.
Part 2 - Bumping Rights.....................................................................................................................................23
5.
Part 3 - Re-Employment....................................................................................................................................24
ARTICLE XIV - MISCELLANEOUS..........................................................................................
26
A.
PHYSICAL EXAMINATION...................................................................................................................
26
B.
VEHICLE POLICY..............................................................................................................................
26
C.
DEFERRED COMPENSATION LOAN PROGRAM.....................................................................................
26
D.
COLLECTION OF PAYROLL OVERPAYMENTS.......................................................................................
27
E.
UNIT MODIFICATION..........................................................................................................................
28
F.
REQUIRED FINGERPRINTING OF EMPLOYEES THAT WORK WITH SENIOR CITIZENS ................................
28
G.
ACTING ASSIGNMENT.......................................................................................................................
28
H.
RETURN TO WORK...........................................................................................................................
28
I.
CONTROLLED SUBSTANCE AND ALCOHOL TESTING ........... ................. ...................................... I..........
29
J.
MANAGEMENT AND EXECUTIVE MANAGEMENT RELATIONS COMMITTEE ...............................................
29
ARTICLE XV - CITY COUNCIL APPROVAL............................................................................ 30
EXHIBIT A - SALARY SCHEDULE........................................................................................................ 31
MEO MOU FINAL '^^a'^^QDecember 201, 2012 through December 31, 2014
I I
MEMORANDUM OF UNDERSTANDING
MANAGEMENT EMPLOYEES' ORGANIZATION
TABLE OF CONTENTS
EXHIBIT B - RETIREE SUBSIDY MEDICAL PLAN................................................................................
37
SCHEDULE OF BENEFITS..............................................................................................
37
A. Minimum Eligibility for Benefits......................................................................................................................37
B. Disability Retirees..........................................................................................................................................37
C. Maximum Monthly Subsidy Payments...........................................................................................................38
RETIREE SUBSIDY MEDICAL PLAN/MISCELLANEOUS PROVISIONS .............................................
39
A. Eligibility.........................................................................................................................................................39
B. Benefits..........................................................................................................................................................
39
C. Subsidies........................................................................................................................................................39
D. Medicare........................................................................................................................................................40
E. Cancellation...................................................................................................................................................40
EXHIBIT C - VEHICLE USE/ASSIGNMENT...........................................................................................
42
EXHIBIT D - PHYSICAL EXAMINATION DESCRIPTION......................................................................
43
EXHIBIT E - 9/80 WORK SCHEDULE....................................................................................................
44
EXHIBIT F- 4/10 WORK SCHEDULE.....................................................................................................
46
EXHIBIT G - VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM GUIDELINES
.............. 47
MEO MOU FINIA1 2006-9^^QDecember 201, 2012 through December 31, 2014
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 December 201, 200612 through December
9, 290631, 2014.
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
December 201, 200612 and it is agreed as follows:
ARTICLE I - TERM OF MOU
This Agreement shall be in effect for a period of two (2) years commencing December 201,
200612 and ending midnight December 1 °—,-�031, 2014.
a The parties agree to commence negotiations on a successor MOU by not later than May
1, 2014.
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 MOU FINAL 2006-2008 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
4-. 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.
2-.1. Wage Increases
• - - ase. Effective the
MEO MOU FINAL 2006-2008 2
MANAGEMENT EMPLOYEES' ORGANIZATION
beginning of the pay period following City Council approval of this agreement, all
bargaining unit members will receive a 3.75% wage increase. This wage increase
will not be retro-active and will be implemented the beginning of the pay period
following approval of the agreement by the City Council.
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MEO MOU FINAL 200-6-4 ^QDecember 201, 2012 throuqh December 31, 2014
3
MANAGEMENT EMPLOYEES' ORGANIZATION
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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 on the basic of a fug
refundfortuition, 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 five hundred dollars ($1,500) in any fiscal year period per employee.
a. Employees may not carry-over and be reimbursed for prior fiscal year education costs
in successive fiscal ems_
3. Reimbursements shall be made when the employee presents proof to the Director of
Human Resources that he/she has successfully completed the course with a grade of "C"
or better; or a "Pass" if taken for credit.
Permanent 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
additional five -percent (5%) of their base hourly rate in addition to their regular bi-weekly
salary. Permanent employees may accept assignments utilizing bilingual skills in other
languages on a short-term assignment with approval by the City AdMiRistrate City Manager.
Such employees shall receive the additional five 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
language proficiency will be tested and certified by the Director of Human Resources or
MEO MOU FINAL 2006 2 December 201, 2012 through December 31, 2014
4
MANAGEMENT EMPLOYEES' ORGANIZATION
designee. The special 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.
C. Process Owner Assignment Pay
Those employees performing assignments designated by the City as "process owner"
assignments shall receive premium pay equal to ten percent (10%) of base salary
(calculated at the employee's base hourly rate).
Process owner assignments are designated by the employee's Department Head and
approved by the City Manager or designee. Designated employees are
responsible for JD Edwards applications setup, design, troubleshooting, and training.
Process owners have system coordination responsibilities as distinguished from users of the
system.
Effective May 21, 2007wmth the fiFGt full pay peFied fnlle ding Gity GO mail rotifiGatinn 9f tM it
Process Owner Assignment Pay shall ended. All employees receiving Process
Owner Assignment Pay prior to this date -May 21, 2007 shall continue to receive this pay
while they remain assigned to their position.
ARTICLE VIII - UNIFORMS
The City agrees to provide uniforms to employees on active duty who are required to wear
uniforms.
A. General Policy
The City shall furnish uniforms to those employees designated by the various Department
Heads as required to wear a standard uniform for appearance, uniformity and public
recognition purposes, in the procedures and guidelines set forth hereinafter.
B. Affected Personnel
All employees in classifications listed below shall wear a standard City_ adopted uniform.
Each Department Head shall determine which employees must wear a (uniform'�msclj.
Department
Job
Type
Classification
Category of
Uniform
Notes
Comm Svcs
0032
Marine Safety Division Chief
2
Suit not replaced every
year
Comm Svcs
0133
Prkng & Crnping Fac Supervisor
4
Fire
0473
Dev & Petro -Chem Supervisor
7
Fire
0131
Fire Med Coordinator
2
Not required daily;
frequency of use is 1X
week
Fire
0130
Fire Protection Analyst
7
Police
0089
Senior Adm in Analyst
3
Not required daily
Police
0486
Detention Adm inistrator
3
Police
0022
Police Communications Manager
3
Police
0094
Police Records Administrator
3
Bldg & Safety
0072
Principal Electircal Inspector
5
Bldg & Safet
0073
[inspection Supervisor
5
Bld & Safet
0076
jPrincipal Inspector Plumb/Mech
5
MEO MOU FINAL 2006 2 December 201, 2012 through December 31, ZU141
5
MANAGEMENT EMPLOYEES' ORGANIZATION
Department
Job
Type
Classification
Category of
Notes
Uniform
Community Srvcs
0133
Parking & Camping Fac Supr
4
Fire
0131
Fire Med Coordinator
2
Not required daily: frequency
of use is 1X week
Fire
0130
Fire Protection Analyst
7
Fire
0032
Marine Safety Division Chief
2
Suit not replaced every Year
Police
0089
Senior Admin Analyst
3
Not required daily
Police
0486
Detention Administrator
3
Police
0022
Police Communications Mqr
3
Police
0594
Police Admin Srvc Mgr
3
Police
0094
Police Records Administrator
3
Planning & Bldg
0072
Principal Electrical Inspector
5
Planning & Bldg
0073
Inspection Supervisor
5
Planning & Bldg
0076
Principal Inspector Plum/Mech
5
Planning & Bldg
0075
Inspection Manager
5
C. Personal Protective Equipment
All personal protective equipment shall be provided based on employee safety needs for the
performance of duties as approved by the Department Head.
D. Employee Responsibilities
1. To wear a clean and complete uniform as required.
2. Uniform appearance shall include:
a. Patch to be worn above left shirt or jacket pocket.
b. Pants to have no cuffs.
c. Worn with pride in appearance to public, i.e., shirt buttoned, shirttail tucked in.
3. To wash and provide minimum repair; i.e., buttons, small tears.
4. To provide any alterations necessary including sewing on of City patches.
5. To not wear the uniform for other than City duties or work.
6. To notify supervisor of need to replace due to disrepair or severe staining producing an
undesirable appearance.
7. To turn in all uniform components, including patches, upon termination.
8. To turn in all personal protective equipment upon termination.
9. To wear all personal protective equipment prescribed by the City safety officer and/or
Supervisor of the division.
E. City Responsibilities
MEO MOU FINAL 2006 7^^QDecember 201, 2012 through December 31, 2014
6
MANAGEMENT EMPLOYEES' ORGANIZATION
1. To pay for City -required uniforms.
2. To report 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. To provide one or more retail clothing outlets for the various allotments.
City reserves the right to name vendor.
4. To maintain records of purchases.
F. Department Head or Designee Responsibilities
1. To ensure employee compliance with the Uniform Policy
2. To approve replacement of deteriorated uniform component(s) and personnel protective
equipment as required and to maintain a listing for each eligible employee, by name and
classification, of all uniform component(s) and personal protective equipment purchased.
3. To confirm receipt of uniforms, patches and personal protective equipment from an
employee upon termination. A Termination Checklist Form is to be completed, signed by
the employee, and submitted to the Human Resources Department.
4. To report 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 required.
ARTICLE IX - 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 by the Gity AdMiRiStFatG City Manager or designee.
A. Overtime
Employees represented herein shall not be eligible for paid overtime compensation,
B. Administrative Leave
All unit employees shall be entitled to fifty (50) hours of administrative leave per calendar
year. Administrative leave shall not carry over to the next year and holds no cash value.
MEO MOU December 201 2012 through December 31, 2014
7
MANAGEMENT EMPLOYEES' ORGANIZATION
Old Administrative Leave — Effective with the City Council ratification of this agreement,
employees who have accrued a bank of old administrative leave and are eligible to receive
the administrative leave hours based on the old administrative leave provision, shall have the
right to use the accrued leave time on the same terms and conditions as any other approved
leave time. However old administrative leave holds no cash value for current employees or
employees separating from City service.
C. Flex Schedule and Hours of Work
With supervisor and Department Head approval, MEO employees may flex regularly
scheduled start times between the hours of 7.00 a.m. to 9:00 a.m. Flex schedules shall not
reduce service to the public, departmental effectiveness, productivity and/or efficiency as
determined by the Gity AdFAiRi tFaterCity Manager or designee.
MEO employees will have the option of working a 5/40 or 9/80 work schedule with supervisor
and Department Head approval. MEO employees assigned the 4/10-work schedule shall
retain the option of working the 4/10-work schedule with supervisor and Department Head
approval. In order to maintain service to the public, departmental effectiveness, productivity
and/or efficiency a Department Head may assign an employee a different work schedule that
is in compliance with the requirements of the Fair Labor Standards Act (FLSA) with City
AdMiRistFate City Manager approval.
1. 5/40 Work Schedule
The 5/40 work schedule shall be defined as working five (5) eight (8) hour days
Monday through Friday each week 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
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.
MEO MOU FINAL 2-006 2^^4December 201, 2012 through December 31, 2014
8
MANAGEMENT EMPLOYEES' ORGANIZATION
ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS
A. Health
The City shall make available group medical, dental and vision benefits to all employees.
A copy of the medical, dental and vision plan brochures may be obtained from the
Human Resources Department.
B. Eligibility, Criteria and Cost
City and Employee Paid Medical Insurance — Employees and Dependents
The City and employee shall each pay for health insurance premiums for qualified
employees and dependent(s) effective the first of the month following the
employee's date of hire. The employee deduction for premium contributions shall
be aligned with 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.
MEO MOU RNAI '^^6'"^RDecember 201 2012 through December 31, 2014
9
MANAGEMENT EMPLOYEES' ORGANIZATION
Health and Other Insurance Premiums
a. 200714 Premiums and Contributions
P1 AN
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MEO MOU FINAL 2006 7^^QDecember 201, 2012 through December 31 2014
10
MANAGEMENT EMPLOYEES' ORGANIZATION
2014 HeaKh Premiums and Contributions
Effective 1 /1 /2014
MEO
Man
Tier
-
itflionMy
Premium
[ER HontNy
Contribution
EE HonMy.
Contribution
EE [BI-Iffeek8y
Contribution
Kaiser
Single
455.36
273.12
182.24
84.11
Two -Party
997.37
1,311.39
553.53
717.56
443.84
593.83
204.85
274.08
Family
Blue Shield HMO
Single
587.00
301.43
285.57
131.80
Two -Party
1,281.00
1,657.00
611.06
792.20
669.94
864.80
309.20
399.14
Family
Blue Shield PPO
Single
629.00
401.17
227.83
105.15
Two -Party
1,329.00
1.647.00
757.80
923.36
571.20
723.64
263.63
333.99
Family
_
Blue Shield CDHP
Single
462.00
401.17
60.83
28.08
Two -Party
978.00
1.211.00
757.80
923.36
220.20
287.64
101.63
132.76
Family
Delta Dental PPO
Single
65.00
42.88
22.12
10.21
Two -Party
121.40
160.00
81.82
116.36
39.58
43.64
18.27
20.14
Family
.. �._5.�. .,. .
'
_ ._ . .
