HomeMy WebLinkAboutMarine Safety Management Association (MSMA) - 2016-08-15Dept. ID HR 16-024 Page 1 of 2
Meeting Date: 8/15/2016
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CITY OF HUNTINGTON BEACH
REQUEST FOR. CITY COUNCIL ACTION
MEETING DATE: 8/15/2016
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Fred A. Wilson, City Manager
PREPARED BY: Michele Warren, Director of Human Resources
SUBJECT: Adopt Resolution No. 2016-57 approving and implementing the Memorandum of
Understanding (MOU) between the Marine Safety Management Association
(MSMA) and the City for the period April 1, 2016 through March 31, 2018
Statement of Issue:
The City of Huntington Beach and the Marine Safety Management Association (MSMA) have
tentatively agreed to enter into a new Memorandum of Understanding (MOU) for the period April 1,
2016, through March 31, 2018.
Financial Impact:
Funding for the implementation of the fiscal items contained in the proposed Memorandum of
Understanding will come from the General Fund. The fiscal impact for FY 2015/16 and FY 2016/17
is estimated by Finance to be $99,850 over the term of the agreement. Funds for FY 2015/16 have
been included in the approved budget. No additional appropriation is required. The associated
costs for FY 2016/17 will be incorporated into the FY 2016/17 proposed budget.
Recommended Action:
Adopt Resolution No. 2016-57, "A Resolution of the City Council of the City of Huntington Beach
Approving and Implementing the Memorandum of Understanding Between the Marine Safety
Management Association (MSMA) and the City for April 1, 2016, through March 31, 2018."
Alternative Action(s):
Do not adopt Resolution No. 2016-57 for MSMA employees and direct staff to continue to meet and
confer with the Association or utilize the impasse procedures contained within the City's Employer -
Employee Relations Resolution.
Analysis:
Representatives for the City and the MSMA have been involved in active negotiations and have
completed the meet and confer process with a tentative agreement on a proposed Memorandum of
Understanding (MOU) for the period of April 1, 2016, through March 31, 2018.
Highlights from the listing of tentatively agreed upon pay and benefit changes include the following:
Medical Benefits
The City's monthly contributions to medical plans will be increased to following amounts (not
exceed the monthly plan premiums):
• Single $ 699
Two Party $1,399
Item 17. - 1 HB - -362-
Dept. ID HR 16-024 Page 2 of 2
Meeting Date: 8/15/2016
The City's contribution to medical plans for the 2017 benefit plan year will not increase. City
contributions to dental and vision benefits did not increase for 2016 and will not increase for the
2017 benefit plan year.
Wage Increases
Effective October 2016, members of this unit shall receive a 2% wage increase.
There were other appropriate modifications to a variety other provisions including, but not limited to,
deletion of obsolete language, regulatory compliance language changes and, general clean-up
language.
A summary of these and all other negotiated provisions are included as Exhibit "A".
Per the City's Openness in Labor Negotiations Ordinance Number 4078, which seeks to increase
transparency in labor negotiations, this item was first introduced and the Tentative Agreement
approved on August 1, 2016. The Tentative Agreement and costing reports were posted to the
City's transparency website at least 30 days in advance of this proposed final consideration of the
MOU.
Environmental Status:
N/A
Strategic Plan Goal:
Strengthen economic and financial sustainability
Enhance and maintain public safety
Attachment(s):
1. Tentative Agreement
2. Fiscal Impact Report
3. Resolution No. 2016-57, "A Resolution of the City Council of the City of Huntington Beach
Approving and Implementing the Memorandum of Understanding (MOU) Between the
Marine Safety Management Association (MSMA) and the City for April 1, 2016 through
March 31, 2018," including Exhibit "A" MSMA Memorandum of Understanding
4. PowerPoint Presentation
Item 17. - 2
City of Huntington Beach
Marine Safety Management Association
TENTATIVE AGREEMENT
June 29, 2016
Article
Item
Article I
April 1, 2016 through March 31, 2018
Term of MOU
Article IX
A (1) b. Maximum Employer Contributions Towards Flex Benefits
Health and Other
Insurance Benefits
i. Employee only ("EE") - The cost of the premium up to
a maximum of $699
ii. Employee + one dependent ("EE + I") - The cost of
the premium up to a maximum of $1399
iii. Employee + two or more dependents ("EE + 2") - The
cost of the premium up to a maximum of $1719
A (4) B. Medical Cash Out
If an employee is covered by a medical program outside of a City -
provided program (evidence must be supplied to the Human Resources
Department, they may elect to discontinue City medical coverage and
receive $322.61 bi-weekly to deposit into their Deferred Compensation
account or any other pre-tax program offered by the City so long as the
contribution is in accordance with applicable Internal Revenue Code or
regulations.
Article V
A. Wage Increases
Salary
2% wage increase effective the beginning of the pay period that
includes October 1, 2016.
MSMA
�7
Eric Dieterman, MSMA President Mike Beuerlem; MSMA Negotiations Team
Chris Clarke, MSMA Negotiations Team Mike Powell, MSMA Representative
chele Warren, H.R. Director
Mike Baumgartni4r, Marine Safety Div. Chief
ndy Hen rs n, HR Analyst, Senior
Cit
CJomer, Assistant City Manager
Ann Diaz, H alyst, Principal
Item 17. - 3 HB -364-
ATTACHMENT #3
RESOLUTION NO. 2016-57
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
APPROVING AND IMPLEMENTING THE MEMORANDUM OF UNDERSTANDING
BETWEEN THE HUNTINGTON BEACH MARINE SAFETY MANAGEMENT
ASSOCIATION (MSMA) AND THE CITY FOR
APRIL 1, 2016 THROUGH MARCH 31, 2018
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
Marine Safety Management Association (MSMA), 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 April 1,
2016 through March 31, 2018.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 15th day of August, 2016.
f
REVIE D APPROVED:
APPROVED
City ana er
ttomey (y)
RLS 8/3/16/16-5385/141459/MV
DOV
Memorandum of Understanding
Between
Marine Safety Management Association
City of Huntington Beach
April 1, 2016 — March 31, 2018
MARINE SAFETY OFFICERS' ASSOCIATION
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
PREAMBLE1..................................................................................................................1
ARTICLE I - TERM OF MOU............................................................................................1
ARTICLE II - REPRESENTATIONAL UNIT/CLASSIFICATIONS....................................2
ARTICLE III - MANAGEMENT RIGHTS...........................................................................2
ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT...........................................2
ARTICLE V - SALARY....................................................................................................3
A. WAGE INCREASES............................................................................................................
3
ARTICLE VI - SPECIAL PAY...........................................................................................3
A. EDUCATION INCENTIVE PAY..............................................................................................
3
B. ACTING ASSIGNMENT PAY................................................................................................
4
C. CERTIFICATION PAY.........................................................................................................
4
D. HOLIDAY PAY...................................................................................................................
4
1. Holidays Worked...............................................................................................................................
4
2. Holiday Pay In-Lieu...........................................................................................................................
5
E. BILINGUAL SKILL..............................................................................................................
5
F. EFFECTIVE DATE OF SPECIAL PAY.....................................................................................
5
G. NO PYRAMIDING OF SPECIAL PAY.....................................................................................
6
H. REPORTING TO PERS......................................................................................................
6
ARTICLE VII - UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT
.............................6
A. GENERAL POLICY.............................................................................................................
6
B. AFFECTED EMPLOYEES....................................................................................................
6
C. PERSONAL PROTECTIVE EQUIPMENT.................................................................................
6
D. EMPLOYEE RESPONSIBILITIES...........................................................................................
6
E. CITY RESPONSIBILITIES....................................................................................................
7
ARTICLE VIII - HOURS OF WORK/OVERTIME..............................................................7
A. HOURS OF WORK DEFINED...............................................................................................
7
B. OVERTIME/COMPENSATORY TIME.....................................................................................
7
1. Paid Overtime..................................................................................................................................
7
2. Compensatory Time.........................................................................................................................
7
3. Court Time.......................................................................................................................................
8
a. Court Standby..............................................................................................................................
8
b. Court Appearance.......................................................................................................................
8
C. 4/10 WORK SCHEDULE DEFINED.......................................................................................
8
D. STANDBY.........................................................................................................................
8
E. ON-CALL..........................................................................................................................
8
MSMA MOU April 1, 2016 — March 31, 2018 i
MARINE SAFETY MANAGEMENT ASSOCIATION
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
ARTICLE IX - HEALTH AND OTHER INSURANCE BENEFITS.....................................9
A.
HEALTH...........................................................................................................................
9
1. CalPERS PEMHCA.........................................................................................................................
9
a. PEMHCA Employer Contributions...............................................................................................