Delta Care HMO
Sin le
28.88
23.00
.88
2.71
Two -Party
49.10
75.10
39.11
59.81
9.99
15.29
4.61
7.06
Family
VSP
Single
25.94
17.84
8.10
3.74
Two -Party
25.94
25.94
17.84
17.84
8.10
8.10
3.74
3.74
Family
Medical Opt -Out: $273.12 per month
MEO MOU FINAL 2006 7"^RDecember 201 2012 through December 31, 2014
11
MANAGEMENT EMPLOYEES' ORGANIZATION
3. Future Premiums and City Contributions
Effective with the January 2008 health insurance deduction, the City's contribution
shall increase in an amount not to exceed ten percent (10%) for medical
insurance, five percent (5%) for dental insurance and five percent (5%) for vision
insurance. The increases will be based on potential increases to the City's Blue
Shield HMO, Delta Dental PPO, Delta Care HMO and Vision Service plans in
2008. In the event that the premium rates for City's Blue Shield HMO, Delta
Dental PPO, Delta Care HMO and Vision Service plans increase by less than ten
percent (10%), five percent (5%) and five percent (5%) respectively, the City
contribution caps will be adjusted based on the actual percentage increases. In the
event that these caps are exceeded, the employee shall pay any increased
amount above the City's contribution caps.
As a result of these formulas, it is understood that the employee contribution shall
not decrease during the term of this Agreement nor is there any expectation of
compensation or benefit in the event the City's contribution cap is not reached.
4. Employee payroll deductions shall be made on a pre-tax basis.
5. Medical Cash -Out
Effective with the first payment following City Council ratification of this agreement,
if an employee is covered by a medical program outside of a city -provided
program (evidence of which must be supplied to Human Resources Department,
they 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
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
the City's current providers. Evidence of insurability is contingent upon total participation in
additional amounts.
MEO MOU FINAL 2006 7^^4December 201, 2012 through December 31, 2014
12
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. Benefits under the plan are integrated
with sick leave, Worker's Compensation, Social Security and other non -private program
benefits to which the employee may be entitled. Disability is defined as: "The inability to
perform all of the duties of regular occupation during two years, and thereafter the inability to
engage in any employment or occupation for which 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. A 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. While long term disability benefits can be coordinated with accrued leave
benefits to achieve one hundred percent (100%) of regular salary, no employee may receive
more than their regular salary while receiving disability benefits and paid leave.
E. Miscellaneous
1. City -Paid Premiums While on Medical Disability
When an employee is off work without pay for reason of medical disability, the City shall
maintain the City -paid employee's insurance premiums during the period the employee is
in an unpaid status for the length 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 MOU FINAL 2006-'^^QDecember 201 2012 through December 31, 2014
13
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 allowance from the California
Public Employees' Retirement System and are not eligible for the City's Retiree Subsidy
Medical Plan and choose not to participate in City -sponsored medical insurance upon
retirement, permanently lose eligibility for this insurance.
However, if a retiree who is not eligible for the City's Retiree Subsidy Medical Plan chooses
not to participate in City -sponsored medical insurance plans because the retiree has access
to other group medical insurance and subsequently loses eligibility for that group medical
insurance, the retiree and their qualified dependents will have access to City -sponsored
medical insurance plans reinstated.
Eligibility for Retiree Medical Coverage terminates the first of the month in which the retiree
or qualified dependent turns age sixty-five (65).
G. Post-65 Supplemental Medicare Coverage
Retirees who are participating in the Retiree Subsidy Medical Plan as of January 1, 2004
and all future retirees who meet the criteria to participate in City -sponsored medical
insurance, with or without the Retiree Medical Subsidy Plan, may participate in City -
sponsored medical insurance plans that are supplemental to Medicare.
A retiree or qualified dependent must choose to participate in City -sponsored medical
insurance plans that are supplemental to Medicare beginning the first of the month in which
the retiree or qualified dependent turns age sixty-five (65).
The retiree shall pay the full premium to participate in City -sponsored medical insurance
plans that are supplemental to Medicare for themselves or qualified dependents without any
City subsidy.
Retirees or qualified dependents, upon turning age sixty five (65), who choose not to
participate in City -sponsored medical insurance plans that are supplemental to Medicare
permanently lose their eligibility for this insurance.
H. Marine Safety Division Chief Medical Program
The City will provide the Marine Safety Division Chief an equivalent plan that is designed
specifically for Safety employees.
I. Annual Maximum Benefit for Dental PPO Plan
The Dental PPO plan maximum annual benefit is $2,000.
MEO MOU FINAL 2^^6 7^^QDecember 201, 2012 through December 31 2014
14
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:
.. ;
._
heF 15fe aIGRe. This paymeRt shall be made GRIY tG the member shall be payable
by the Gity dWiRg the life of the member, and UPGR that rnembeF death, the Got
ebligatiGR shall Gea6e. The methed C)f fURdiRg this beRefit shall be at the sole
- entire - e- - hal
of the allowanGe [Option #3] is paid to the benefiGiap� feF life.)
It tWe -vetevett q netiber elects •• •• #1 m #2.• • - •
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 in 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 City obligation 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 Agreement.
b. Employees hired on or after August 17, 1998 shall not be eligible for this benefit
referenced in A.1.a. herein above.
2. Medical Insurance for Retirees
a. Medical Insurance Upon Retirement
Upon retirement, whether service or disability, each employee shall have the
following options in regards to medical insurance under City -sponsored plans:
1) With no change in benefits, retirees can stay in any of the plans offered
by the City, at the retiree's own expense, for the maximum time period
allowed by Consolidated Omnibus Budget Reconciliation Act of 1985
(COBRA) Federal or State Law, or
MEO MOU FINAI 20^a- ^^QDecember 291, 2012 through December 31, 2014
15
MANAGEMENT EMPLOYEES' ORGANIZATION
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.
B. Public Employees' Retirement System Reimbursement and Reporting
Employee's Gen+rib tienMiscellaneous Unit Members
- -- -7-T.--
-
- - - - -
--
-
--
CC
._
21 T-we PeFGen+ n+ 4-- C.C. Cnrml la Miscellaneous Members
a. The Citv shall provide all miscellaneous emolovees 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 EmDloyees' Retirement Svstem (PERS). Section 21354 of
the California Government Code.
b. Effective October 1, 2012, each miscellaneous emolovee, hired prior to
December 21, 2012, covered by this Agreement shall pay to PERS as part of
the required member contribution six and three quarters percent (6.75%) of
pensionable income to the Public Employees' Retirement System (PERS). The
remaining portion of the required member retirement contribution (one and one
quarter percent (1.25%) of pensionable income) shall be paid by the City.
1) Employees hired on or after December 21, 2012, shall not be reimbursed
under this section, but shall pay 100% of the required member retirement
contribution (8%)
c. Effective at the beginning of the pay period of April 26, 2014, following City
Council approval of this MOU, all miscellaneous bargaining unit "classic
members" shall pay to PERS as part of the required member retirement
MEO MOU FINAL 2006 7^^°December 201, 2012 through December 31, 2014
16
MANAGEMENT EMPLOYEES' ORGANIZATION
contribution eight percent (8%) of pensionable income. This provision shall not
sunset at the end of this agreement.
d. The City shall contract with PERS to have retirement benefits calculated based
upon the "classic" employee's highest one year's compensation, pursuant to the
provisions of Section 20042 (highest single year).
e The obligations of the City and the retirement rights of employees as provided in
this Article shall survive the term of this MOU
f For "New" Members" within the meaning of the California Public Employees'
Pension Reform Act of 2013.
1) New Members shall be governed by the two percent at age 62 (2% ca-)-
62) retirement formula set forth in Government Code section 7522.20.
2) Final compensation will be based on the highest annual average
compensation earnable during the 36 consecutive months immediately
preceding the effective date of his or her retirement, or some other 36
consecutive month period designated by the member.
3) Effective January 1 2013 "new" members" as defined by PEPRA and
determined by CalPERS shall contribute one half (50%) of the normal
cost fate —as established by CalPERS.
2. Safety Unit Members
a) The City shall provide all safety employees described as "classic" members by
the Public Employees' Pension Reform Act of 2013 — "PEPRA" with that certain
retirement program commonly known and described as the "3%" at age 50 plan"
which is based on the retirement formula as set forth in the California Public
Employees' Retirement System (PERS) Section 21362.2 of the California
Government Code.
b) Effective October 1 2012 all safety employees described as "classic"
members hired prior to December 21 2012 covered by this Agreement shall
Pay to PERS as part of the required member contribution six and three quarters
percent (6 75%) of pensionable income to the Public Employees' Retirement
System (PERS) The remaining portion of the required member retirement
contribution (two and one quarter percent (2 25%) of pensionable income) shall
be paid by the City.
1) All safety employees' described as "classic" members hired on or after
December 21 2012 shall not be reimbursed under this section, but shall
pay 100% of the required member retirement contribution (9%)
MEO MOU N.A.1 2006-200QDecember 201 2012 through December 31, 2014
17
MANAGEMENT EMPLOYEES' ORGANIZATION
c) Effective at the beginning of the pay period of April 26 2014 following City
Council approval of this MOU, all safety employees described as "classic"
members" shall pay to PERS as part of the required member retirement
contribution nine percent (9%) of pensionable income. This provision shall not
sunset at the end of this agreement.
d) The City shall contract with PERS to have retirement benefits calculated based
upon the "classic" employee's highest one year's compensation pursuant to the
provisions of Section 20042 (highest single year).
e) The obligations of the City and the retirement rights of employees as provided in
this Article shall survive the term of this MOU
f) For "New" Members" within the meaning of the California Public Employees'
Pension Reform Act of 2013.
1_) New Members shall be governed by the two and seven tenths percent at
age 57 (2.7% (_ 57) retirement formula set forth in Government Code
section 7522.25(d)
2) Final compensation will be based on the highest annual average
compensation earnable during the 36 consecutive months immediately
preceding the effective date of his or her retirement or some other 36
consecutive month period designated by the member.
3) Effective January 1, 2013 "new" members" as defined by PEPRA and
determined by CalPERS, shall contribute one half (50%) of the normal cost
fate, as established by CalPERS.
3— Pre -Retirement Optional Settlement 2 Death Benefit
Employees receive the benefit of the Pre -Retirement Optional Settlement 2 Death
Benefit, as identified in Government Code Section 21548 with CalPERS.
4. Fourth Level of 1959 Survivor Benefits
Employees receive the benefit of the Fourth Level of the 1959 Survivor Benefit, as
identified in Government Code Section 21574 with CalPERS.
5. The City has adopted the CalPERS 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 on a pre-tax basis. However, ultimately, the tax status of any
benefit is determined by the law.
MEO MOU FINAL 2006 7^^QDecember 201, 2012 through December 31, 2014
18
MANAGEMENT EMPLOYEES' ORGANIZATION
ARTICLE XII - LEAVE BENEFITS
A. General Leave
1. Accrual
Employees accrue General leave at the accrual rates outlined below. General leave may
be used for any purpose, including vacation, sick leave, and personal leave.
Years of Service
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
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. 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. Employees may not use their general
leave to advance their separation date on retirement or other separation from
employment.
3. Leave Benefit Entitlements
The City shall comply with all State and Federal leave benefit entitlement laws. An
eligible employee on an approved leave 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 on employee leave options contact the Human Resources
Department.
4. Conversion to Cash
MEO MOU F'w'"' 2006-'^^QDecember 201, 2012 through December 31, 2014
19
MANAGEMENT EMPLOYEES' ORGANIZATION
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 general leave benefits at the base hourly rate. The employee shall give two (2)
weeks advance notice to Payroll of his/her desire to exercise such option.
Effective with the City Council ratification of this agreement and until the thirty (30) days
that follow, employees shall have the one-time option to cash an additional forty (40)
hours of general leave.
B. City Paid Holidays
Permanent full-time employees shall receive the following paid holidays per the employee's
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)
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.
b. If a City paid holiday falls on an employee's scheduled day off and with approval
from the Department Head or designee, the employee may take another day off
during the same payroll period as the holiday or opt to be credited with general
leave the number of hours of the employee's regularly scheduled work shift.
c. A permanent half-time (1/2) or three quarter -time (3/4) employee shall have City paid
holidays paid as time off with a pro -rated amount of four (4) or six (6) hours,
respectively.
C. Sick Leave
MEO MOU FINAL 2006 7^^QDecember 201, 2012 through December 31, 2014
20
MANAGEMENT EMPLOYEES' ORGANIZATION
1. Accrual — No employee shall accrue sick leave after December 24, 1999.
2. Credit —Employees shall carry forward their sick leave balance and shall no longer accrue
sick leave credit.
3. Usage — Employees may use accrued sick leave for the same purposes for which it was
used prior to December 25, 1999.
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.
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, 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%) of 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 in paragraph 4 below.
c. Except as provided in 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 first for sick leave, as defined in Personnel
Rule 18-8.
d. Employees who had unused, accumulated sick leave in excess of seven hundred
twenty (720) hours as of July 5, 1980, shall be compensated for such excess sick
leave remaining on termination under the formulas described in paragraphs 1 and
2 above. In no event shall any employee be compensated upon termination for
MEO MOU FINAL 2006 2^^QDecember 201, 2012 through December 31, 2014
21
MANAGEMENT EMPLOYEES' ORGANIZATION
any accumulated sick leave in excess of the "cap" established by this paragraph
(i.e., seven hundred twenty (720) hours plus the amount over seven hundred
twenty (720) hours existing on July 5, 1980). Employees may continue to utilize
sick leave accrued after that date in excess of such "cap" on a "last in, first out"
basis.
e. To the extent that any "capped" amount of excess sick leave over seven hundred
twenty (720) hours is utilized, the maximum compensable amount shall be
correspondingly reduced. (Example: Employee had 1,000 hours accumulated.