9
b. Maximum Employer Contributions..............................................................................................
9
2. Dental Insurance............................................................................................................................10
3. Retiree (Annuitant) Coverage.........i..............................................................................................
10
a. City Contribution (Unequal Contribution Method) for Retirees ..................................................
10
b. Termination of Participation in the CalPERS PEMHCA Program - Impact to Retirees
............ 11
4. Additional Costs for Participation in the PEMHCA program..........................................................
11
a. Retiree and/or Annuitant Coverage...........................................................................................
11
b. Termination Clause...................................................................................................................
12
B.
MEDICAL CASH-OUT.......................................................................................................
12
C.
SECTION 125 EMPLOYEE PLAN.......................................................................................
12
D.
LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT (AD & D) INSURANCE ........................
12
E.
LONG TERM DISABILITY INSURANCE................................................................................
13
ARTICLE X - RETIREMENT...........................................................................................14
A.
CALPERS SAFETY "CLASSIC" MEMBER RETIREMENT BENEFITS .......................................
14
1. CalPERS Safety "Classic" Member Retirement Formula..............................................................
14
2. CalPERS Safety "Classic" Member Final Compensation..............................................................
14
3. CalPERS Safety "Classic" Member Contribution..........................................................................
14
B.
CALPERS SAFETY "NEW MEMBER" RETIREMENT BENEFITS .............................................
14
1. CalPERS Safety "New Member" Retirement Formula...................................................................
14
2. CalPERS Safety "New Member" Final Compensation...................................................................
14
3. CalPERS Safety "New Member" Retirement Contribution.............................................................
15
C.
IRS CODE SECTION 414(H)(2)...........................................................................................
15
D.
SELF FUNDED SUPPLEMENTAL RETIREMENT BENEFIT..........................................................
15
E.
HEALTH SAVINGS ACCOUNT FOR POST RETIREMENT MEDICAL BENEFITS ..............................
15
F.
PRE -RETIREMENT OPTIONAL SETTLEMENT 2 DEATH BENEFIT ..............................................
15
G.
1959 SURVIVORS' BENEFIT LEVEL IV..................................................................................
15
H.
MEDICAL INSURANCE FOR RETIREES..................................................................................
15
ARTICLE XI - LEAVE BENEFITS..................................................................................16
A.
VACATION......................................................................................................................
16
1. Accrual...........................................................................................................................................
16
2. Eligibility and Permission...............................................................................................................
16
3. Conversion to Cash.......................................................................................................................
16
a. Pay-off at Separation from Employment...................................................................................
17
B.
SICK LEAVE...................................................................................................................
17
C.
TIME OFF FOR INJURY OR ILLNESS..................................................................................
17
D.
FAMILY LEAVE BENEFIT ENTITLEMENTS...........................................................................
17
E.
BEREAVEMENT LEAVE....................................................................................................
17
F.
DEFERRED COMPENSATION / LEAVE CASH-OUT...............................................................
18
MSMA MOU April 1, 2016— March 31, 2018 ii
MARINE SAFETY MANAGEMENT ASSOCIATION
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
G. VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM ................................................ 18
ARTICLE XII - CITY RULES...........................................................................................18
ARTICLE XIII - MISCELLANEOUS................................................................................18
A.
SALARY UPON APPOINTMENT..........................................................................................
18
B.
PHYSICAL EXAMINATIONS...............................................................................................
18
C.
CONDITIONING TIME.......................................................................................................
18
D.
1,500 HOUR RECURRENT EMPLOYEES............................................................................
18
E.
COLLECTION OF PAYROLL OVERPAYMENTS.....................................................................
19
F.
GRIEVANCE HEARING COST SHARING.............................................................................
19
G.
PERSONNEL RULE 19 MODIFICATION...............................................................................
19
H.
UPDATE EMPLOYEE -EMPLOYER RELATIONS RESOLUTION(EERR)....................................
19
I.
MODIFIED RETURN TO WORK POLICY..............................................................................
19
J.
CONTROLLED SUBSTANCE AND ALCOHOL TESTING..........................................................
20
ARTICLE XIV - CITY COUNCIL APPROVAL................................................................21
EXHIBIT A - MSMA SALARY SCHEDULE....................................................................22
EXHIBIT B - SERVICE CREDIT SUBSIDY PLAN.........................................................23
EXHIBIT C - MODIFICATIONS TO EMPLOYEE - EMPLOYER RELATIONS
RESOLUTION...........................................................................................26
EXHIBIT D - MODIFICATIONS TO PERSONNEL RULE 19.........................................28
EXHIBIT E - VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM ........... 31
MEMORANDUM OF UNDERSTANDING
Between
THE CITY OF HUNTINGTON BEACH
(Hereinafter called CITY)
and
THE HUNTINGTON BEACH MARINE SAFETY MANAGEMENT ASSOCIATION
(Hereinafter called ORGANIZATION or MSMA)
PREAMBLE
WHEREAS, pursuant to California law, the City and the representatives of the
Association, a duly recognized employee association, have met and conferred in good
faith and reached a full agreement concerning wages, hours, and other terms and
conditions of employment.
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 is made, to become effective
April 1, 2016, and it is agreed as follows. -
ARTICLE I - TERM OF MOU
This Memorandum of Understanding shall be in effect for a term commencing on April 1,
2016 and ending at midnight on March 31, 2018. No further improvements or changes in
the salaries and monetary benefits of the employees represented by the Association shall
take effect during the term of this agreement and the Association expressly waives any
right to request any improvements or changes in salaries or monetary benefits for the
employees represented by the Association which would take effect prior to April 1, 2018,
and the City of Huntington Beach, through its representatives, shall not be required to
meet and confer as to any such request.
MSMA MOU April 1, 2016 — March 31, 2018
MARINE SAFETY MANAGEMENT ASSOCIATION
ARTICLE II - REPRESENTATIONAL UNIT/CLASSIFICATIONS
It is recognized that the Marine Safety Management Association is the employee
organization, which has the right to meet and confer in good faith with the City on behalf
of the employees of the Huntington Beach Fire Department within the following
classification and assignment titles:
Marine Safety Lieutenant
Marine Safety Officer II
Marine Safety Officer I
ARTICLE III - MANAGEMENT RIGHTS
The parties agree that the City has the right to unilaterally make decisions on all matters
outside the scope of bargaining. Furthermore, 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 marine safety 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 Director
or 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 manning
requirements, overtime assignments, number and location of work stations, nature of
work to be performed, contracting for any work or operation, reasonable employee
performance standards, including reasonable work and safety rules and regulations in
order to maintain the efficiency and economy desirable for the performance of City
services. The parties agree to meet and confer during the term of this agreement on
revisions, changes, modifications and additions to the Personnel Rules and/or
Department Rules when requested by City.
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 between
the City and the Association.
MSMA MOU April 1, 2016— March 31, 2018 2
MARINE SAFETY MANAGEMENT ASSOCIATION
ARTICLE V - SALARY
Classification and Salary Schedule
Employees shall be compensated at rates by classification title and salary range during
the term of the agreement as set out in Exhibit A attached hereto and incorporated
herein.
A. Wage Increases
1. Effective the beginning of the pay period that includes October 1, 2016, all
bargaining unit members shall receive a two percent (2.0%) wage increase.
ARTICLE VI - SPECIAL PAY
A. Education Incentive Plan
1. Employees who possess a degree from an accredited college or university shall
be eligible to receive education incentive pay as follows:
a. Bachelor's Degree —six percent (6%) of the base hourly rate
b. Associate's Degree —three percent (3%) of the base hourly rate
c. The maximum education incentive pay shall be six percent (6%)
2. All current employees who do not possess the degrees listed above shall continue
to receive the education incentive pay in effect as of September 19, 2005. Such
pay shall not increase unless an employee obtains one of the degrees listed
above. In the event an employee obtains an Associate's or Bachelor's degree,
only the special pay in #1 above shall apply and the following Education Incentive
Level Plan shall no longer apply. -
Education
Incentive
Level
College
Units
Maximum
Training
Points
Years of
Service
Continuing Education
College Units
Required Annually
Monthly
Amount
1
30
10
1
6
$ 50
2
60
20
2
3
75
3
90
30
2
3
100
4
120
3
3
150
5
150
4
0
150
3. Employees hired after September 19, 2005 who do not possess a Bachelor's or an
Associate's degree shall not be eligible for education incentive pay until a degree
is attained.
MSMA MOU April 1, 2016— March 31, 2018 3
MARINE SAFETY MANAGEMENT ASSOCIATION
The parties agree that to the extent permitted by law, the compensation in this section
is special compensation and shall be reported as such pursuant to Title 2 CCR,
Section 571(a)(2) Educational Incentive.