Six months after July 5, 1980, employee 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
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 aAd
the °teaGiat;en agree to continue discussion during the term of 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 for the use of such leave by
Association representatives and its members. Such leave shall be limited to use for the
purpose of Association business not covered within the scope of legal requirements. It
remains the City's intent to enforce reasonable standards for the administration and control
of current Release Time use.
ARTICLE XIII - CITY RULES
MEO MOU FINA1 20OR- ^^QDecember 281, 2012 through December 31, 2014
22
MANAGEMENT EMPLOYEES' ORGANIZATION
A. Personnel Rules
All MOU provisions that supersede the City's Personnel Rules shall automatically update
the City's Personnel Rules and be incorporated into such rules.
B. Employer -Employee Relations Resolution
During the term of the agreement, the City and the Association agree to update the
Employee -Employer Relations Resolution to reflect current State law.
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 entitled to propose a Unit
Modification. The Association and the City agree to jointly recommend a
modification of the City of Huntington Beach Employer -Employee Relations
Resolution (Resolution Number 3335) upon the City having completed its
obligation to meet and confer on this issue with all other bargaining units.
The proposed change to the Employer -Employee Relations Resolution is as
follows:
7.3 Director of Human Resources Motion of Unit Modification - The Director of
Human Resources may propose, during the same period for filing a petition for
decertification, that an established unit be modified in accordance with the
following procedure:
1. The Director of Human Resources shall give written notice of the proposed
modification(s), to any affected employee organization and any affected
employees.
2. The Personnel Commission shall hold a meeting concerning the proposed
modification(s) at which time all affected employee organizations and
employees shall be heard;
MEO MOU FINAL 2006-'^^QDecember 201, 2012 through December 31, 2014
23
MANAGEMENT EMPLOYEES' ORGANIZATION
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 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 Governing Layoff, Reduction in Lieu of Layoff and Re -Employment
1. Part 1 — Layoff Procedure
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 to 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 changes, including 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, preparing to qualify for, and being placed in other
positions in the competitive service. This shall not be construed as a restriction
on the City government in effecting economies or in making organizational or
other changes to increase efficiency.
3) A department shall reduce staff by 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.
5) If a deadline within this procedure falls on a day that City Hall is closed, the
deadline shall be the next day City Hall is open.
MEO MOU FINAL 2006 7^^QDecember 201, 2012 through December 31, 2014
24
MANAGEMENT EMPLOYEES' ORGANIZATION
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.
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
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 necessary qualifications 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 position in the same class within the City,
provided the employee has the necessary qualifications to perform the
duties of the position.
c) If no position in the same class is vacant, the employee shall be given the
opportunity, in order of service credit, to transfer to the position in the same
class that is held by an incumbent in another department with the least
amount of service credit whose position the employee has the necessary
qualifications to perform.
2) If an employee(s) is not eligible for transfer within the employee's class, the
employee shall be offered, in order of service credit, a reduction to a vacant
position in the next 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.
3) If the employee refuses to accept a transfer or reduction pursuant to a. or b.,
above, the employee shall be laid off.
MEO MOU F'a'^' 2^^6-'^^QDecember 201, 2012 through December 31, 2014
25
MANAGEMENT EMPLOYEES' ORGANIZATION
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.
MEO MOU FINAL 2006 2nnszDecember 201, 2012 through December 31, 2014
26
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 on authorized leave of absence or is holding a
temporary acting position in another 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.
3. Notification of Employees
a. The Human Resources Department shall give written notice of layoff to the
employee by personal service or by sending it by certified mail to the last
known mailing address at least fifteen (15) thirty 30 calendar days prior to the
effective date of the layoff. Normally notices will be served on employees
personally at work.
b. Layoff notices may be initially issued to all employees who may be subject to
layoff as a result of employees exercising voluntary reduction/bumping rights.
C. The notice of layoff shall 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 the least service credit within the occupational series provided
the employee possesses the necessary qualifications to successfully perform
the duties in the lower class and the employee has more service credit than the
incumbent in the lower 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
MEO MOU F'p'^' '^^13-'^^QDecember 201, 2012 through December 31, 201
27
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 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 of the dispute. Within five (5)
calendar days after the dispute is reviewed, the employee shall be notified in
writing of the decision.
4. Part 2 — Bumping Rights
a. Voluntary Reduction or Bumping in Lieu of Layoff
1) A promotional probationary 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 qualifications to perform the duties of the position.
2) Employees electing reduction under "a" above, shall be reduced to a
position authorized to be filled in a lower class within the employee's
occupational series. The employee may reduce to a lower class in his/her
occupational series by: 1) filling a vacancy in that class, or 2) if no vacancy
exists, displacing the employee in the class with the least service credit
whose position the employee has the necessary qualifications to perform.
A displaced employee shall have bumping rights.
3) An 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
- Layoff Procedure. Failure to respond within the time limit shall result in a
reputable presumption that the employee does not intend to exercise 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.
b. Reinstatement/Re-Employment Lists
MEO MOU FINAL 2006 7^^4December 201, 2012 through December 31, 2014
28
MANAGEMENT EMPLOYEES' ORGANIZATION
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 of 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.
d. Qualifications Appeal Hearing
1) Upon receipt of an appeal, the Director of Human Resources shall contact
a mediator from the California State Mediation and Conciliation Service to
schedule a hearing 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 the California State Mediation and Conciliation
Service and the person mutually selected are not available within the time
frame, 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 resolve the dispute. If the dispute remains unresolved, the
parties shall endeavor in good faith to submit to the hearing officer a
statement of all agreed upon facts relevant to the hearing.
2) Appeal hearings shall be limited to two (2) hours, except as otherwise
agreed by the 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
render a decision 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.
MEO MOU FINAL 2006 '""RDecember 201 2012 through December 31, 2014
29
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 decline an offer of employment or on two
(2) occasions fail to respond to offers of employment in a particular class
within five (5) calendar days of receipt of written notice of an offer. Any
employee who is dismissed from the City service for cause shall have his
or her name removed from all re-employment lists.
5) Re-employment lists shall be available to HBMEO and affected employees
upon reasonable request,
6) Qualification appeals involving re-employment rights shall be resolved in
the same manner as that identified in Part 2. Section 4.
b. Status on Re -Employment
1) Persons re-employed from layoff within a two (2) year period from the date
of layoff shall receive the following considerations and benefits. -
a) Service credit held upon layoff shall be restored, but no credit shall be
added for the period of layoff.
b) Prior service credit shall be counted toward General Leave accruals.
c) Employees may cash in sick leave upon layoff or at any time after
layoff in 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.
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.
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
MEO MOU FINAL 2006 °^^QDecember 201, 2012 through December 31, 2014
30
MANAGEMENT EMPLOYEES' ORGANIZATION
salary step of the class they held at the time of reduction and have their
merit increase eligibility date recalculated.
ARTICLE XIV - MISCELLANEOUS
A. Phvsical Examination
Employees shall be provided, once every two (2) years, with a City -paid physical
examination. Said exam shall be comprehensive in nature and shall include:
1. A complete medical history, physical exam, laboratory testing and review of results
by a physician. (See Exhibit G, Physical Exam Description.)
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 eligible employees shall receive examinations in
any one fiscal year.
B. Vehicle Policy
1. Approval is required by the City Manage r or his/her designee for
any City vehicle to be taken home by an employee.
2. The auto allowance for qualifying employees is two hundred seven dollars and sixty-
nine cents ($207.69) bi-weekly.
3. No unit -employee shall have their automobile allowance eliminated until the City's
Fleet Management Policy is re -negotiated.
4. Eligibility for automobile allowance shall be determined in accordance with the City's
Fleet Management Program dated August 1999.
5. Employees in the following classifications are eligible to receive Auto Allowance:
■ Assistant to the City Manager
■ Assistant Fire Marshal
• Beach Operations Supervisor
■ Building Manager
Building Maintenance S peryicnr
City Engineer
• Construction Manager _
• Deputy City reasure 1rmsc 1-
• Deputy Director of Public Works
■ Detention Administrator
■ Facilities Development & Concessions Manager
■ Facilities Maintenance Supervisor
MEO MOU F'"'^' '^^R-'^^°December 201, 2012 through December 31, 2014
31
MANAGEMENT EMPLOYEES' ORGANIZATION
■ Fleet Operations Supervisor
■ General Services Manaaer
• Inspection Manager
• Landscape Architect
• Landscape Maintenance Supervisor
• Maintenance Operations Manager
• Marine Safety Division Chief
• Mechanical Maintenance Supervisor
• Parking/Camping Facility Supervisor
■ Police Administrative Services Manager
• Police Communications Manager
■ Police Records Administrator
• Principal Electrical Inspector
• Principal Plumbing Mechanical Inspector
• Public Safety Systems Manager
Real
Estate • Recreation, Human & Cultural Affairs Superintenden_t[msc3�
• Street & Bu*ld*RgMaintenance Supervisor
• Transportation Manager
• Tree Maintenance Supervisor
• Utilities Manager
• Wastewater Supervisor
• Water Distribution Supervisor
Water Production Supervisor
C. Deferred Compensation
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.
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
MEO MOU FINAL 2006 7^^QDecember 201, 2012 throuqh December 31, 2014
32
MANAGEMENT EMPLOYEES' ORGANIZATION
In the event that a payroll overpayment is discovered and verified, and considering all
reasonable factors including the length of time that the overpayment was made and if and
when the employee could have reasonably known about such overpayment, the City
shall take action to collect from the employee the amount of overpayment(s). Such
collection shall be processed by payroll deduction over a reasonable period of time
considering the total amount of overpayment.
In the event the employee separates from employment during the collection period, the
final amount shall be deducted from the last payroll check of the employee. If applicable,
the balance due from the employee shall be communicated upon employment separation
if the last payroll check does not sufficiently cover the amount due the City.
It shall be the responsibility of the employee and the City to periodically monitor the
accuracy of compensation payments or reimbursements due to the possibility of a clerical
oversight or error. The City reserves the right to also collect compensation overpayments
caused by or the result of misinterpretation of a pay provision by non -authorized
personnel. The interpretation of all pay provisions shall be administered by the Qty
AdrninistFaterCity Manager or designee and as adopted by the City Council.
Unauthorized compensation payments shall not constitute a past practice.
E. Unit Modification
Notwithstanding any other provisions of this agreement, the City and Association agree to
meet and confer within forty-five (45) days of the City Council ratification of this
agreement regarding the possibility of adding positions to the MEO bargaining unit.
F. Required Fingerprinting of Employees
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.
G. Actinq 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.
MEO MOU FINAL '^^6-'^^RDecember 201 2012 through December 31, 2014
33
MANAGEMENT EMPLOYEES' ORGANIZATION
H. Return to Work Policy
The City and Association agree to reopen this agreement to establish a Return to Work
Policy for employees who experience industrial and non -industrial injury and/or illness.
I. Controlled Substance and Alcohol Testing
The City maintains the right to conduct a controlled substance and/or alcohol test during
working hours of any employee that it reasonably suspects is under the influence of
alcohol or a controlled substance in the workplace.
J. Management and Executive Management Relations Committee
During the term of this agreement, the City and MEO agree to meet quarterly to discuss
ways to improve management and executive management relations.
MEO MOU FINAL 2006 7^^QDecember 201, 2012 through December 31, 2014
34
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 March, 2014May 2007.
CITY OF HUNTINGTON BEACH
A Municipal Corporation
HUNTINGTON BEACH
MANAGEMENT EMPLOYEES'
ORGANIZATION
By:
By:
Fred A. Wilson
Tom Graham
City Manager
MEO President
By:
By:
Ken Domer
Scott Smith
Assistant City Manager
MEO Vice President
By:
By:
Michele Warren
Scott Field
Director of Human Resources
Negotiations Team
By:
By:
JoAnn Diaz
Mindy James
Principal Human Resources Analyst
Negotiations Team
By:
By:
Rondo May- e
Michele Diaz
Chief Negotiate
Negotiations Team
Approved as to Form:
Approved as to Form:
By:
BY
Jennifer M. McGrath
Charles Barfield
City Attorney
OCEA Representative
By:
Aaron Peardon
OCEA Representative
MEO MOU FINAL 2006'^^RDecember 201 2012 through December 31, 2014
35
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
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MEO MOU FINAL 2006 7^^QDecember 201, 2012 through December 31, 2014
36
MANAGEMENT EMPLOYEES' ORGANIZATION
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MEO MOU FIWAI 20OR s000December 281, 2012 through December 31, 2014
37
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A — SALARY SCHEDULE
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MEO MOU FINAL 2006 7^^QDecember 201, 2012 through December 31, 2014
38
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
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MEO MOU FINAL '^^R-'^^QDecember 201 2012 through December 31, 2014
39
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
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MEO MOU FINAL 2006 7^^QDecember 201, 2012 through December 31, 2014
40
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
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MEO MOU FINAL 2006 2 "QDecember 201, 2012 through December 31, 2014
41
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
3.75% EFFECTIVE MARCH 29. 2014
Job
No
Job Description
Pay
Grade
A_
B
C
D
E
0516
Accounting Manager
P0516
45.34
47.83
50.46
53.23
56.16
0025
Admin Analyst
P0025
34.97
36.89
38.93
41.06
43.33
0084
Admin Analyst Principal
P0084
43.55
45.95
48.48
51.15
53.96
0089
Admin Analyst Sr
P0089
40.23
42.44
44.78
47.24
49.83
0078
Assistant City Attorney
P0078
61.78
65.18
68.76
72.53
76.52
0132
Assistant City Clerk
P0132
37.51
39.57
41.75
44.04
46.46
0595
Assistant Fire Marshal
P0595
44.88
47.35
49.96
52.71
55.60
0057
Assistant to the Citv Manager
P0057
46.94
49.52
52.25
55.12
58.15
0071
Associate Planner
P0071
38.07
40.16
42.37
44.71
47.16
0569
Beach Maint Operations Mqr
P0569
48.86
51.54
54.38
57.36
60.52
0044
Beach Operations Supervisor
P0044
40.03
42.23
44.55
47.00
49.59
0064
Budqet Analyst Senior
P0064
38.65
40.77
43.01
45.38
47.88
0585
Budget Manager
P0585
45.34
47.83
50.46
53.23
56.16
0598
Building Manager
P0598
56.17
59.26
62.52
65.95
69.59
0501
Business Applicatio Supervisor
P0501
50.08
52.84
55.74
58.81
62.04
0500
Business Systems Manager
P0500
55.34
58.38
61.60
64.99
68.56
0070
Chief Criminalist
P0070
51.35
54.17
57.15
60.29
63.61
0024
City Engineer
P0024
63.96
67.48
71.19
75.10
79.23
0092
Claims Supervisor
P0092
41.65
43.94
46.36
48.91
51.59
0471
Co mmunitv Relations Officer
P0471
43.55
45.95
48.48
51.15
53.96
0353
Community Services Manager
P0353
48.86
51.54
54.38
57.36
60.52
0097
Construction Manager
P0097
48.86
51.54
54.38
57.36
60.52
0085
Contract Administrator
P0085
41.65
43.94
46.36
48.91
51.59
0045
Criminalist Supervisor
P0045
44.65
47.11
49.71
52.44
55.32
0253
Cultural Affairs Supervisor
P0253
31.65
33.40
35.23
37.17
39.22
0081
Deputy City Attorney I
P0081
40.63
42.86
45.21
47.70
50.33
0080
Deputy City Attorney II
P0080
48.86
51.54
54.38
57.36
60.52
0079
Deputy City Attorney III
P0079
56.17
59.26
62.52
65.95
69.59
0068
Deputy City Engineer
P0068
54.51
57.51
60.67
64.01
67.53
0090
Deputy City Treasurer MEO
P0090
50.33
53.10
56.03
59.11
62.35
0571
Deputv Dir of Econ Development
P0571
55.34
58.38
61.60
64.99
68.56
0027
Deputy Dir of Recr/Bch Devlpmt
P0027
57.03
60.16
63.47
66.96
70.64
0035
Deputy Director of Public Wrks
P0035
64.27
67.81
71.55
75.48
79.63
0486
Detention Administrator
P0486
40.23
42.44
44.78
47.24
49.83
0039
Econ Development Proj Mqr
P0039
44.43
46.87
49.45
52.17
55.04
0580
Energy Project Manager
P0580
44.43
46.87
49.45
52.17
55.04
0474
Facilities, Devel & Conc Mqr
P0474
46.48
49.03
51.73
54.57
57.57
0050
Facilities Maint Supervisor
P0050
40.03
42.23
44.55
47.00
49.59
0131
Fire Medical Coordinator
P0131
39.61
41.79
44.09
46.52
49.08
0130
Fire Protection Analyst
P0130
39.61
41.79
44.09
46.52
A9.08
0590
Fleet Operations Supervisor
P0590
40.03
42.23
44.55
47.00
49.59
0581
General Services Manager
P0581
53.98
56.95
60.08
63.38
66.87
0498
GIS Manager
P0498
51.61
54.45
57.44
60.60
63.93
0043
Housing Manager
P0043
51.09
53.90
56.87
59.99 1
63.29
0006 1
Human Resources Manager
P0006
53.17
5 6. 10
59.18
62.44
65.87
MEO MOU FINAL 2006 7^^RDecember 201, 2012 through December 31, 2014
42
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
0489 I
Info Syst Communications Mgr
P0489 151.61
54.45
57.44
60.60 1
63.93
0200
Info Syst Computer Ops Manager
P0200
51.61
54.45
57.44
60.60
63.93
0038
Info Systems Manager
P0038
55.62
58.68
61.91
65.31
68.90
0075
Inspection Manager
P0075
49.57
52.30
55.17
58.21
61.42
0073
Inspection Supervisor
P0073
42.29
44.61
47.06
49.64
52.37
0251
Investigator
P0251
34.45
36.34
38.35
40.45
42.67
0158
Landscape Architect
P0158
39.61
41.79
44.09
46.52
49.08
0049
Landscape Maint Supervisor
P0049 1
40.03
42.23
44.55
47.00
49.59
0095
Law Office Manager
P0095
34.97
36.89
38.93
41.06
43.33
0572
Liability Claims Coordinator
P0572
36.21
38.20
40.31
42.53
44.86
0030
Maintenance Operations Mqr
P0030
53.98
56.95
60.08
63.38
66.87
0032
Marine Safety Division Chief
P0032
51.35
54.17
57.15
60.29
63.61
0048
Mechanical Maint Supervisor
P0048
40.03
42.23
44.55
47.00
49.59
0441
Neighbrhd Preservtion Prop Mqr
P0441
49.08
51.78
54.63
57.64
60.82
0490
Network Systems Administrator
P0490
46.23
48.77
51.46
54.29
57.28
0443
Payroll Systems Analyst
P0443
42.29
44.61
47.06
49.64
52.37
0098
Permit & Plan Check Manager
P0098
56.17
59.26
62.52
65.95
69.59
0209
Permit & Plan Check Supervisor
P0209
39.82
42.01
44.32
46.76
49.33
0453
Personnel Analyst
P0453
34.80
36.71
38.73
40.86
43.11
0060
Personnel Analyst Principal
P0060
43.55
45.95
48.48
51.15
53.96
0464
Personnel Analyst Senior
P0464
39.61
41.79
44.09
46.52
49.08
0099
Plan Check Engineer
P0099
47.41
50.02
52.77
55.67
58.73
0444
Planning Manager
P0444
51.61
54.45
57.44
60.60
63.93
0594
Police Admin Services Manager
P0594
44.88
47.35
49.96
52.71
55.60
0022
Police Communications Manager
P0022
40.23
42.44
44.78
47.24
49.83
0094
Police Records Administrator
P0094
40.23
42.44
44.78
47.24
49.83
0028
Principal Accountant
P0028
41.03
43.29
45.67
48.18
50.83
0096
Principal Civil Engineer
P0096
53.71
56.67
59.78
63.07
66.53
0072
Principal Electrical Inspector
P0072
38.46
40.58
42.81
45.16
47.65
0076
Principal Inspector Plb/Mech
P0076
38.46
40.58
42.81
45.16
47.65
0482
Principal Librarian
P0482
38.26
40.37
42.59
44.93
47.40
0074
Principal Planner
P0074
49.08
51.78
54.63
57.64
60.82
0579
Protect Manager
P0579
44.43
46.87
49.45
52.17
55.04
0037
Protect Manager Assistant
P0037
38.07
40.16
42.37
44.71
47.16
0496
Public Safety Systems Manager
P0496
52.38
55.27
58.31
61.51
64.90
0497
Public Safety Systems Supv
P0497
50.59
53.37
56.31
59.40
62.67
0083
Purchasing & Central Svcs Mqr
P0083
43.78
46.19
48.73
51.41
54.23
0093
Real Property Agent
P0093
44.43
46.87
49.45
52.17
55.04
0054
Risk Manager
P0054
51.09
53.90
56.87
59.99
63.29
0519
Safety/Loss Prevention Analyst
P0519
39.61
41.79
44.09
46.52
49.08
0069
Senior Civil Engineer
P0069
45.34
47.83
50.46
53.23
56.16
0484
Senior Deputy City Attorney
P0484
59.05
62.30
65.73
69.34
73.15
0499
Senior Info Systems Analyst
P0499
46.01
48.54
51.21
54.03
57.00
0077
Senior Librarian
P0077
32.94
34.76
36.67
38.68
40.80
0036
Senior Planner
P0036
44.43
46.87
49.45
52.17
55.04
0046
Senior Recreation Supervisor
P0046
37.51
39.57
41.75
44.04
46.46
0575
Senior Sprvsr Cultural Affairs
P0575
37.51
39.57
41.75
44.04
46.46
0578
Senior Sprvsr Human Services
P0578
37.51
39.57
41.75
44.04
46.46
0034
Senior Traffic Engineer
P0034
45.34
47.83
50.46
53.23
56.16
MEO MOU FINAL 2006'^^RDecember 201, 2012 through December 31, 2014
43
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
0457
1 Special Events Coordinator
P0457
31.65
1 33.40
35.23
37.17
39.22
0488
Street Maint Supervisor
P0488
40.03
42.23
44.55
47.00
49.59
0473
Supervisor, Dev & Petro -Chem
P0473
40.42
42.64
44.99
47.47
50.08
0133
Supervisor, Prknq & Cmping Fac
P0133
37.51
39.57
41.75
44.04
46.46
0033
Transportation Manager
P0033
55.89
58.96
62.21
65.63
69.24
0051
Tree Maintenance Supervisor
P0051
40.03
42.23
44.55
47.00
49.59
0483
Utilities Manager
P0483
55.06
58.09
61.29
64.66
68.22
0487
Wastewater Supervisor
P0487
40.03
42.23
44.55
47.00
49.59
0052
Water Distribution Supervisor
P0052
40.03
42.23
44.55
47.00
49.59
0053
Water Production Supervisor
P0053
40.03
42.23
44.55
47.00
49.59
MEO MOU FINAL 2006 2 December 201, 2012 through December 31, 2014
44
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN
RETIREE SUBSIDY MEDICAL PLAN
An employee who has retired from the City shall be entitled to participate in the City -sponsored
medical insurance plans and the City shall contribute toward monthly premiums for coverage in
an amount as specified in accordance with this Plan, provided:
A. At the time of retirement the employee has a minimum of ten (10) years of continuous
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:
1. 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.
MEO MOU FINAL '^^a-'^^QDecember 201, 2012 through December 31, 2014
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
MEO MOU FINAL 2-0-0-6-2- 201, 2012 through December 31, 2014
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 Managed Health Network (MHN),
Prescription Card System (PCS), Orange County Foundation for Medical
Care (OCFMC) and Medical Stop Loss insurance.
2. City Plans are the primary payer for active employees age 65 and over, with
Medicare the secondary payer. Retirees age 65 and over have no City Plan
options and are eligible only for Medicare.
3. Premium payments are to be received at least one month in advance of the
coverage period.
C. Subsidies:
1. The subsidy payments will pay for:
a. Retiree Subsidy Medical Plan.
b. 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. Regular City Employee Indemnity Plan.
c. Any other employee benefit plan.
MEO MOU FINAL 2006-'^^QDecember 201 2012 throuqh December 31, 2014
47
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 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:
1. For retirees/dependents eligible for paid Part A of Medicare, the following
cancellation provisions apply:
a. Coverage for a retiree under the Retiree Subsidy Medical Plan will be
eliminated on the first day of the month in which the retiree reaches
age sixty five (65. If such retiree was covering dependents under the
Plan, dependents will be eligible for state and or federal COBRA
continuation benefits effective as of the retiree's sixty-fifth (65t)
birthday.
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
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).
MEO MOU FINAL 2006 7^^QDecember 201, 2012 through December 31, 2014
48
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN
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.
MEO MOU F'A'^I '006'^^QDecember 201, 2012 through December 31, 2014
49
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT C — VEHICLE USE ASSIGNMENT ADMINISTRATIVE REGULATION
VEHICLE USE ASSIGNMENT ADMINISTRATIVE REGULATION
See Administrative Regulations
MEO MOU FINAL 2006 7^n4December 201, 2012 through December31, 2014
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
MEO MOU RNARNAL 2006 2008December 201 2012 through December 31, 2014
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 Gity AdmiRistFatG�FCity
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:
MEO MOU FINAL 2006 7^^4December 201, 2012 through December 31, 2014
52
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT E - 9/80 WORK SCHEDULE
MEO MOU FINAL 2006--'^^°December 201, 2012 through December 31, 2014
53
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT E — 9/80 WORK SCHEDULE
D. A/B Schedule Changes
Employees cannot change schedules without prior approval of their supervisor,
Department Head, and the Director of Human Resources or designee.
E. Emergencies
All employees on the 9/80 work schedule are subject to be called to work anytime to
meet any and all emergencies or unusual conditions which, in the opinion of the Qty
AdministratG�FCity 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.
MEO MOU FINAL 2006 9^^QDecember 201, 2012 through December 31, 2014
54
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
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 Ai-MiRic�+r,+.,ram
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.
MEO MOU FINAL 2006 2 December 201, 2012 through December 31, 2014
55
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
• 1 am not receiving disability benefits or Workers' Compensation payments.