B. Acting Assignment Pax
When formally assigned to perform in an acting capacity in the absence of the
Marine Safety Chief, a Marine Safety Lieutenant shall be compensated for each
full hour worked at the rate of twelve and one-half percent (12'/z%) of the
employee's base hourly rate of pay.
2. Acting Chief selection shall be made at the discretion of the Department Head or
designee and seniority will not be the controlling criteria.
The parties agree that to the extent permitted by law, the compensation in the section
is special compensation and shall be reported as such pursuant to Title 2 CCR,
Section 571 (a)(3) (Premium Pay) Temporary Upgrade Pay.
C. Certification Pay
1. Marine Safety Officer II (MSO II) — Employees classified as MSO II shall receive
five percent (5%) above their base hourly rate for maintaining active certification in
all of the following- SCUBA/Rescue, ICS (Incident Command System) 100 and
200; Instructor 1A and 1 B; SCUBA/Dry Suit; and Instructor Emergency Response
Red Cross.
2. Marine Safety Lieutenant — Employees classified as Marine Safety Lieutenant shall
receive five percent (5%) above their base hourly rate for maintaining active
certification in all of the following- ICS (Incident Command System) 300;
Command 1 A and 1 B; and Management I.
The parties agree that to the extent permitted by law, the compensation in this section
is special compensation and shall be reported as such pursuant to Title 2 CCR,
Section 571(a)(2) Educational Incentive.
D. Holiday Pay
The pay granted to members of this unit under this section is additional compensation
for employees who are normally required to work on an approved holiday because the
classification of Marine Safety Officer I & II and Marine Safety Lieutenant are positions
that require staffing without regard to holidays.
1. Holidays Worked
Employees who are required to work on a specified City holiday shall receive
Holiday Pay in addition to the Holiday In -Lieu Pay set forth herein equal to the
overtime rate for all hours worked.
MSMA MOU April 1, 2016— March 31, 2018
MARINE SAFETY MANAGEMENT ASSOCIATION
2. Holidav Pav In -Lieu
In addition to regular compensation, employees shall receive, each month, one -
twelfth (1/12) of the total holiday hours (80) earned for the year. Employees shall
be entitled to an additional eight (8) hours of pay at their regular rate for any day
declared by the President of the United States to be a national holiday, or any day
declared by the Governor of the State of California to be a state holiday, if such
day is adopted by the City Council of the City of Huntington Beach as a special
holiday for City employees (i.e., day of mourning).
a) Holidays Specified - The holidays governed by this MOU are listed below.
• New Year's Day
• Martin Luther King Birthday Holiday
• Presidents' Day
• Memorial Day
• Independence Day
• Labor Day
• Veterans Day
• Thanksgiving Day
• Day After Thanksgiving
• Christmas Day
The parties agree that to the extent permitted by law, Holidays Worked and Holiday
In -Lieu Pay is special compensation and shall be reported as such pursuant to Title 2
CCR, Section 571(a)(5) Holiday Pay.
E. Bilingual Skill
Employees who are approved by their Department Head to use their bilingual abilities
as part of their job assignment shall be paid an additional five percent (5%) above
their base hourly rate. Said employees must be tested and be certified by the Human
Resources Director or designee as to their language proficiency in order to be eligible
for said compensation. Eligibility for bilingual pay shall be limited to the following
languages: Spanish, Vietnamese, French, German, Japanese and sign language.
The parties agree that to the extent permitted by law, Bilingual Skill Pay is special
compensation and shall be reported as such pursuant to Title 2 CCR, Section
571(a)(4) Bilingual Premium.
F. Effective Date of Special Pay
All special pay shall be effective the first full pay period following certification and
verification as approved by the Department Head or designee.
MSMA MOU April 1, 2016— March 31, 2018 5
MARINE SAFETY MANAGEMENT ASSOCIATION
G. No Pyramiding of Special Pay
Each special pay that is a percentage of base hourly pay shall not be counted towards
the value of any other special pay.
H. Reporting to PERS
Pursuant to state law and regulations, compensation paid as a result of this Article
shall be reported to the California Public Employees' Retirement System (CaIPERS)
as special compensation.
In the event there is a conflict regarding the reportability of any item of compensation
as pensionable compensation and the CaIPERS regulations governing same,
CaIPERS determination shall prevail. Title 2 CCR, Section 571 (c)(d)
ARTICLE VII - UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT
A. General Policy
The City provides uniforms to employees on active duty who are required to wear a
standard uniform for appearance, uniformity, and public recognition purposes.
B. Affected Employees
All employees shall wear a standard City uniform, as provided by the City of
Huntington Beach Fire Department. The Department Head shall determine which
employees must wear a uniform.
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. Wear a clean and complete uniform as required.
2. Uniform appearance shall be worn with pride in appearance to the public; i.e., shirt
buttoned, shirt tail tucked in, etc.
3. Wash and provide minimum repair; i.e., buttons, small tears, etc.
4. Not wear the uniform for other than City duties or work.
5. Notify supervisor of the need to replace due to disrepair or severe staining
producing an undesirable appearance.
MSMA MOU April 1, 2016— March 31, 2018 6
MARINE SAFETY MANAGEMENT ASSOCIATION
6. Turn in all uniform components, including patches upon separation from
employment.
7. Turn in all personal protective equipment upon separation from employment.
8. Wear all personal protective equipment prescribed by the City safety officer and/or
Supervisor of the division.
E. City Responsibilities
1. Provide or pay for required uniforms.
2. The City will report to CalPERS the average annual cost of uniforms for each
employee as special compensation in accordance with Title 2, California Code of
Regulations, Section 571(a)(5) Uniform Allowance. For employees who are not
required to wear a uniform on a daily basis or who are not actively employed for an
entire payroll calendar year, a prorated cost of uniforms shall apply. This provision
shall apply to "classic" members as defined by the Public Employees' Pension
Reform Act of 2013 (PEPRA).
3. For "new members" as defined by the Public Employees' Pension Reform Act of
2013 (PEPRA), the cost of uniforms will not be reported as pensionable
compensation to CalPERS (GC Section 7522.34).
ARTICLE VIII - HOURS OF WORK/OVERTIME
A. Hours of Work Defined
For purposes of this article, calculating overtime, approved vacation, sick leave and
compensatory time shall count as hours worked.
B. Overtime/Compensatory Time
1. Paid Overtime
a. Overtime is defined as one and one half (1 1/2) times the employee's regular
rate of pay for all time worked in excess of their scheduled work shift.
b. Regular rate of pay is defined as the employee's base hourly rate of pay plus
their eligible special pays.
2. Compensatory Time
Employees may elect to receive compensatory time off that may be earned to a
maximum of one hundred twenty (120) hours in lieu of such overtime pay.
MSMA MOU April 1, 2016— March 31, 2018 7
MARINE SAFETY MANAGEMENT ASSOCIATION
Employees may convert up to sixty (60) hours of compensatory time to cash at the
employee's regular rate of pay once per calendar year.
3. Court Time
a. Court Standby
Employees required to be on standby for a court appearance during other than
their scheduled working hours shall receive a minimum of two (2) hours their
regular rate of pay for each morning and afternoon court sessions.
b. Court Appearance
Employees required to appear in court during other than their scheduled
working hours shall receive a minimum of three (3) hours at the overtime rate.
C. 4/10 Work Schedule Defined
The 4/10 work schedule shall be defined as working four (4) days, ten (10) hours per
day, for a total of forty (40) hours per week.
The 4/10 work schedule is designed to be in compliance with the requirements of the
Fair Labor Standards Act (FLSA). 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, Fire Chief or their designee, may
require such service from any of said employees.
D. Standby
Employees who are authorized to be on standby
compensated two (2) hours at the overtime rat
E. On -Call
e
Effective the beginning of the pay period following City Council approval of this
agreement, an employee scheduled to be on -call shall be compensated two (2) hours
at the straight pay rate per night. Employee's assigned on -call during holidays will
receive three (3) hours at the straight pay rate per night. On -call assignments and
assignment duration shall be determined by operational schedules. On -call
assignment shall not overlap the normal operational period.
MSMA MOU April 1, 2016— March 31, 2018
.MARINE SAFETY MANAGEMENT ASSOCIATION
ARTICLE IX - HEALTH AND OTHER INSURANCE BENEFITS
A. Health
The City shall continue to make available group medical, dental and vision benefits to
all association employees. The effective date for medical, dental and vision coverage
is the first of the month following date of hire. Effective the first of the month following
the employee's date of hire, any required employee payroll deduction shall begin with
the first full pay period following the effective date of coverage and shall continue
through the end of the month in which the employee separates, unless otherwise
precluded by CaIPERS PEMHCA. All employee contributions shall be deducted on a
pre-tax basis.
A copy of the medical, dental and vision plan brochures may be obtained from the
Human Resources Office.
1. California Public Employees' Retirement System - Public Employees' Medical
and Hospital Care Act (CaIPERS PEMHCA)
The City presently contracts with CaIPERS to provide medical coverage. The
City is required under CaIPERS PEMHCA to make a contribution to retiree
medical premiums. A retiree's right to receive a City contribution, and the City's
obligation to make payment on behalf of retirees, shall only exist as long as the
City contracts with CaIPERS for medical insurance. In addition, while the City
is in CaIPERS, its obligations to make payments on behalf of retirees shall be
limited to the minimum payment required by law.
a. PEMHCA Employer Contributions
The City shall contribute on behalf of each employee, the mandated
minimum sum as required per month toward the payment of premiums for
medical insurance under the PEMHCA program. As the mandated
minimum is increased, the City shall make the appropriate adjustments by
decreasing its flex benefits contribution accordingly as defined in the
following sub -section.
b. Maximum Employer Contributions Toward Flex Benefits
Effective the beginning of the pay period following City Council approval, the
City's maximum monthly employer contribution for each employee's medical
and vision insurance premiums are set forth as follows. -
The maximum City Contribution shall be based on the employee's
enrollment in each plan.
Employee only ("EE") — The cost of the premium up to a maximum of
$699.00.
MSMA MOU April 1, 2016— March 31, 2018
MARINE SAFETY MANAGEMENT ASSOCIATION
iii. Employee + one dependent ("EE + 1 ") — The cost of the premium up to a
maximum of $1,399.00.
iv. Employee + two or more dependents ("EE + 2") — The cost of the
premium up to a maximum of $1,719.00.
V. The City shall also pay up to $22.76 per month for each employee for
the VSP Vision Plan.
The parties agree the required PEMHCA contribution is included in this sum stated
in the sub -section above. If the employee enrolls in a plan wherein the costs
exceed the City Contribution, the employee is responsible for all additional
premiums through pre-tax payroll deductions.
2. Dental Insurance
The annual maximum benefit for the Delta Dental PPO plan is $2000 (two
thousand dollars).
a. Effective January 1, 2016, through January 1, 2018, the maximum monthly
City contribution for dental insurance for the Delta Dental PPO plan shall be
as follows: 1) employee only ("EE") - $57.86; 2) employee plus one
dependent ("EE + 1") - $108.02; 3) employee plus two or more dependents
("EE + 2") - $142.36.
b. Effective January 1, 2016, through January 1, 2018, the maximum monthly
City contribution for dental insurance for the Delta Care HMO plan shall be
as follows: 1) employee only ("EE") - $25.77; 2) employee plus one
dependent ("EE + 1") - $43.81; 3) employee plus two or more dependents
(" E E + 2") - $67.00.
3. Retiree (Annuitant) Coverage
As required by the Government Code, retired employees (annuitants) shall
have available the ability to participate in the PEMHCA program. The City's
requirement to provide retirees and/or annuitants medical coverage is solely
governed by the Government Code that requires the City to extend this benefit
to retirees (annuitants). While the City is contracted with CalPERS to
participate in the PEMHCA program, CaIPERS shall be the sole determiner of
eligibility for retiree and/or annuitant to participate in the PEMHCA program.
a. City Contribution (Unequal Contribution Method) for Retirees
As provided by the Government Code and the CaIPERS Board, and
requested by the Association, the City shall use the Unequal Contribution
Method to make City contributions on behalf of each retiree or annuitant.
The starting year for the unequal contributions method is 2004 at $1.00 per
month. The City's contribution for each annuitant shall be increased
MSMA MOU April 1, 2016— March 31, 2018 10
MARINE SAFETY MANAGEMENT ASSOCIATION
annually by five percent (5%) of the monthly contribution for employees,
until such time as the contributions are equal. The Service Credit Subsidy
will be reduced every January 1st by an amount equal to any required
amount to be paid by the City on behalf of the retiree (annuitant). The City
shall make these payments only while the City is a participant in the
PEMHCA program.
b. Termination of Participation in the CalPERS PEMHCA Program — Impact to
Retirees
The City's requirement to provide retirees (annuitants) medical coverage is
solely governed by the Government Code requirement that PEMHCA
agencies extend this benefit to retirees (annuitants). If by agreement
between the Association and the City or if the City elects to impose
termination of its participation in the PEMHCA program, retirees
(annuitants) shall no longer be eligible for City provided medical insurance.
In the event that the City terminates its participation in the PEMHCA
program, the retiree medical subsidy program in place in Resolution No.
2000-123 Exhibit D to the Memorandum of Understanding shall be
reinstated. The City shall make any necessary modifications to conform to
the new City sponsored medical insurance plan.
4. Additional Costs for Participation in the PEMHCA Program
a. Retiree and/or Annuitant Coverage
The Association shall pay to the City an amount equal to $1.00 per month
for each additional retiree and/or annuitant in the bargaining unit who elects
to participate in the PEMHCA plan but is not participating in the City
sponsored retiree medical program as of the beginning of a pay period after
the PEMHCA program is in place.
Each January 1st the amount per month paid to the City for each retiree
and/or annuitant described above shall increase by the amount PEMHCA
requires the City to pay on behalf of each retiree (annuitant). Article
IX.A.3.a. provides an example of expected payments per retiree or
annuitant per month.
In the event of passage of State Legislation, Judicial Rulings, or CalPERS
Board Actions that increases the mandatory minimum monthly contribution
for retirees (annuitants), the Association shall pay an equal amount to the
City.
Payments shall be made the first of the month (following implementation). If
the Association fails to make timely payments for two consecutive months,
the City shall implement a decrease in the supplemental benefit contribution
MSMA MOU April 1, 2016— March 31, 2018 11
MARINE SAFETY MANAGEMENT ASSOCIATION
to health insurance for each unit employee by an amount equal to the total
increased cost paid by the City. [For example, if the increased cost for
retirees equals $6,000 per year, the monthly supplemental benefit for each
employee will be decreased as follows: $6,000 divided by twelve (months)
= $500, which is then divided by the number of employees receiving
supplemental benefits].
b. Termination Clause
The City and Association may each request termination of the City's
contract with CalPERS after the announcement of State Legislation, Judicial
Rulings, or a CalPERS Board Action that changes the employer's
contribution, insurance premiums or program changes to the CalPERS
medical plan.
The City and Association may elect to terminate its participation in the
CalPERS PEMHCA program by mutual agreement through the meet and
confer process between the Association and the City.
B. Medical Cash -Out
If an employee is covered by a medical program outside of a City -provided
program (evidence must be supplied to the Human Resources Department), the
employee may elect to discontinue City medical coverage and receive three
hundred twenty two dollars and sixty one cents ($ 322.61) bi-weekly to deposit into
a deferred compensation account or any other pre-tax program offered by the City
so long as the contribution is in accordance with applicable Internal Revenue Code
of regulations. An employee may elect to discontinue vision coverage. The
employee premium paid for vision coverage will be applied toward the medical
premium, unless the employee opts out of the City's medical plan (in which case
the employee will not receive the cash benefit).
C. Section 125 Employee Plan
The City shall provide an Internal Revenue Code section 125 employee plan that
allows employees to use pre-tax salary to pay for regular childcare, adult
dependent care and/or unreimbursed medical expenses as determined by the
Internal Revenue Code.
D. Life and Accidental Death and Dismemberment (AD&D) Insurance Coverage
The City will provide fifty thousand dollars ($50,000) of term life insurance and fifty
thousand dollars ($50,000) of AD&D insurance coverage for each employee at the
City's cost, without evidence of insurability other than evidence of full time
employment status. Optional insurance is available at the employee's own cost.
MSMA MOU April 1, 2016— March 31, 2018 12
MARINE SAFETY MANAGEMENT ASSOCIATION
E. Long Term Disability Insurance
The existing long-term disability program provided to employees by the City
shall remain in effect. The existing long-term disability program has a sixty (60)
calendar day qualifying period. After the sixty (60) calendar day qualifying
period', the employee will be covered by an insurance plan paid for by the City
which will provide 66 2/3% of the employee's salary rate (excluding overtime
and any special pay) up to a maximum of $10,000 a month in accordance with
the following:
Disability Due to
Accident
Disability Due to
Illness
First 60 Days
Regular Pay
Regular Pa
Next 24 Months
66 2/3% of Base Pay
66 2/3% of Base Pa
To age 65
66 2/3% of Base Pay
None
Days and months refer to calendar days and months
2. The LTD Plan is integrated with Workers' Compensation, Social Security and
other non -private program benefits to which the employee's entitled.