Name: (Please Print or Type: Last, First, MI)
rk Phone:
ob Title:
Department:
mployee ID#:
Requester Signature: Date:
Department Director Signature of Support: Date:
MEO MOU FINAL 2006 7^^QDecember 201, 2012 throuqh December 31, 2014
56
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT G — VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM
Voluntary Catastrophic Leave Donation Program
Leave Donation Form
Donor, please complete
nor Name: (Please Print or Type: Last, First, MI)
FWork Phone:
Donor Job Title:
ype of Accrued Leave: Number of Hours I wish to Donate:
] Vacation Hours of Vacation
] Compensatory Time Hours of Exempt 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:
igible recipient employee's name (Last, First, MI):
nor
Signature: Date:
Please submit to Payroll in the Finance Department.
MEO MOU F'p'^' 2006'^^°December 201 2012 through December 31, 2014
57
RESOLUTION NO. 2014-13
A RESOLUTION OF THE CITY COUNCIL, OF THE CITY OF HUNTINGTON BEACH
APPROVING AND IMPLEMENTING THE MEMORANDUM OF UNDERSTANDING
BETWEEN THE MANAGEMENT EMPLOYEES' ORGANIZATION (MEO) AND THE
CITY FOR DECEMBER 21, 2012 THROUGH DECEMBER 31, 2014
The City Council of the City of Huntington Beach does resolve as follows:
The Memorandum of Understanding between the City of Huntington Beach and the Management
Employees' Organization ("MEO") , a copy of which is attached hereto as Exhibit "A" and by reference
made a part hereof, is hereby approved and ordered implemented in accordance with the terms and
conditions thereof, and the City Manager is authorized to execute this Agreement. Such Memorandum of
Understanding shall be effective for the term of December 21, 2012 through December 31, 2014.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular
meeting thereof held on the]7th day of March • 2014.
Mayor
REVIE APPROVED:
APPROVED AS TO FORM:
A4Pi,,
City snag r
Coty
Atto ey
MEMORANDUM OF UNDERSTANDING
BETWEEN
HUNTINGTON BEACH
MANAGEMENT EMPLOYEES' ORGANIZATION
AND
CITY OF HUNTINGTON BEACH
DECEMBER 21, 2012 - DECEMBER 31, 2014
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
ARTICLE VII - 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 WORKIADMINISTRATIVE 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
MEO MOU December 21, 2012 through December 31, 2014
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
ARTICLEXIV - 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.........................................................................I...
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
MEO MOU December 21, 2012 through December 31, 2014
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...........................................................................................................36
RETIREE SUBSIDY MEDICAL PLAN/MISCELLANEOUS PROVISIONS .............................................
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
MEO MOU December 21, 2012 through December 31, 2014
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 December 21, 2012 through December 31,
2014.
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
December 21, 2012 and it is agreed as follows:
ARTICLE I - TERM OF MOU
This Agreement shall be in effect for a period of two (2) years commencing December 21, 2012
and ending midnight December 31, 2014.
a. The parties agree to commence negotiations on a successor MOU by not later than May
1, 2014.
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 MOU FINAL 2006-2008 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 following City Council approval of this
agreement, all bargaining unit members will receive a 3.75% wage increase. This
MEO MOU FINAL 2006-2008 2
MANAGEMENT EMPLOYEES' ORGANIZATION
wage increase will not be retro-active and will be implemented the beginning of the
pay period following approval of the agreement by the City Council.
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 required fees upon presentation of receipts. However,
the maximum reimbursement shall be not more than one thousand five hundred dollars
($1,500) in any fiscal year period per employee.
a. Employees may not carry-over and be reimbursed for prior fiscal year education costs
in successive fiscal years.
3. Reimbursements shall be made when the employee presents proof to the Director of
Human Resources that he/she has successfully completed the course with a grade of "C"
or better; or a "Pass" if taken for credit.
B. Bilingual Pay
Permanent 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
additional five -percent (5%) of their base hourly rate in addition to their regular bi-weekly
salary. Permanent employees may accept assignments utilizing bilingual skills in other
languages on a short-term assignment with approval by the City Manager. Such employees
shall receive the additional five 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
language proficiency will be tested and certified by the Director of Human Resources or
designee. The special 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.
C. Process Owner Assignment Pay
Those employees performing assignments designated by the City as "process owner"
assignments shall receive premium pay equal to ten percent (10%) of base salary
(calculated at the employee's base hourly rate).
Process owner assignments are designated by the employee's Department Head and
approved by the City Manager or designee. Designated employees are responsible for JD
MEO MOU December 21, 2012 through December 31, 2014
3
MANAGEMENT EMPLOYEES' ORGANIZATION
Edwards applications setup, design, troubleshooting, and training. Process owners have
system coordination responsibilities as distinguished from users of the system.
Effective May 21, 2007, Process Owner Assignment Pay ended. All employees receiving
Process Owner Assignment Pay prior to May 21, 2007 shall continue to receive this pay
while they remain assigned to their position.
ARTICLE VIII - UNIFORMS
The City agrees to provide uniforms to employees on active duty who are required to wear
uniforms.
A. General Policv
The City shall furnish uniforms to those employees designated by the various Department
Heads as required to wear a standard uniform for appearance, uniformity and public
recognition purposes, in the procedures and guidelines set forth hereinafter.
B. Affected Personnel
All employees in classifications listed below shall wear a standard City adopted uniform.
Each Department Head shall determine which employees must wear a uniform.
Department,
Job "
T, e`
"
Classification
Category of
Uniform
s' -,
Notes ,
Community Srvcs
0133
Parking & Camping Fac Sur
4
Fire
0131
Fire Med Coordinator
2
Not required daily: frequency
of use is I week
Fire
0130
Fire Protection Analyst
7
Fire
0032
Marine Safety Division Chief
2
Suit not replaced every year
Police
0089
Senior Admin Analyst
3
Not required daily
Police
0486
Detention Administrator
3
Police
0022
Police Communications Mgr
3
Police
0594
Police Admin Srvc Mgr
3
Police
0094
Police Records Administrator
3
-Planning & Bldg
0072
Principal Electrical Inspector
5
-Planning & Bldg
0073
Inspection Supervisor
5
-Planning & Bldg
0076
Principal Inspector Plum/Mech
5
Planning& Bldg0075
Inspection Manager
5
C. Personal Protective Equipment
All personal protective equipment shall be provided based on employee safety needs for the
performance of duties as approved by the Department Head.
D. Employee Responsibilities
1. To wear a clean and complete uniform as required.
MEO MOU December 21, 2012 through December 31, 2014
4
MANAGEMENT EMPLOYEES' ORGANIZATION
2. Uniform appearance shall include:
a. Patch to be worn above left shirt or jacket pocket.
b. Pants to have no cuffs.
c. Worn with pride in appearance to public, i.e., shirt buttoned, shirttail tucked in.
3.. To wash and provide minimum repair; i.e., buttons, small tears.
4. To provide any alterations necessary including sewing on of City patches.
5. To not wear the uniform for other than City duties or work.
6. To notify supervisor of need to replace due to disrepair or severe staining producing an
undesirable appearance.
7. To turn in all uniform components, including patches, upon termination.
8. To turn in all personal protective equipment upon termination.
9. To wear all personal protective equipment prescribed by the City safety officer and/or
Supervisor of the division.
E. City Responsibilities
1. To pay for City -required uniforms.
2. To report 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. To provide one or more retail clothing outlets for the various allotments.
City reserves the right to name vendor.
4. To maintain records of purchases.
F. Department Head or Designee Responsibilities
1. To ensure employee compliance with the Uniform Policy.
2. To approve replacement of deteriorated uniform component(s) and personnel protective
equipment as required and to maintain a listing for each eligible employee, by name and
classification, of all uniform component(s) and personal protective equipment purchased.
MEO MOU December 21, 2012 through December 31, 2014
5
MANAGEMENT EMPLOYEES' ORGANIZATION
3. To confirm receipt of uniforms, patches and personal protective equipment from an
employee upon termination. A Termination Checklist Form is to be completed, signed by
the employee, and submitted to the Human Resources Department.
4. To report 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 required.
ARTICLE IX - HOURS OF WORKIADMINISTRATIVE 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 by the City Manager or designee.
A. Overtime
Employees represented herein shall not be eligible for paid overtime compensation,
B. Administrative Leave
All unit employees shall be entitled to fifty (50) hours of administrative leave per calendar
year. Administrative leave shall not carry over to the next year and holds no cash value.
Old Administrative Leave — Effective with the City Council ratification of this agreement,
employees who have accrued a bank of old administrative leave and are eligible to receive
the administrative leave hours based on the old administrative leave provision, shall have the
right to use the accrued leave time on the same terms and conditions as any other approved
leave time. However old administrative leave holds no cash value for current employees or
employees separating from City service.
C. Flex Schedule and Hours of Work
With supervisor and Department Head approval, MEO employees may flex regularly
scheduled start times between the hours of 7:00 a.m. to 9:00 a.m. Flex schedules shall not
reduce service to the public, departmental effectiveness, productivity and/or efficiency as
determined by the City Manager or designee.
MEO employees will have the option of working a 5/40 or 9/80 work schedule with supervisor
and Department Head approval. MEO employees assigned the 4/10-work schedule shall
retain the option of working the 4/10-work schedule with supervisor and Department Head
approval. In order to maintain service to the public, departmental effectiveness, productivity
and/or efficiency a Department Head may assign an employee a different work schedule that
is in compliance with the requirements of the Fair Labor Standards Act (FLSA) with City
Manager approval.
MEO MOU December 21, 2012 through December 31, 2014
6
MANAGEMENT EMPLOYEES' ORGANIZATION
1. 5/40 Work Schedule
The 5/40 work schedule shall be defined as working five (5) eight (8) hour days
Monday through Friday each week 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
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 INSURANCE BENEFITS
A. Health
The City shall make available group medical, dental and vision benefits to all employees.
A copy of the medical, dental and vision plan brochures may be obtained from the
Human Resources Department.
B. Eligibility, Criteria and Cost
City and Employee Paid Medical Insurance — Employees and Dependents
The City and employee shall each pay for health insurance premiums for qualified
employees and dependent(s) effective the first of the month following the
employee's date of hire. The employee deduction for premium contributions shall
be aligned with 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.
MEO MOU December 21., 2012 through December 31, 2014
7
MANAGEMENT EMPLOYEES' ORGANIZATION
2. Health and Other Insurance Premiums
a. 2014 Premiums and Contributions
2014 Health Premiums and Contributions
Effective 1/1/2014
MEO
OU
wn
Monthly
MIUM
y fi�Natlfi ril
_5MRTM,
MR
�t�d
Kaiser
Single
455.36
273.12
182.24
84.11
Two -Party
997.37
553.53
443.84
204.85
Family
1,311.39
717.56
593.83
274.08
V, WIN
Blue Shield HMO
Single
587.00
301.43
285.57
131.80
T
1,281.00
611.06
669.94
309.20
Far-il"
1,657.00
792.20
864.80
399.14
A .. ..... 7 ;g- iwg U?
Blue Shield PPO
Sin le
629.00
401.17
227.83
105.15
Two -Part
1,329.00
757.80
571.20
263.63
923.36
723.64
333.99
. . . . . . 901,
V
_�g
Blue Shield CDHP
Single
462.00
401.17
60.83
28.08
Two -Party
978.00
757.80
220.20
101.63
Family
1,211.00
92136
287.64
132.76
J
Delta Dental PO
Single
65.00
42.88
22.12
10.21
Two -Party
121.40
81.82
39.58
18.27
Family
160.00
116.36
43.64
20.14
Delta Care HMO
Single
28.88
23.00
5.88
2.71
Two -Party
49.10
39.11
9.99
4.61
Family
75.10
59.81
15.29
7.06
VSP
Single
25.94
17.84
8.10
3.74
Two -Party
25.94
17.84
8.10
3.74
Family
25.94
17.84
8.10
3.74
Medical Opt -Out: $273.12 per month
MEO MOU December 21, 2012 through December 31, 2014
8
MANAGEMENT EMPLOYEES' ORGANIZATION
3. Future Premiums and City Contributions
Effective with the January 2008 health insurance deduction, the City's contribution
shall increase in an amount not to exceed ten percent (10%) for medical
insurance., five percent (5%) for dental insurance and five percent (5%) for vision
insurance. The increases will be based on potential increases to the City's Blue
Shield HMO, Delta Dental PPO, Delta Care HMO and Vision Service plans in
2008. In the event that the premium rates for City's Blue Shield HMO, Delta
Dental PPO, Delta Care HMO and Vision Service plans increase by less than ten
percent (10%), five percent (5%) and five percent (5%) respectively, the City
contribution caps will be adjusted based on the actual percentage increases. In the
event that these caps are exceeded, the employee shall pay. any increased
amount above the City's contribution caps.
As a result of these formulas, it is understood that the employee contribution shall
not decrease during the term of this Agreement nor is there any expectation of
compensation or benefit in the event the City's contribution cap is not reached.
4. Employee payroll deductions shall be made on a pre-tax basis.
5. Medical Cash -Out
Effective with the first payment following City Council ratification of this agreement,
if an employee is covered by a medical program outside of a city -provided
program (evidence of which must be supplied to Human Resources Department,
they 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
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
the City's current providers. Evidence of insurability is contingent upon total participation in
additional amounts.