3. Disability is defined as the inability to perform all of the duties of the employee's
regular occupation during two (2) years and thereafter the inability to engage in
any employment or occupation for which he/she is fitted by reason of
education, training or experience.
4. The LTD Plan provides for a Survivors' benefit payment for three (3) months
beyond the employee's death.
5. The terms and conditions of the disability insurance coverage are set forth in
the policy, a copy of which is on file in the Human Resources Department
office. In the event of any conflict between the policy and this article, the policy
shall control. The City may change insurance companies, policies, or self -
insure this benefit, provided that the plans shall remain comparable to that
currently in effect.
Please note that Article XI Section C. Sick Leave Compensation provides up to sixty (60) calendar days
paid sick leave per incident or illness.
MSMA MOU April 1, 2016— March 31, 2018 13
MARINE SAFETY MANAGEMENT ASSOCIATION
ARTICLE X - RETIREMENT
A. CalPERS Safety "Classic Member" Retirement Benefits:
1. CalPERS Safety "Classic Member" Retirement Formula
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% @ age 50
plan" which is based on the retirement formula as set forth in California Public
Employees' Retirement Law (PERL), Section 21362.2 of the California
Government Code,
2. CalPERS Safety "Classic Member" Final Compensation
The City shall contract with PERS to have retirement benefits calculated based
on the employee's highest one year's compensation, pursuant to the provisions
in California Public Employees' Retirement Law (PERL) Section 20042 of the
Government Code "Final Compensation" — One Year — Local Member.
3. CalPERS Safety "Classic Member" Contribution
a. All "classic members" shall pay to CalPERS as part of the required member
retirement contribution of nine percent (9%) of pensionable compensation
B. CalPERS Safety "New Member" Retirement Benefits
The City shall provide for "New Members" within the meaning of the California Public
Employees' Pension Reform Act (PEPRA) of 2013 as defined in California
Government Code Section 7522.04(f).
1. CalPERS Safety "New Member" Retirement Formula. -
The City shall provide the 2.7% @ Age 57 retirement formula set forth in
California Government Code Section 7522.25(d) for all safety employees
defined as "new members" per the Public Employees' Pension Reform Act
(PEPRA) of 2013 represented by the Association.
2. CalPERS Safety "New Member" Final Compensation
Final compensation for "new members" 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, as required by California
Government Code Section 7522.32(a).
MSMA MOU April 1, 2016— March 31, 2018 14
MARINE SAFETY MANAGEMENT ASSOCIATION
3. CalPERS Safety "New Member" Retirement Contribution
Effective October 1, 2013, "new members" as defined by PEPRA shall
contribute one half of the normal cost rate, as established by CalPERS.
C. The City has adopted the CalPERS Resolution in accordance with IRS Code
section 414(h)(2) to ensure that both the employee contribution and the City pickup
of the required member contribution are made on a pre-tax basis. However,
ultimately the tax status of any benefit is determined by the law.
D. Self -Funded Supplemental Retirement Benefit
In the event an employee elects Option #1, Option #2, #2W, Option #3, #3W or
Option #4 of the Public Employees' Retirement Law, and the employee is a unit
employee who was hired before November 2, 1998, the City shall pay the
difference between such elected option and the unmodified allowance which the
employee 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 employee, shall be payable by the City during the life of
the employee, and upon that employee's death, the City's obligation shall cease.
The method of funding for this benefit shall be at the sole discretion of the City.
This benefit is vested for employees hired before November 2, 1998. All unit
employees hired on or after November 2, 1998 shall not be eligible for this benefit.
E. Health Savings Account for Post Retirement Medical Benefits
The City shall implement a voluntary health savings account plan during the term
of the agreement for the purpose of allowing employees the opportunity to fund
post medical retirement health premiums.
F. Pre -Retirement Optional Settlement 2 Death Benefit
The City provides its safety employees Pre -Retirement Optional Settlement 2
Death Benefit.
G. 1959 Survivors' Benefit Level IV
Members of the City's safety retirement plan shall be covered by the Fourth Level
of the 1959 Survivor Benefit.
H. Medical Insurance for Retirees
As required by the Government Code while the City is contracted with CalPERS to
participate in the Public Employees' Medical and Hospital Care Act (PEMHCA)
program, retired employees (annuitants) shall have available the ability to
MSMA MOU April 1, 2016— March 31, 2018 15
MARINE SAFETY MANAGEMENT ASSOCIATION
participate in the PEMHCA program. CalPERS shall be the sole determiner of
eligibility for retiree (annuitant) to participate in the PEMHCA program.
ARTICLE XI - LEAVE BENEFITS
A. Vacation:
The purpose of annual vacation is to provide a rest period, which will enable each
employee to return to work physically and mentally refreshed.
1. Accrual: Employees in City service, having an average workweek of forty (40)
hours (full time), shall accrue annual vacations with pay in accordance with the
following:
Years of Service
Vacation Allowance
First through Fourth Year
112
hours
Fifth through Ninth Year
136
hours
Tenth through Fourteenth Year
160
hours
Fifteenth Year and Thereafter
192
hours
2. Eligibility and Permission
a. For the purpose of computing vacation, an employee's anniversary date shall
be the most recent date on which he/she commenced full-time City
employment.
b. Permanent, part-time employees assigned a work schedule of less than thirty
(30) hours but more than twenty (20) hours per week shall receive vacation in
one-half the amounts set forth above. Employees assigned to a workweek of
less than forty (40) and more than thirty (30) hours per week shall receive
vacation in three -fourths (3/4) the amounts set forth above.
c. No employee shall be permitted to take a vacation in excess of actual time
earned and vacation shall not be accrued in excess of three hundred twenty
(320) hours. Vacations shall be taken only with permission of the Department
Head, however, the Department Head shall schedule all vacations with due
consideration for the wish of the employee and particular regard for the need of
the department.
3. Conversion to Cash
An employee may elect to take up to eighty (80) hours of pay per fiscal year of
accrued vacation in lieu of time off. It is the intent of the parties that employees will
take vacation during the fiscal year.
MSMA MOU April 1, 2016— March 31, 2018 16
MARINE SAFETY MANAGEMENT ASSOCIATION
a. Pay -Off at Separation from Employment
Upon separation from employment th
compensation at his/her current regula
vacation to which he/she is entitled up
his/her separation from employment.
B. Sick Leave
e
r
terminating employee shall receive
rate of pay for all unused, earned
to and including the effective date of
As of July 31, 1974, all sick leave accumulation was frozen for purposes of payoff
upon termination and no additional time will be accumulated. Salary continuation for
approved sick leave is covered under Article IX. E.
C. Time Off for Injury or Illness
All employees shall be entitled to use up to sixty (60) calendar days paid leave per
injury or illness. This leave shall not accumulate or have any cash value as such
employees may not cash out unused leave upon separation of employment from the
City
D. Family Leave Benefit Entitlements
As employees do not accrue sick leave, all employees will be allowed to use up to
(sixty) 60 hours per calendar year to care for a child, parent, spouse, or registered
domestic partner during illness.
The City will provide family and medical care leave for eligible employees that meet all
requirements of State and Federal law. Rights and obligations are set forth in the
Department of Labor Regulations implementing the Family Medical Leave Act (FMLA),
and the regulations of the California Fair Employment and Housing Commission
implementing the California Family Rights Act (CFRA).
The City shall comply with all State and Federal leave benefit entitlement laws. An
employee on an approved leave shall be allowed to use paid sick leave and earned
vacation, and/or compensatory time for the duration of the approved leave.
E. Bereavement Leave
Employees are entitled to bereavement leave not to exceed three (3) working days
per calendar year per incident of death in the immediate family. Immediate family is
defined as father, mother, sister, brother, spouse, registered domestic partner,
children, grandfather, grandmother, stepfather, stepmother, stepgrandfather,
stepgrandmother, 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.
MSMA MOU April 1, 2016— March 31, 2018 17
MARINE SAFETY MANAGEMENT ASSOCIATION
F. Deferred Compensation/ Leave Cash -Out
The value of any unused earned leave benefits may be transferred to deferred
compensation in connection with separation from employment, but only during the
time that the employee is actively employed with the City. The employee must
request the transfer no later than the pay period prior to the employee's last day of
employment.
G. Voluntary Catastrophic Leave Donation Program
Under certain conditions, employees may donate leave time to another employee in
need. The program is outlined in Exhibit E of this Memorandum of Understanding.
ARTICLE XII - CITY RULES
All City Personnel Rules shall apply to Association members, however, to the extent this
MOU modifies the City's Personnel Rules; the Personnel Rules as modified will apply to
Association members.
ARTICLE XIII — MISCELLANEOUS
A. Salary Upon Appointment
When an appointment of a recurrent lifeguard to the classification of Marine Safety
Officer occurs, the salary step upon appointment shall be determined in the same
manner as salary step upon promotions under the City's Personnel Rules.
B. Physical Examinations
The City agrees to pay for bi-annual physical examinations, to include stress EKG,
when authorized by the Department Head, with the understanding that results thereof
may be utilized for the determination of the employee's continued ability to perform
duties of the position. A copy of the physical examination shall be provided to the
employee upon request.
C. Conditioning Time
Unit employees may be allowed up to one (1) hour on each regularly scheduled shift
to be used for physical conditioning.
D. 1,500 Hour Recurrent'Employees
The Association agrees to permit the City to implement a fifteen hundred (1,500) work
hour per year for non-HBMSMA positions, subject to official change in Personnel
Rules 5-24.
MSMA MOU April 1, 2016— March 31, 2018 18
MARINE SAFETY MANAGEMENT ASSOCIATION
E. 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 will 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
over payments 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. Unauthorized compensation payments shall not
constitute a past practice.
F. Grievance Hearing Cost Sharing
Grievance hearing costs shall be shared equally by the City and the Association. The
parties agree that under no circumstances shall the grievant(s) be required to pay any
part of the grievance hearing costs.
G. Personnel Rule 19 Modification
City and Association agree to implement Personnel Rule 19 modifications as provided
in Exhibit D attached hereto and incorporated by reference.
H. Update Employee -Employer Relations Resolution (EERR)
During the term of the Agreement, the City and the Association agree to meet and
confer to update the Employee -Employer Relations Resolution to reflect current state
law.
I. Modified Return to Work Policy
The City and the Association agree to meet and confer during the term of the
Agreement to establish a modified return to work policy for employees who experience
industrial or non -industrial illness and/or injury.
MSMA MOU April 1, 2016— March 31, 2018 19
MARINE SAFETY MANAGEMENT ASSOCIATION
J. Controlled Substance and Alcohol Testi
The City maintains the right to conduct a test during working hours of any employee
that it reasonably suspects is under the influence of alcohol or a controlled substance
in the workplace, consistent with department policy.
MSMA MOU April 1, 2016— March 31, 2018 20
MARINE SAFETY MANAGEMENT ASSOCIATION
ARTICLE XIV - CITY COUNCIL APPROVAL
It is the understanding of the City and the Association that this Memorandum of
Understanding is of no force or affect whatsoever unless and until adopted by Resolution
of the City Council of the City of Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of
Understanding this day of/,z.5� , 2016.
CITY OF HUNTINGTON BEACH
A/My jqc pal Corporation
vllson
ager,,
ity Mana
iviicneie vvarren
Dire r of Human urces
i
By:
avid Segura
Fire Chief
In
Mike Baumgartner
Marine Safety Chief
91m
In
In
in
OJo Ann Diaz U
Human Resources Analyst, Principal
By: By:
ndy H n erson
Human R ources Analyst, Senior
HUNTINGTON BEACH
MARINE SAFETY MANAGEMENT
ASSOCIATION
Eric Dieterman
MSMA President
Mike Powell
Business Agent
Chris Clarke
Negotiations Team Member
APPROVED AS-�TO FORM
Jdhael E. Ga
ity Attorney
MSMA MOU April 1, 2016— March 31, 2018 21
MARINE SAFETY MANAGEMENT ASSOCIATION
ARTICLE XIV - CITY COUNCIL APPROVAL
It is the understanding of the City and the Association that this Memorandum of
Understanding is of no force or affect whatsoever unless and until adopted by Resolution
of the City Council of the City of Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of
Understanding this 45-77" day of Oc-C6(eS7 ' , 2016.
CITY OF HUNTINGTON BEACH
A Municipal Corporation
By: By:
Fred A. Wilson
City Manager
By: By:
Ken Domer
Assistant City Manager
By: By:
Michele Warren
Director of Human Resources
By:
David Segura
Fire Chief
By:
Mike Baumgartner
Marine Safety Chief
By:
Jo Ann Diaz
Human Resources Analyst, Principal
By: By:
Sandy Henderson
Human Resources Analyst, Senior
HUNTINGTON BEACH
MARINE SAFETY MANAGEMENT
ASSOCIATION
l
Eric Dieterman
MSMA President
Mike Powell
Business Agent
Z-C
larke
Negotiations Team Member
APPROVED AS TO FORM
Michael E. Gates
City Attorney
MSMA MOU April 1, 2016— March 31, 2018 21
MARINE SAFETY MANAGEMENT ASSOCIATION
EXHIBIT A— MSMA SALARY SCHEDULE
Marine Safety Management Association
Salary Schedule
6.75% Effective November 8, 2014
R
Pay
Afi,
Classification.:;
I ificat
B
�E
0467
Marine Safety Officer I
MSM467
.32.90
34.70
36.62
38.63
40.76
0468
Marine Safety Officer 11
MSM468",
37.26
39.31
41.47
43.76
46.16
0105
Marine Safety Lieutenant
MSW05
41.80
44.10
46.52
49.08
51.78
2.0% Effective September 24, 2016
Code
AN
itiassificatiolt F
Pay
Grade
A
B
�1 C
'
D
E
0467
Marine Safety Officer I
MSM467
33.56
35.39
37.35
39.40
41-58
0468
Marine Safety/officer 11
MSM468
38.01
40.10
42.30
44.64
47.08
0105
Marine Safety Lieutenant
MSM105
42.64
44.98
47.45
50.06
52.82
MSMA MOU April 1, 2016— March 31, 2018 22
0
MARINE SAFETY MANAGEMENT ASSOCIATION
ARTICLE XIV - CITY COUNCIL APPROVAL
It is the understanding of the City and the Association that this Memorandum of
Understanding is of no force or affect whatsoever unless and until adopted by Resolution
of the City Council of the City of Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of
Understanding this /-1-7'/day of 4t.-e4Gc Si , 2016.
CITY OF HUNTINGTON BEACH
A Municipal Corporation
Fred A. Wilson
City Manager
By:
Ken Domer
Assistant City Manager
By:
Michele Warren
Director of Human Resources
By:
David Segura
Fire Chief
By:
Mike Baumgartner
Marine Safety Chief
y:
in
Jo Ann Diaz
Human Resources Analyst, Principal
By:
Sandy Henderson
Human Resources Analyst, Senior
MSMA MOU April 1, 2016— March 31, 2018 21
HUNTINGTON BEACH
MARINE SAFETY MANAGEMENT
ASSOCIATION
Eric Dieterman
MSMA President
W� PL�"-�
Mike Powell
Business Agent
Chris Clarke
Negotiations Team Member
APPROVED AS TO FORM
Michael E. Gates
City Attorney
MARINE SAFETY MANAGEMENT ASSOCIATION
EXHIBIT A - MSMA SALARY SCHEDULE
Marine Safety Management Association
Salary Schedule
6.75% Effective November 8, 2014
Job
Code
Classification
Pay!;
Grade
A
B
C
D
E
0467
Marine Safety Officer I
MSM467
32.90
34.70
36.62
38.63
40.76
0468
Marine Safety Officer 11
MSM468
37.26
39.31
41.47
43.76
46.16
0105
1 Marine Safety Lieutenant
I MSM105
41.80
44.10
46.52
1 49.08
51.78
2.0% Effective September 24, 2016
Job
Code
Classification
Payi
Grade
A
B
C
D
E
0467
Marine Safety Officer I
MSM467
33.56
35.39
37.35
39.40
41.58
0468
Marine Safety Officer 11
MSM468
38.01
40.10
42.30
44.64
47.08
0105
Marine Safety Lieutenant
MSM105
42.64
44.98
47.45
50.06
52.82
MSMA MOU April 1, 2016- March 31, 2018 22
MARINE SAFETY MANAGEMENT ASSOCIATION
EXHIBIT B — SERVICE CREDIT SUBSIDY PLAN
An employee who has retired from the City and meets the plan participation requirements
shall receive a monthly Service Credit Subsidy to reimburse the retiree for the payment of
qualified medical expenses incurred for the purchase of medical insurance.
Plan Participation Requirements
1. At the time of retirement, the employee has a minimum of ten (10) years of continuous
regular (permanent) City service or is granted an industrial disability retirement; and
2. At the time of retirement, the employee is employed by the City; and
3. Following official separation from the City, the employee is granted a retirement
allowance by the California Public Employees' Retirement System (CaIPERS).