MEO MOU December 21, 2012 through December 31, 2014
9
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. Benefits under the plan are integrated
with sick leave, Worker's Compensation, Social Security and other non -private program
benefits to which the employee may be entitled. Disability is defined as: "The inability to
perform all of the duties of regular occupation during two years, and thereafter the inability to
engage in any employment or occupation for which 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. A 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. While long term disability benefits can be coordinated with accrued leave
benefits to achieve one hundred percent (100%) of regular salary, no employee may receive
more than their regular salary while receiving disability benefits and paid leave.
E. Miscellaneous
1. City -Paid Premiums While on Medical Disability
When an employee is off work without pay for reason of medical disability, the City shall
maintain the City -paid employee's insurance premiums during the period the employee is
in an unpaid status for the length 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
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City's Retiree Subsidy Medical Plan may choose to participate in City -sponsored medical
insurance plans until the first of the month in which they turn age sixty-five (65).
The retiree shall pay the full premium for City -sponsored medical insurance for themselves
and/or qualified dependents without any City subsidy.
Employees who retire from the City and receive a retirement allowance from the California
Public Employees' Retirement System and are not eligible for the City's Retiree Subsidy
Medical Plan and choose not to participate in City -sponsored medical insurance upon
retirement, permanently lose eligibility for this insurance.
However, if a retiree who is not eligible for the City's Retiree Subsidy Medical Plan chooses
not to participate in City -sponsored medical insurance plans because the retiree has access
to other group medical insurance and subsequently loses eligibility for that group medical
insurance, the retiree and their qualified dependents will have access to City -sponsored
medical insurance plans reinstated.
Eligibility for Retiree Medical Coverage terminates the first of the month in which the retiree
or qualified dependent turns age sixty-five (65).
G. Post-65 Supplemental Medicare Coverage
Retirees who are participating in the Retiree Subsidy Medical Plan as of January 1, 2004
and all future retirees who meet the criteria to participate in City -sponsored medical
insurance, with or without the Retiree Medical Subsidy Plan, may participate in City -
sponsored medical insurance plans that are supplemental to Medicare.
A retiree or qualified dependent must choose to participate in City -sponsored medical
insurance plans that are supplemental to Medicare beginning the first of the month in which
the retiree or qualified dependent turns age sixty-five (65).
The retiree shall pay the full premium to participate in City -sponsored medical insurance
plans that are supplemental to Medicare for themselves or qualified dependents without any
City subsidy.
Retirees or qualified dependents, upon turning age sixty five (65), who choose not to
participate in City -sponsored medical insurance plans that are supplemental to Medicare
permanently lose their eligibility for this insurance.
H. Marine Safety Division Chief Medical Program
The City will provide the Marine Safety Division Chief an equivalent plan that is designed
specifically for Safety employees.
I. Annual Maximum Benefit for Dental PPO Plan
The Dental PPO plan maximum annual benefit is $2,000.
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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:
In the event a member elects Option #1, #2, #2W, #3, #3W or #4 of the Public
Employees' Retirement Law, the City shall pay the difference between such
elected options and the unmodified allowance which the member would have
received for his or her life alone as provided in California Government Code
sections 21455, 21456, 21457, and 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 City obligation 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 Agreement.
b. Employees hired on or after August 17, 1998 shall not be eligible for this benefit
referenced in A.1.a. herein above.
2. Medical Insurance for Retirees
a. Medical Insurance Upon Retirement
Upon retirement, whether service or disability, each employee shall have the
following options in regards to medical insurance under City -sponsored plans:
1) With no change in benefits, retirees can stay in any of the plans offered
by the City, at the retiree's own expense, for the maximum time period
allowed by Consolidated Omnibus Budget Reconciliation Act of 1985
(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.
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B. Public Employees' Retirement System Reimbursement and Reporting
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 (PERS), Section 21354 of
the California Government Code.
b. Effective October 1, 2012, each miscellaneous employee, hired prior to
December 21, 2012, covered by this Agreement shall pay to PERS as part of
the required member contribution six and three quarters percent (6.75%) of
pensionable income to the Public Employees' Retirement System (PERS). The
remaining portion of the required member retirement contribution (one and one
quarter percent (1.25%) of pensionable income) shall be paid by the City.
1) Employees hired on or after December 21, 2012, shall not be reimbursed
under this section, but shall pay 100% of the required member retirement
contribution (8%)
c. Effective at the beginning of the pay period of April 26, 2014, following City
Council approval of this MOU, all miscellaneous bargaining unit "classic
members" shall pay to PERS as part of the required member retirement
contribution eight percent (8%) of pensionable income. This provision shall not
sunset at the end of this agreement.
d. The City shall contract with PERS to have retirement benefits calculated based
upon the "classic" employee's highest one year's compensation, pursuant to the
provisions of Section 20042 (highest single year).
e. The obligations of the City and the retirement rights of employees as provided in
this Article shall survive the term of this MOU
For "New" Members within the meaning of the California Public Employees'
Pension Reform Act of 2013.
1) New Members shall be governed by the two percent at age 62 (2% @
62) retirement formula set forth in Government Code section 7522.20.
2) Final compensation will be based on the highest annual average
compensation earnable during the 36 consecutive months immediately
preceding the effective date of his or her retirement, or some other 36
consecutive month period designated by the member.
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3) Effective January 1, 2013, "new" members as defined by PEPRA and
determined by CalPERS, shall contribute one half (50%) of the normal
cost as established by CalPERS.
2. Safety Unit Members
a) The City shall provide all safety employees described as "classic" members by
the Public Employees' Pension Reform Act of 2013 — "PEPRA" with that certain
retirement program commonly known and described as the "3% at age 50 plan"
which is based on the retirement formula as set forth in the California Public
Employees' Retirement System (PERS), Section 21362.2 of the California
Government Code.
b) Effective October 1, 2012, all safety employees described as "classic"
members, hired prior to December 21, 2012, covered by this Agreement shall
pay to PERS as part of the required member contribution six and three quarters
percent (6.75%) of pensionable income to the Public Employees' Retirement
System (PERS), The remaining portion of the required member retirement
contribution (two and one quarter percent (2.25%) of pensionable income) shall
be paid by the City.
1) All safety employees' described as "classic" members hired on or after
December 21, 2012, shall not be reimbursed under this section, but shall
pay 100% of the required member retirement contribution (9%)
c) Effective at the beginning of the pay period of April 26, 2014, following City
Council approval of this MOU, all safety employees described as "classic"
members shall pay to PERS as part of the required member retirement
contribution nine percent (9%) of pensionable income. This provision shall not
sunset at the end of this agreement.
d) The City shall contract with PERS to have retirement benefits calculated based
upon the "classic" employee's highest one year's compensation, pursuant to the
provisions of Section 20042 (highest single year).
e) The obligations of the City and the retirement rights of employees as provided in
this Article shall survive the term of this MOU
f} For "New" Members within the meaning of the California Public Employees'
Pension Reform Act of 2013.
1) New Members shall be governed by the two and seven tenths percent at
age 57 (2.7% @ 57) retirement formula set forth in Government Code
section 7522.25(d)
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2) Final compensation will be based on the highest annual average
compensation earnable during the 36 consecutive months immediately
preceding the effective date of his or her retirement, or some other 36
consecutive month period designated by the member.
3) Effective January 1, 2013, "new" members as defined by PEPRA and
determined by CalPERS, shall contribute one half (50%) of the normal cost,
as established by CalPERS.
3. Pre -Retirement Optional Settlement 2 Death Benefit
Employees receive the benefit of the Pre -Retirement Optional Settlement 2 Death
Benefit, as identified in Government Code Section 21548 with CalPERS.
4. Fourth Level of 1959 Survivor Benefits
Employees receive the benefit of the Fourth Level of the 1959 Survivor Benefit, as
identified in Government Code Section 21574 with CalPERS.
5. The City has adopted the CalPERS 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 on a pre-tax basis. However, ultimately, the tax status of any
benefit is determined by the law.
ARTICLE XII - LEAVE BENEFITS
A. General Leave
1. Accrual
Employees accrue General leave at the accrual rates outlined below. General leave may
be used for any purpose, including vacation, sick leave, and personal leave.
Years of Service
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
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
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computed from the employee's anniversary of their hiring date. 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. Employees may not use their general
leave to advance their separation date on retirement or other separation from
employment.
3. Leave Benefit Entitlements
The City shall comply with all State and Federal leave benefit entitlement laws. An
eligible employee on an approved leave 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 on employee leave options contact the Human Resources
Department.
4. Conversion to Cash
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 general leave benefits at the base hourly rate. The employee shall give two (2)
weeks advance notice to Payroll of his/her desire to exercise such option.
Effective with the City Council ratification of this agreement and until the thirty (30) days
that follow, employees shall have the one-time option to cash an additional forty (40)
hours of general leave.
B. City Paid Holidays
Permanent full-time employees shall receive the following paid holidays per the employee's
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)
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.
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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.
b. If a City paid holiday falls on an employee's scheduled day off and with approval
from the Department Head or designee, the employee may take another day off
during the same payroll period as the holiday or opt to be credited with general
leave the number of hours of the employee's regularly scheduled work shift.
c. A permanent half-time (1/2) or three quarter -time (3/4) employee shall have City paid
holidays paid as time off with a pro -rated amount of four (4) or six (6) hours,
respectively.
C. Sick Leave
1. Accrual — No employee shall accrue sick leave after December 24, 1999.
2. Credit —Employees shall carry forward their sick leave balance and shall no longer accrue
sick leave credit.
3. Usage — Employees may use accrued sick leave for the same purposes for which it was
used prior to December 25, 1999.
4. Pav 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.
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:
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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%) of 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 in paragraph 4 below.
c. Except as provided in 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 first for sick leave, as defined in Personnel
Rule 18-8.
d. Employees who had unused, accumulated sick leave in excess of seven hundred
twenty (720) hours as of July 5, 1980, shall be compensated for such excess sick
leave remaining on termination under the formulas described in paragraphs 1 and
2 above. In no event shall any employee be compensated upon termination for
any accumulated sick leave in excess of the "cap" established by this paragraph
(i.e., seven hundred twenty (720) hours plus the amount over seven hundred
twenty (720) hours existing on July 5, 1980). Employees may continue to utilize
sick leave accrued after that date in excess of such "cap" on a "last in, first out"
basis.
e. To the extent that any "capped" amount of excess sick leave over seven hundred
twenty (720) hours is utilized, the maximum compensable amount shall be
correspondingly reduced. (Example: Employee had 1,000 hours accumulated.
Six months after July 5, 1980, employee 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
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,
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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,
including City's consideration of the number of hours, based on the establishment of a
mutually agreed upon written provision for the use of such leave by Association
representatives and its members. Such leave shall be limited to use for the purpose of
Association business not covered within the scope of legal requirements. It remains the
City's intent to enforce reasonable standards for the administration and control of current
Release Time use.
ARTICLE XIII - CITY RULES
A. Personnel Rules
All MOU provisions that supersede the City's Personnel Rules shall automatically update
the City's Personnel Rules and be incorporated into such rules.
B. Employer -Employee Relations Resolution
During the term of the agreement, the City and the Association agree to update the
Employee -Employer Relations Resolution to reflect current State law.
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 entitled to propose a Unit
Modification. The Association and the City agree to jointly recommend a
modification of the City of Huntington Beach Employer -Employee Relations
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Resolution (Resolution Number 3335) upon the City having completed its
obligation to meet and confer on this issue with all other bargaining units.
The proposed change to the Employer -Employee Relations Resolution is as
follows..
7.3 Director of Human Resources Motion of Unit Modification - The Director of
Human Resources may propose, during the same period for filing a petition for
decertification, that an established unit be modified in accordance with the
following procedure:
1. The Director of Human Resources shall give written notice of the proposed
modification(s); to any affected employee organization and any affected
employees.
2. The Personnel Commission shall hold a meeting concerning the proposed
modification(s) 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
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 Governing Layoff Reduction in Lieu of Layoff and Re -Employment
1. Part 1 — Layoff Procedure
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 to these rules.
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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 changes, including 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, preparing to qualify for, and being placed in other
positions in the competitive service. This shall not be construed as a restriction
on the City government in effecting economies or in making organizational or
other changes to increase efficiency.
3) A department shall reduce staff by 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.
5) If a deadline within 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.
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
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 necessary qualifications 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 position in the same class within the City,
provided the employee has the necessary qualifications to perform the
duties of the position.
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c) If no position in the same class is vacant, the employee shall be given the
opportunity, in order of service credit, to transfer to the position in the same
class that is held by an incumbent in another department with the least
amount of service credit whose position the employee has the necessary
qualifications to perform.
2) If an employee(s) is not eligible for transfer within the employee's class, the
employee shall be offered, in order of service credit, a reduction to a vacant
position in the next 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.
3) If the employee refuses to accept a transfer or reduction pursuant to a. or b.,
above, the employee 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.
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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 on authorized leave of absence or is holding a
temporary acting position in another 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.
3. Notification of Employees
a. The Human Resources Department shall give written notice of layoff to the
employee by personal service or by sending it by certified mail to the last
known mailing address at least thirty (30) calendar days prior to the effective
date of the layoff. Normally notices will be served on employees personally at
work.
b. Layoff notices may be initially issued to all employees who may be subject to
layoff as a result of employees exercising voluntary reduction/bumping rights.
c. The notice of layoff shall 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 the least service credit within the occupational series provided
the employee possesses the necessary qualifications to successfully perform
the duties in the lower class and the employee has more service credit than the
incumbent in the lower 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
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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 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 of the dispute. Within five (5)
calendar days after the dispute is reviewed, the employee shall be notified in
writing of the decision.