The City's obligation to pay the Service Credit Subsidy as indicated shall be modified
downward or cease during the lifetime of the retiree upon the occurrence of any one of
the following:
a. During any period the retired employee is eligible to receive or receives medical
insurance coverage at the expense of another employer, the payment will be
suspended. "Another employer" as used herein means private employer or public
employer or the employer of a spouse. As a condition of being eligible to receive
the Service Credit Subsidy as set forth in this plan, the City shall have the right to
require any retiree to annually certify that the retiree is not receiving or eligible to
receive any such medical insurance benefits from another employer.
If it is later discovered that a misrepresentation has occurred, the retiree will be
responsible for reimbursement of those amounts inappropriately expended and the
retiree's eligibility to receive further benefits will cease.
b. On the first of the month in which a retiree or dependent reaches age sixty five (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 Service Credit Subsidy may
be adjusted downward or eliminated.
c. In the event of the death of an eligible employee, whether retired or not, the
amount of the Service Credit Subsidy benefit which the deceased employee was
eligible for at the time of his/her death shall be paid to the surviving spouse or
dependent for a period not to exceed twelve (12) months from the date of death.
4. Minimum Eligibility for Benefits — With the exception of an industrial disability
retirement, eligibility for Service Credit Subsidy begins after an employee has
completed ten (10) years of continuous regular (permanent) 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.
MSMA MOU April 1, 2016— March 31, 2018 23
MARINE SAFETY MANAGEMENT ASSOCIATION
EXHIBIT B — SERVICE CREDIT SUBSIDY PLAN
To receive the Service Credit Subsidy retirees are required to purchase medical
insurance from City sponsored plans. The City shall have the right to require any
retiree (annuitant) to annually certify that the retiree is purchasing medical insurance
benefits.
5. 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
one hundred twenty dollars ($120). Payments shall be in accordance with the
stipulations and conditions, which exist for all retirees.
6. Service Credit Subsidy — Payment shall not exceed dollar amount, which is equal to
the qualified medical expenses incurred for the purchase of city sponsored medical
insurance.
7. Maximum Monthly Service Credit Subsidy Payments - All retirees, including those
retired as a result of disability whose number of years of service prior to retirement
exceeds ten (10), continuous years of regular (permanent) service shall be entitled to
maximum monthly Service Credit Subsidy by the City for each year of completed City
service as follows:
Maximum Service Credit Subsidy Retirements After:
Service Credit
Years of Service Subsidy
10
$ 120
11
135
12
150
13
165
14
180
15
195
16
210
17
225
18
240
19
255
20
270
21
285
22
299
23
314
24
329
25
344
The Service Credit Subsidy will be reduced every January 1 st by an amount
equal to any required amount to be paid by the City on behalf of the retiree
(annuitant). Article IX.A.3.a. provides an example of expected reductions per
retiree per month.
MSMA MOU April 1, 2016— March 31, 2018 24
MARINE SAFETY MANAGEMENT ASSOCIATION
EXHIBIT B — SERVICE CREDIT SUBSIDY PLAN
8. Medicare
a. All persons are eligible for Medicare coverage at age sixty-five (65). Those
with sufficient credited 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, the
participant pays for Part B of Medicare.
b. 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 Service Credit Subsidy
shall pay for Part A for each of them or the maximum subsidy, whichever is
less.
c. 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 of Medicare, the spouse
shall not receive the 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 (65) is eligible for paid Part A of Medicare, the subsidy shall be for
the retiree's Part A only.
9. Cancellation
a. For retirees/dependents eligible for paid Part A of Medicare, the following
cancellation provisions apply:
Coverage for a retiree under the Service Credit Subsidy Plan will be
eliminated on the first day of the month in which the retiree reaches
age sixty-five (65).
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 Service
Credit Subsidy Plan will be eliminated.
MSMA MOU April 1, 2016— March 31, 2018 25
MARINE SAFETY MANAGEMENT ASSOCIATION
EXHIBIT C — MODIFICATIONS TO EMPLOYEE -EMPLOYER RELATIONS RESOLUTION
A. Employer -Employee Relations Resolution
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 Human Resources Director, 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's 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. Personnel Direction Motion of Unit Modification — The Human Resources
Director may propose, during the same period for filing a Petition for
Decertification, that an established unit be modified in accordance with the
following procedure:
1) The Human Resources Director shall give written notice of the proposed Unit
Modification of Modifications to all employee organizations that may be affected
by the proposed change. Said written notification shall contain the Human
Resources Director rationale for the proposed change including all information
which justifies the change pursuant to the criteria established in Section 6-5 for
appropriateness of Units. Additionally, the Human Resources Director shall
provide all affected employee organizations with all correspondence,
memoranda, and other documents which relate to any input regarding the Unit
Modification which may have been received by the City or from affected
employees and/or sent by the City to affected employees;
2) Following receipt of the Human Resources Director Proposal for Unit
Modification any affected employee organization shall be afforded not less than
thirty (30) days to receive input from its members regarding the proposed
change and to formulate a written and/or oral response to the Motion for Unit
Modification to the Personnel Commission;
MSMA MOU April 1, 2016— March 31, 2018 26
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EXHIBIT C — MODIFICATIONS TO EMPLOYEE -EMPLOYER RELATIONS RESOLUTION
3) The Personnel Commission shall conduct a noticed Public Hearing regarding
the Motion for Unit Modification at which time all affected employee
organizations and other interested parties shall be heard. The Personnel
Commission shall make a determination regarding the proposed Unit
Modification which determination may include a granting of the motion, a
denying of the motion, or other appropriate orders relating to the appropriate
creation of Bargaining Units. Following the Personnel Commission's
determination of the composition of the appropriate Unit or Units, it shall give
written notice of such determination to all affected employee organizations;
4) Any party who chooses to appeal from the decision of the Personnel
Commission is entitled to appeal in accordance with the provision of Section
14-4 of Resolution Number 3335.
B. During the term of the agreement, the City and the Association agree to update the
Employee -Employer Relations Resolution to reflect current State law.
MSMA MOU April 1, 2016— March 31, 2018 27
MARINE SAFETY MANAGEMENT ASSOCIATION
EXHIBIT D — MODIFICATIONS TO PERSONNEL RULE 19
19-1. PURPOSE. The purpose of this rule is to provide a means by which
grievances of employees or employee organizations may be considered,
discussed and resolved at the level closest to their point of origin. The
grievance procedure provided for in this rule does not apply to the review of
employee disciplinary matters which subject is treated in Rule 20 hereof.
19-2. DEFINITION. For the purpose of this rule, a grievance is a dispute concerning
the interpretation or application of any provision of the city's Employer -
Employee Relations Resolution, or any provision of this resolution or any
departmental rule governing personnel practices or working conditions, with
the exception of matters excluded by Section 19-3.
19-3. MATTERS EXCLUDED FROM GRIEVANCE PROCEDURE. The following
subjects are excluded from the grievance procedure provided for herein:
(a) The review of employee disciplinary matters, which is treated in Rule 20
hereof.
(b) All matters subject to impasse procedure, provided in the Employer -
Employee Relations Resolution.
19-4. SUBMISSION OF GRIEVANCES. Any individual employee or recognized
employee organization shall have the right to present a grievance.
If two (2) or more employees have essentially the same grievance and report
to the same supervisor, they may, and if requested to do so by the city, must
jointly or collectively present and pursue their grievance.
If a grievance is alleged by three (3) or more employees, the group shall, at the
request of the city, appoint one of such employees to speak for the group.
19-5. GRIEVANCE PROCEDURE. The grievance procedure shall consist of the
following steps, each of which must be completed prior to any request for
further consideration of the matter unless otherwise provided herein:
Step 1. Informal Discussion (optional). If an employee feels that he has a
grievance, as defined in Section 19-2, he may request a meeting with his
immediate supervisor within ten (10) days after the employee becomes aware
or reasonably should have become aware of the subject matter of the
grievance. The immediate supervisor, within ten (10) days of such request,
shall meet with the employee when so requested and discuss the grievance in
an effort to clarify the issue and work toward a cooperative settlement or
resolution of the dispute. The immediate supervisor shall present, verbally or
in writing, his decision to the employee within ten (10) days from the time of
the informal discussion.
MSMA MOU April 1, 2016— March 31, 2018 28
MARINE SAFETY MANAGEMENT ASSOCIATION
EXHIBIT D — MODIFICATIONS TO PERSONNEL RULE 19
Step 2. Formal Procedure. Immediate Supervisor. If the grievance is not
settled through informal discussion, or if the employee elects not to invoke his
right to informal discussion, the employee may formally submit a grievance to
his immediate supervisor within ten (10) days following the decision pursuant
to informal discussion, or in the event the employee does not elect to invoke
his right to informal discussion, within ten (10) days after the occurrence which
gives rise to the grievance or after the employee becomes aware or
reasonably should have been aware of the subject matter of the grievance.
Such submission shall be in writing, stating the nature of the grievance and a
suggested solution or requested remedy. Within ten (10) days after receipt of
the written grievance, the immediate supervisor shall meet with the employee.
Within ten (10) days thereafter written decision shall be given the employee by
the immediate supervisor.
Step 3. Department Head. In cases where the department head is not the
immediate supervisor, if the grievance is not settled under Step 2, the
grievance may be presented to the department head. The grievance shall be
submitted within ten (10) days after receipt of the written decision from Step 2.
Within ten (10) days after receipt of the written grievance, the department head
or his representative, shall meet with the employee and his immediate
supervisor, if any. Within ten (10) days thereafter written decision shall be
given to the employee.
Step 4. City Manager. If the grievance is not settled under Step 3, the
grievance may be presented to the City Manager in accordance with the
following procedure: Within fifteen (15) days after the time the decision is
rendered under Step 3 above, a written statement of the grievance shall be
filed with the Human Resources Director who shall act as hearing officer and
shall set the matter for hearing within fifteen (15) days thereafter and shall
cause notice to be served upon all interested parties. The Human Resources
Director, or his representative, shall hear the matter de novo and shall make
recommended findings, conclusions and decision in the form of a written report
and recommendation to the City Manager within ten (10) days following such
hearing. The City Manager may, in his discretion, receive additional evidence
or argument by setting the matter for hearing within ten (10) days following his
receipt of such report and causing notice of such hearing to be served upon all
interested parties.
Within ten (10) days after receipt of report, or the hearing provided for above, if
such hearing is set by the City Manager, the City Manager shall make written
decision and cause such to be served upon the employee or employee
organization and the Human Resources Director.
Step 5. Personnel Commission. If the grievance is not settled under Step 4, it
may be appealed to the Personnel Commission for de novo hearing and final
determination in accordance with the following procedure:
MSMA MOU April 1, 2016— March 31, 2018 29
MARINE SAFETY MANAGEMENT ASSOCIATION
EXHIBIT D — MODIFICATIONS TO PERSONNEL RULE 19
(a) Within ten (10) days after
above, a written statement
Resources Director. Such
the nature of the grievance,
grievance, the contentions
determination.
the time decision is rendered under Step 4
of grievance shall be filed with the Human
statement of grievance shall set forth in detail
the facts surrounding the subject matter of the
of the employee and the proposed solution or
(b) As soon as practicable thereafter, the Human Resources Director -shall set
the matter for hearing before a hearing officer either selected by mutual
consent of the parties or from a list provided by the Personnel Commission.
Ratificati,on of the hearing officer selected by mutual consent of the parties,
if from a list approved by the Personnel Commission, shall not require
separate approval or ratification by the Personnel Commission. The
hearing officer shall hear the case and make recommended findings,
conclusions and decision in the form of a written report and
recommendation to the Personnel Commission. In lieu of the hearing
officer process, the Personnel Commission may agree to hear a case
directly upon submission of the case by mutual consent of the parties.
19-6. SUPPLEMENTAL HEARING BY PERSONNEL COMMISSION
(a) The Commission may, in its sole discretion, after it has received the written
report and recommendation of the hearing officer, set the matter for private
hearing for the purpose of receiving additional evidence or argument. In
the event the Commission sets a private hearing for such purpose, the
Human Resources Director shall give written notice of such to all parties
concerned in such matter.
(b) The Commission, following a consideration of the hearing officer's written
report and recommendation and deliberation thereon and any
supplemental hearing before the Commission, shall make findings,
conclusions and decision which shall be final and binding on all parties and
from which there shall be no further appeal.
19-7. GRIEVANCE. DEPARTMENT HEAD. Any department head who has a
grievance may present it to the City Manager for determination. The City
Manager shall render a written decision to said department head within ten
(10) days after such submission, which decision may be appealed by the
department head to the Personnel Commission in accordance with Step 5 of
Section 19-5.
MSMA MOU April 1, 2016— March 31, 2018 30
MARINE SAFETY MANAGEMENT ASSOCIATION
EXHIBIT E— VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM
Guidelines
1. Purpose
The purpose of the voluntary catastrophic leave donation program is to bridge
employees who have been approved leave time to either; return to work, long-
term disability, or medical retirement. Employees who accrue vacation, general
leave or compensatory time may donate such leave to another employee when a
catastrophic illness or injury befalls that employee or because the employee is
needed to care for a seriously ill family member. The leave -sharing Leave
Donation Program is Citywide across all departments and is intended to provide
an additional benefit. Nothing in this program is intended to change current policy
and practice for use and/or accrual of vacation, general, or sick leave.
2. Definitions
Catastrophic Illness or Injury - A serious debilitating illness or injury, which
incapacitates the employee or an employee's family member.
Family Member - For the purposes of this policy, the definition of family member
is that defined in the Family Medical Leave Act (child, parent, spouse or domestic
partner).
3. Eligible Leave
Accrued compensatory, vacation or general leave hours may be donated. The
minimum donation an employee may make is two (2) hours and the maximum is
forty (40) hours.
4. Eligibility
Employees who accrue vacation or general leave may donate such hours to
eligible recipients. Compensatory time accrued may also be donated. An eligible
recipient is an employee who:
Accrues vacation or general leave;
Is not receiving disability benefits or Workers' Compensation payments;
and
• Requests donated leave.
MSMA MOU April 1, 2016— March 31, 2018 31
MARINE SAFETY MANAGEMENT ASSOCIATION
EXHIBIT E— VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM
5. Transfer of Leave
The maximum donation credited to a recipient's leave account shall be the
amount necessary to ensure continuation of the employee's regular salary during
the employee's period of approved catastrophic leave. Donations will be
voluntary, confidential and irrevocable. Hours donated will be converted into a
dollar amount based on the hourly wage of the donor. The dollar amount will
then be converted into accrued hours based on the recipient's hourly wage. An
employee needing leave will complete a Leave Request Form and submit it to
the Department Director for approval. The department director will forward the
form to Human Resources for processing. Human Resources, working with the
department, will send out the request for leave donations.
Employees wanting to make donations will submit a Leave Donation Form to the
Finance Department (City payroll).
All donation forms submitted to payroll will be date stamped and used in order
received for each bi-weekly pay period. Multiple donations will be rotated in
order to insure even use of time from donors. Any donation form submitted that
is not needed will be returned to the donor.
6. Other
Please contact the Human Resources Department on questions regarding
employee participation in this program.
MSMA MOU April 1, 2016— March 31, 2018 32
MARINE SAFETY MANAGEMENT ASSOCIATION
EXHIBIT E- VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM
Voluntary Catastrophic Leave Donation Program
Leave Request Form
According to the provisions of the Voluntary Catastrophic Leave Donation Program, I hereby request
donated vacation, general leave or compensatory time.
MY SIGNATURE CERTIFIES THAT:
A leave of absence in relation to a catastrophic illness or injury has been approved by my
department; and
I am not receiving disability benefits or Workers' Compensation payments.
(Please Print)
Date:
Please submit this form to the Human Resources office for processing.
MSMA MOU April 1, 2016— March 31, 2018 33
MARINE SAFETY MANAGEMENT ASSOCIATION
EXHIBIT E— VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM
Voluntary Catastrophic Leave Donation Program
Leave Donation Form
Donor, please complete
Donor Name: (Please Print or Type: Last, First, MI)
Work Phone:
nor Job Title:
Type of Accrued Leave: Number of Hours I wish to Donate:
❑ Vacation Hours of Vacation
❑ Compensatory Time Hours of Compensatory Time
❑ General Leave ! Hours of General Leave
1
I understand that this voluntary donation of leave credits, once processed, is irrevocable;
but if not needed, the donation will be returned to me. I also understand that this
donation will remain confidential.
I wish to donate my accrued vacation, comp or general leave hours to the Leave Donation
Program for:
igible recipient employee's name (Last, First, MI):
Donor Signature: Date:
Please submit to Payroll in the Finance Department.
MSMA MOU April 1, 2016— March 31, 2018 34
Res. No. 2016-57
STATE OF CALIFORNIA
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, ROBIN ESTANISLAU the duly appointed, 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 15, 2016 by the
following vote:
AYES: O'Connell, Katapodis, Sullivan, Hardy
NOES: Posey, Peterson
OUT OF ROOM: Delgleize
ABSTAIN: None
7�
City Clerk and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California
ATTACHMENT
I Marine Safety Management
Association
o Marine Safety Officer
*Marine Safety Officer I I
1 u Marine Safety Lieutenant
@Term of Agreement
April 1, 2016 — March 31, 2018
Tentative Agreement Terms
SaIar :
2% - Effective October 2016
o Medical
$699 -Employee
$1399 —Two Party
$1719 —Family
$699 —Opt Out