4. Part 2 — Bumping Rights
a. Voluntary Reduction or Bumping in Lieu of Layoff
1) A promotional probationary 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 qualifications to perform the duties of the position.
2) Employees electing reduction under "a" above, shall be reduced to a
position authorized to be filled in a lower class within the employee's
occupational series. The employee may reduce to a lower class in his/her
occupational series by: 1) filling a vacancy in that class, or 2) if no vacancy
exists, displacing the employee in the class with the least service credit
whose position the employee has the necessary qualifications to perform.
A displaced employee shall have bumping rights.
4) An 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 - Layoff Procedure. Failure to respond within the time limit shall result
in a reputable presumption that the employee does not intend to exercise
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.
MEO MOU December 21, 2012 through December 31, 2014
24
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 of 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.
d. Qualifications Appeal Hearing
1) Upon receipt of an appeal, the Director of Human Resources shall contact
a mediator from the California State Mediation and Conciliation Service to
schedule a hearing 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 the California State Mediation and Conciliation
Service and the person mutually selected are not available within the time
frame, 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 resolve the dispute. If the dispute remains unresolved, the
parties shall endeavor in good faith to submit to the hearing officer a
statement of all agreed upon facts relevant to the hearing.
2) Appeal hearings shall be limited to two (2) hours, except as otherwise
agreed by the 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
render a decision 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.
MEO MOU December 21, 2012 through December 31, 2014
25
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 decline an offer of employment or on two
(2) occasions fail to respond to offers of employment in a particular class
within five (5) calendar days of receipt of written notice of an offer. Any
employee who is'dismissed from the City service for cause shall have his
or her name removed from all re-employment lists.
5) Re-employment lists shall be available to HBMEO and affected employees
upon reasonable request,
6) Qualification appeals involving re-employment rights shall be resolved in
the same manner as that identified in Part 2. Section 4.
b. Status on Re -Employment
1) Persons re-employed from layoff within a two (2) year period from the date
of layoff shall receive the following considerations and benefits. -
a) Service credit held upon layoff shall be restored, but no credit shall be
added for the period of layoff.
b) Prior service credit shall be counted toward General Leave accruals.
c) Employees may cash in sick leave upon layoff or at any time after
layoff in 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.
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.
MEO MOU December 21, 2012 through December 31, 2014
26
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 a City -paid physical
examination. Said exam shall be comprehensive in nature and shall include:
1. A complete medical history, physical exam, laboratory testing and review of results
by a physician. (See Exhibit G, Physical Exam Description.)
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 eligible employees shall receive examinations in
any one fiscal year.
B. Vehicle Policy
1. Approval is required by the City Manager or his/her designee for any City vehicle to
be taken home by an employee.
2. The auto allowance for qualifying employees is two hundred seven dollars and sixty-
nine cents ($207.69) bi-weekly.
3. No unit -employee shall have their automobile allowance eliminated until the City's
Fleet Management Policy is re -negotiated.
4. Eligibility for automobile allowance shall be determined in accordance with the City's
Fleet Management Program dated August 1999.
5. Employees in the following classifications are eligible to receive Auto Allowance:
■ Assistant to the City Manager
■ Assistant Fire Marshal
■ Beach Operations Supervisor
® Building Manager
■ City Engineer
■ Construction Manager
® Deputy City Treasurer*
• Deputy Director of Public Works
■ Detention Administrator
■ Facilities, Development & Concessions Manager
■ Facilities Maintenance Supervisor
MEO MOU December 21, 2012 through December 31, 2014
27
MANAGEMENT EMPLOYEES' ORGANIZATION
■ Fleet Operations Supervisor
■ General Services Manager
■ Inspection Manager
■ Landscape Architect
■ Landscape Maintenance Supervisor
■ Maintenance Operations Manager
■ Marine Safety Division Chief
■ Mechanical Maintenance Supervisor
■ Parking/Camping Facility Supervisor
■ Police Administrative Services Manager
■ Police Communications Manager
■ Police Records Administrator
■ Principal Electrical Inspector
■ Principal Plumbing Mechanical Inspector
■ Public Safety Systems Manager
■ Recreation, Human & Cultural Affairs Superintendent*
■ Street Maintenance Supervisor
■ Transportation Manager
■ Tree Maintenance Supervisor
■ Utilities Manager
■ Wastewater Supervisor
■ Water Distribution Supervisor
■ Water Production Supervisor
C. Deferred Compensation
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.
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 reasonably known about such overpayment, the City
shall take action to collect from the employee the amount of overpayment(s). Such
MEO MOU December 21, 2012 through December 31, 2014
28
MANAGEMENT EMPLOYEES' ORGANIZATION
collection shall be processed by payroll deduction over a reasonable period of time
considering the total amount of overpayment.
In the event the employee separates from employment during the collection period, the
final amount shall be deducted from the last payroll check of the employee. If applicable,
the balance due from the employee shall be communicated upon employment separation
if the last payroll check does not sufficiently cover the amount due the City.
It shall be the responsibility of the employee and the City to periodically monitor the
accuracy of compensation payments or reimbursements due to the possibility of a clerical
oversight or error. The City reserves the right to also collect compensation overpayments
caused by or the result of misinterpretation of a pay provision by non -authorized
personnel. The interpretation of all pay provisions shall be administered by the City
Manager or designee and as adopted by the City Council. Unauthorized compensation
payments shall not constitute a past practice.
E. Unit Modification
Notwithstanding any other provisions of this agreement, the City and Association agree to
meet and confer within forty-five (45) days of the City Council ratification of this
agreement regarding the possibility of adding positions to the MEO bargaining unit.
F. Required Fingerprinting of Employees
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.
G. 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.
H. Return to Work Poli
The City and Association agree to reopen this agreement to establish a Return to Work
Policy for employees who experience industrial and non -industrial injury and/or illness.
MEO MOU December 21, 2012 through December 31, 2014
29
MANAGEMENT EMPLOYEES' ORGANIZATION
I. Controlled Substance and Alcohol Testing
The City maintains the right to conduct a controlled substance and/or alcohol test during
working hours of any employee that it reasonably suspects is under the influence of
alcohol or a controlled substance in the workplace.
J. Management and Executive Management Relations Committee
During the term of this agreement, the City and MEO agree to meet quarterly to discuss
ways to improve management and executive management relations.
MEO MOU December 21, 2012 through December 31, 2014
30
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 March, 2014.
la
in
CITY OF HUNTINGTON BEACH
A Municipal Corporation
Fred A. Wilson
City Manager
Ken Domer
Assistant City Manager
Michele Warren
Director of Human Resources
JoAnn Diaz
Principal Human Resources Analyst
Approved as to Form:
Jennifer M. McGrath
City Attorney
MEO MOU December 21, 2012 through December 31, 2014
31
HUNTINGTON BEACH
MANAGEMENT EMPLOYEES'
ORGANIZATION
By: Q u
Tom Graham
MEO President
By:
Scott Smit
MEO Vice President
Scott Field
Negotiations Team
By: otle_j
Mindy James
Negotiations Team
Michele Diaz
Negotiations Team
: -,—
Aaron Peardon
OCEA Representative
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 March, 2014.
CITY OF HUNTINGTON BEACH
As i to2ftv Manaaf
4hele arren
irector of Human Resources
HUNTINGTON BEACH
MANAGEMENT EMPLOYEES'
ORGANIZATION
By:
Tom Graham
MEO Presiden
By:
Sco m
MEO Vice President
By:
a;::.� 2 L - 4 q! I By:
Ann Diaz
Principal Human R Ources Analyst
Scott Field
Negotiations Team
Mindy James '
Negotiations Team
By:A;1631w
COUNTERPART Michele Diaz �.�{ • �e
Negotiations Team
Approved as to Form:
By: By:
J `nnifer M.1 McGrath
y Attorney
By:
Approved as to Form:
Charles Barfield
OCEA Representative
Aaron Peardon
OCEA Representative
MEO MOU December 21, 2012 through December 31, 2014
31
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
MEO SALARY SCHEDULE
3.75% EFFECTIVE MARCH 29,2014
'PE
-14
0516
Accounting Manager
P0516
45.34
47.83
50.46
53.23
56.16
0025
Admin Analyst
P0025
34.97
36.89
38.93
41.06
43.33
0084
Admin Analyst Principal
P0084
43.55
45.95
48.48
51.15
53.96
0089
Admin Analyst Sr
P0089
40.23
42.44
44.78
47.24
49.83
0078
Assistant City Attorney
P0078
61.78
65.18
68.76
72.53
76.52
0132
Assistant City Clerk
P0132
37.51
39.57
41.75
44.04
46.46
0595.
Assistant Fire Marshal
P0595
44.88
47.35
49.96
52.71
55.60
0057
Assistant to the City Manager
P0057
46.94
49.52
52.25
55.12
58.15
0071
Associate Planner
P0071
38.07
40.16
42.37
44.71
47.16
0569
Beach Maint Operations Mgr
P0569
48.86
51.54
54.38
57.36
60.52
0044
Beach Operations Supervisor
P0044
40.03
42.23
44.55
47.00
49.59
0064
Budget Analyst Senior
P0064
38.65
40.77
43.01
45.38
47.88
0585
Budget Manager
P0585
45.34
47.83
50.46
53.23
56.16
0598
Building Manager
P0598
56.17
59.26
62.52
65.95
69.59
0501
Business Applicatio Supervisor
P0501
50.08
52.84
55.74
58.81
62.04
0500
Business Systems Manager
P0500
55.34
58.38
61.60
64.99
68.56
0070
Chief Criminalist
P0070
51.35
54.17
57.15
60.29
63.61
0024
City Engineer
P0024
63.96
67.48
71.19
75.10
79.23
0092
Claims Supervisor
P0092
41.65
43.94
46.36
48.91
51.59
0471
Community Relations Officer
P0471
43.55
45.95
48.48
51-15
53.96
0353
Community Services Manager
P0353
48.86
51.54
54.38
57.36
60.52
0097
Construction Manager
P0097
48.86
51.54
54.38
57.36
60.52
0085
Contract Administrator
P0085
41.65
43.94
46.36
48.91
51.59
0045
Criminalist Supervisor
P0045
44.65
47.11
49.71
52.44
55.32
0253
Cultural Affairs Supervisor
P0253
31.65
33.40
35.23
37.17
39.22
0081
Deputy City Attorney I
P0081
40.63
42.86
45.21
47.70
50.33
0080 1
Deputy City Attorney 11
P0080
48.86
51.54
54.38
57.36
60.52
0079
Deputy City Attorney I II
P0079
56.17
59.26
62.52
65.95
69.59
0068
Deputy City Engineer
P0068
54.51
57.51
60.67
64.01
67.53
0090
Deputy City Treasurer MEO
P0090
50.33
53.10
56.03
59.11
62.35
0571
Deputy Dir of Econ Development
P0571
55.34
58.38
61.60
64.99
68.56
0027
Deputy Dir of Recr/Bch Devlpmt
P0027
57.03
60.16
63.47
66.96
70.64
0035
Deputy Director of Public Wrks
P0035
64.27
67.81
71.55
75.48
79.63
0486
Detention Administrator
P0486
40.23
42.44
44.78
47.24
49.83
0039
Econ Development Proj Mgr
P0039
44.43
46.87
49.45
52.17
55.04
0580
Energy Project Manager
P0580
44.43
46.87
49.45
52.17
55.04
MEO MOU December 21, 2012 through December 31, 2014
32
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
:Q
7-
0474
Facilities, Devel & Conc Mgr
P0474
46.48
49.03
51.73
54.57
57.57
0050
Facilities Maint Supervisor
P0050
40.03
42.23
44.55
47..00
49.59
0131
Fire Medical Coordinator
P0131
39.61
41.79
44.09
46.52
49.08
0130
Fire Protection Analyst
P0130
39.61
41.79
44.09
46.52
49.08
0590
Fleet Operations Supervisor
P0590
40.03
42.23
44.55
47.00
49.59
0581
General Services Manager
P0581
53.98
56.95
60.08
63.38
66.87
0498
GIS Manager
P0498
51.61
54.45
57.44
60.60
63.93
0043
Housing Manager
P0043
51.09
53.90
56.87
59.99
63.29
0006
Human Resources Manager
P0006
53.17
56.10
59.18
62.44
65.87
.0489
Info Syst Communications Mgr
P0489
51.61
54.45
57.44
60.60
63.93
0200
Info Syst Computer Ops Manager
P0200
51.61
54.45
57.44
60.60
63.93
0038
Info Systems Manager
P0038
55.62
58.68
61.91
65.31
68.90
0075
Inspection Manager
P0075
49.57
52.30
55.17
58.21
61.42
0073
Inspection Supervisor
P0073
42.29
44.61
47.06
49.64
52.37
0251
Investigator
P0251
34.45
36.34
38.35
40.45
42.67
0158
Landscape Architect
P0158
39.61
41.79
44.09
46.52
49.08
0049
Landscape Maint Supervisor
P0049
40.03
42.23
44.55
47.00
49.59
0095
Law Office Manager.
P0095
34.97
36.89
38.93
41.06
43.33
0572
Liability Claims. Coordinator
P0572
36.21
38.20
40.31
42.53
44.86
0030
Maintenance Operations Mgr
P0030
53.98
56.95
60.08
63.38
66.87
.0032
Marine Safety Division Chief
P0032
51.35
54.17
57.15
60.29
63.61
0048
Mechanical Maint Supervisor
P0048
40.03
42.23
44.55
47.00
49.59
0441
Neighbrhd Preservtion Prog Mgr
P0441
49.08
51.78 .54.63
57.64
60.82
0490
Network Systems Administrator
P0490
46.23
48.77
51.46
54.29
57.28
0443
Payroll Systems Analyst
P0443
42.29
44.61
47.06
49.64
52.37
0098
Permit & Plan Check Manager
P0098
56.17
59.26
62.52
65.95
69.59
0209
Permit & Plan Check Supervisor
P0209
39.82
42.01
44.32
46.76
49.33
0453
Personnel Analyst
P0453
34.80
36.71
38.73
40.86
43.11
0060
Personnel Analyst Principal
P0060
43.55
45.95
48.48
51.15
53.96
0464
Personnel Analyst Senior
P0464
39.61
41.79
44.09
46.52
49.08
0099
Plan Check Engineer
P0099
47.41
50.02
52.77
55.67
58.73
0444
Planning Manager
P0444
51.61
54.45
57.44
60.60
63.93
0594
Police Admin Services Manager
P0594
44.88
47.35
49.96
52.71
55.60
0022
Police Communications Manager
P0022
40.23
42.44
44.78
47.24
49.83
0094
Police Records Administrator
P0094
40.23
42.44
44.78
47.24
49.83
0028
Principal Accountant
P0028
41.03
43.29
45.67
48.18
50.83
0096
Principal Civil Engineer
P0096
53.71
56.67
59.78
63.07
66.53
0072
Principal Electrical Inspector
P0072
38.46
40.58
42.81
45.16
47.65
0076
Principal Inspector Plb/Mech
P0076
38.46
1 40.58
42.81
45.16
47.65
r0482 TPrincipal
Librarian
P0482
1 38.26
1 40.37
42.59
, 44.93
47.40
MEO MOU December 21, 2012 through December 31, 2014
33
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
�157HORS-3- PvF?7
p
Grade
0074
Principal Planner
P0074
49.08
51.78
54.63
57.64
60.82
0579
Project Manager
P0579
44.43
46.87
49.45
52.17
55.04
0037
Project Manager Assistant
P0037
38.07
40.16
42.37
44.71
47.16
0496
Public Safety Systems Manager
P0496
52.38
55.27
58.31
61.51
64.90
0497
Public Safety Systems Su pv
P0497
50.59
53.37
56.31
59.40
62.67
0083
Purchasing & Central Svcs Mgr
P0083
43.78
46.19
1 48.73
51.41
54.23
0093
Real Property Agent
PO093
44.43
46.87
1 49.45
52.17
55.04
0054
-Risk Manager
P0054
51.09
53.90
56.87
59.99
63.29
0519
Safety/Loss Prevention Analyst
P0519
39.61
41.79
44.09
46.52
49.08
0069
Senior Civil Engineer
P0069
45.34
47.83
50.46
53.23
56.16
0484
Senior Deputy City Attorney
P0484
59.05
62.30
65.73
69.34
73.15
0499
Senior Info Systems Analyst
P0499
46.01
48.54
1 51.21
54.03
57.00
0077
Senior Librarian
P0077
32.94
34.76
36.67
38.68
40.80
0036
Senior Planner
P0036
44.43
46.87
49.45
52.17
55.04
0046
Senior Recreation Supervisor
P0046
37.51
39.57
41.75
44.04
46.46
0575
Senior Sprvsr Cultural Affairs
P0575
37.51
39.57 ,
41.75
44.04
46.46
0578
Senior Sprvsr Human Services
P0578
37.51
39.57
41.75
44.04
46.46
0034
Senior Traffic Engineer
P0034
45.34
47.83
50.46
53.23
56.16
0457
Special Events Coordinator
P0457
31.65
33.40
35.23
37.17
39.22
0488
Street Maint Supervisor
P0488
40.03
42.23
44.55
47.00
49.59
0473
Supervisor, Dev & Petro -Chem
P0473
40.42
42.64
44.99
47.47
50.08
0133
Supervisor, Prkng & Cmping Fac
P0133
37.51
39.57
41.75
44.04
46.46
00033
0
Transportation Manager
P0033
55.89
58.96
62.21
65.63
69.24
0051
Tr
Tree Maintenance Supervisor
P0051
40.03
42.23
44.55
47.00
49.59
0483
Utilities
Utilities Manager
P0483
55.06
58.09
61.29
64.66
68.22
0487
W
Wastewater Supervisor
P0487
40.03
42.23
44.55
47.00
49.59
0052
Water Distribution Supervisor
P0052
40.03
42.23
44.55
47.00
49.59
0053 1
Water Production Supervisor
P0053 1
40.03 1
42.23
44.55
47.00 ,
49.59
MEO MOU December 21, 2012 through December 31, 2014
34
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN
RETIREE SUBSIDY MEDICAL PLAN
An employee who has retired from the City shall be entitled to participate in the City -sponsored
medical insurance plans and the City shall contribute toward monthly premiums for coverage in
an amount as specified in accordance with this Plan, provided:
A. At the time of retirement the employee has a minimum of ten (10) years of continuous
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:
1. 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.
MEO MOU December 21, 2012 through December 31, 2014
35
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
MEO MOU December 21, 2012 through December 31, 2014
36
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 Managed Health Network (MHN),
Prescription Card System (PCS), Orange County Foundation for Medical
Care (OCFMC) and Medical Stop Loss insurance.
2. City Plans are the primary payer for active employees age 65 and over, with
Medicare the secondary payer. Retirees age 65 and over have no City Plan
options and are eligible only for Medicare.
3. Premium payments are to be received at least one month in advance of the
coverage period.
C. Subsidies:
1. The subsidy payments will pay for:
a. Retiree Subsidy Medical Plan.
b. 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. Regular City Employee Indemnity Plan.
c. Any other employee benefit plan.
MEO MOU December 21, 2012 through December 31, 2014
37
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 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:
1. For retirees/dependents eligible for paid Part A of Medicare, the following
cancellation provisions apply:
a. Coverage for a retiree under the Retiree Subsidy Medical Plan will be
eliminated on the first day of the month in which the retiree reaches
age sixty five (65. If such retiree was covering dependents under the
Plan, dependents will be eligible for state and or federal COBRA
continuation benefits effective as of the retiree's sixty-fifth (65th)
birthday.
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
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).
MEO MOU December 21, 2012 through December 31, 2014
38
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT B — RETIREE SUBSIDY MEDICAL PLAN
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.
MEO MOU December 21, 2012 through December 31, 2014
39
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT C — VEHICLE USE ASSIGNMENT ADMINISTRATIVE REGULATION
VEHICLE USE ASSIGNMENT ADMINISTRATIVE REGULATION
See Administrative Regulations
MEO MOU December 21, 2012 through December 31, 2014
40
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
MEO MOU December 21, 2012 through December 31, 2014
41
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:
HINNIENISHIMMINE
INS
nammeaaaa�d
aa�mmnaam�as
MEO MOU December 21, 2012 through December 31, 2014
42
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.
MEO MOU December 21, 2012 through December 31, 2014
43
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.
MEO MOU December 21, 2012 through December 31, 2014
44
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
• 1 am not receiving disability benefits or Workers' Compensation payments.
me: (Please Print or Type: Last, First, MI)
Work Phone: I Department:
ob Title:
uester
Director Signature of Support:
mployee ID#:
Signature
Human Resources Director Signature Date;'signed
MEO MOU December 21, 2012 through December 31, 2014
45
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT G — VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM
Voluntary Catastrophic Leave Donation Program
Leave Donation Form
Donor, please complete
or 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 of Exempt 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:
Eligible recipient employee's name (Last, First, MI):
Donor Signature: Date:
Please submit to Payroll in the Finance Department.
MEO MOU December 21, 2012 through December 31, 2014
46
Res. No. 2014-13
STATE OF CALIFORNIA
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, JOAN L. FLYNN the duly elected, qualified City Clerk of the City of
Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby
certify that the whole number of members of the City Council of the City of
Huntington Beach is seven; that the foregoing resolution was passed and adopted
by the affirmative vote of at least a majority of all the members of said City Council
at a Regular meeting thereof held on March 17, 2014 by the following vote:
AYES: Katapodis, Hardy, Shaw, Boardman, Sullivan, Carchio
NOES: Harper
ABSENT: None
ABSTAIN: None
City CJVrk and ex'-officio* fflerk of the
City Council of the City of
Huntington Beach, California
_ Legislative Draft of the MOU will• s ••�
via supplemental communication pri"or to the
meeting •
Organizationfter the Management /mp oyee
successor MOU.
Item 8. - 3 HB -246-
afterprovided via supplemental comm�nication prior t
the meeting
Organization (MEO) has reviewed, commented an
accepted
:,• .SL, ... content
: o . LMOU.
, inal
Item 8. - 5 11B -248-
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 March, 2014.
HUNTINGTON BEACH
CITY OF HUNTINGTON BEACH MANAGEMENT EMPLOYEES'
A Municipal Corporation 7 ORGANIZATION
By:
By:
LIM
in
Fred A. Wilson
City Manager
Ken Domer�'
Assistant v Man
i6hele Warren -
rector of Human Resources
AAnn Diaz
rincipal Human
Approved as tq'Form:
Jenni. McGrath
City Attorney
urce,§ Analyst
am
in
A
NO a
in
/Tom Graham
MEO President
Scott Smith
MEO Vice President
Scott Field
Negotiations Team
Mindy James
Negotiations Team
Michele Diaz
Negotiations Team
Approved as to Form:
Charles Barfield
OCEA Representative
Aaron Peardon
OCEA Representative
MEO MOU December 21, 2012 through December 31, 2014
31
MANAGEMENT EMPLOYEES' ORGANIZATION
EXHIBIT A - SALARY SCHEDULE
MEO SALARY SCHEDULE
3.75% EFFECTIVE MARCH 29, 2014
Job No
Job Description
Pay
Grade
A
B
C
D
E
0516
Accounting Manager
P0516
45.34
47.83
50.46`/'
53.23
56.16
0025
Admin Analyst
P0025
34.97
36.89
38,:93
41.06
43.33
0084
Admin Analyst Principal
P0084
43.55
45.95
j48.48
51.15
53.96
0089
Admin Analyst Sr
P0089
40.23
42.44//
44.78
47.24
49.83
0078
Assistant City Attorney
P0078
61.78
65/
68.76
72.53
76.52
0132
Assistant City Clerk
P0132
37.51
• .57
41.75
44.04
46.46
0595
Assistant Fire Marshal
P0595
44.88
47.35
49.96
52.71
55.60
0057
Assistant to the City Manager
P0057
46.9
49.52
52.25
55.12
58.15
0071
Associate Planner
P0071
3 .07
40.16
42.37
44.71
47.16
0569
Beach Maint Operations Mgr
P0569
8.86
51.54
54.38
57.36
60.52
0044
Beach Operations Supervisor
P0044
40.03
42.23
44.55
47.00
49.59
0064
Budget Analyst Senior
P0064
38.65
40.77
43.01
45.38
47.88
0585
Budget Manager
P058
45.34
47.83
1 50.46
53.23
56.16
0598
Building Manager
P05,98
56.17
59.26
62.52
65.95
69.59
0501
Business Applicatio Supervisor
P 501
50.08
52.84
55.74
58.81
62.04
0500
Business Systems Manager
0500
55.34
58.38
61.60
64.99
68.56
0070
Chief Criminalist
P0070
51.35
54.17
57.15
60.29
63.61
0024
City Engineer /
P0024
63.96
67.48
71.19
75.10
79.23
0092
Claims Supervisor
P0092
41.65
43.94
46.36
48.91
51.59
0471
Community Relations Officer
P0471
43.55
45.95
48.48
51.15
53.96
0353
Community Services Manag r
P0353
48.86
51.54
54.38
57.36
60.52
0097
Construction Manager
P0097
48.86
51.54
54.38
57.36
60.52
0085
Contract Administrator
P0085
41.65
43.94
46.36
48.91
51.59
0045
Criminalist Supervisor
P0045
44.65
47.11
49.71
52.44
55.32
0253
Cultural Affairs Super, isor
P0253
31.65
33.40
35.23
37.17
39.22
0081
Deputy City Attorney I
P0081
40.63
42.86
45.21
47.70
50.33
0080
Deputy City Attorney II
P0080
48.86
51.54
54.38
57.36
60.52
0079
Deputy City Attorney III
P0079
56.17
59.26
62.52
65.95
69.59
0068
Deputy City Engineer
P0068
54.51
57.51
60.67
64.01
67.53
0090
Deputy City Treasurer MEO
P0090
50.33
53.10
56.03
59.11
62.35
0571
Deputy Dir of Econ Development
P0571
55.34
58.38
61.60
64.99
68.56
0027
Deputy Dir of Recr/Bch Devlpmt
P0027
57.03
60.16
63.47
66.96
70.64
0035
Deputy Director of Public Wrks
P0035
64.27
67.81
71.55
75.48
79.63
0486
Detention Administrator
P0486
40.23
42.44
44.78
47.24
49.83
0039
Econ Development Proj Mgr
P0039
44.43
46.87
49.45
52.17 1
55.04
0580
Energy Project Manager
P0580
44.43r
46.87
49.45
52.17
55.04
MEO MOU December 21, 2012 through December 31, 2014
32