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Home My WebLink AboutMEA - Municipal Employees Association - 2006-06-19Council/Agency Meeting Held: O Deferred/Continued to: 4ppr ved ❑ Conditionally Approved ❑ Denied City k's Sig ture Council Meeting Date: 7/2/2007 Department ID Number: 07-08 CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: HONORABLE MAYOR AND CITY OUNCIL SUBMITTED BY: PEN LOPEUCULBRETH-GRAFT, 13ITY ADMINIS RATOR PREPARED BY: BOB HALL, DEPUTY CITY ADMINISTRATOR SUBJECT: ADOPT RESOLUTION APPROVING A SIDE LETTER TO THE MOU BETWEEN THE CITY AND THE MEA REGARDING UNIT MODIFICATION AND EXTENSION OF THE MOU Statement of Issue, Funding Source, Recommended Action, Alternative Action(s), Analysis, Environmental Status, Attachment(s) Statement of Issue: The City and the Huntington Beach Municipal Employees' Association (MEA) have come to a side letter agreement regarding the extension of the current Memorandum of Understanding (MOU) and modification of the MEA bargaining unit to include the non -represented non- exempt classifications of Executive Assistant, Administrative Assistant, Personnel Assistant, Senior Payroll Technician, Payroll Technician and Administrative Secretary NA. Funding Source: The total cost to implement the unit modification is $30,520 for a 12-month period. The cost is $6,358 for the remainder of Fiscal Year 2006/2007. Recommended Action: Motion to: Approve Resolution No. 2007_393A Resolution of the City Council of the City of Huntington Beach Approving an Amendment ,to the Memorandum of Understanding Between the City of Huntington Beach and the Huntington Beach Municipal Employees' Association By Adopting A Side Letter Agreement (Regarding Unit Modification and Extension of MOU). -2- 6/18/2007 4:32 PM REQ,-:ST FOR CITY COUNCIL AC..ON MEETING DATE: 7/2/2007 DEPARTMENT ID NUMBER: 07-08 Alternative Action(s): Do not approve the Resolution and direct staff to grant recognition to employees in the classifications of Executive Assistant, Administrative Assistant, Personnel Assistant, Senior Payroll Technician, Payroll Technician and Administrative Secretary NA as an employee organization in accordance with the City's Employer -Employee Relations Resolution that allows the determination of an appropriate unit to be one of the following: - the existing unit; - the proposed/modified unit; or - some other appropriate unit Analysis: The current Memorandum of Understanding (MOU) between the City and the Huntington Beach Municipal Employees' Association (MEA) contains a re -opener under Article II, B. that provides for the City and Association to meet and confer regarding the review of specified MEA positions for proposed changes to unit representation. Among the positions listed under Article II, B. are all of the non-exempt classifications currently designated as Non -Associated: Executive Assistant, Administrative Assistant, Personnel Assistant, Senior Payroll Technician, Payroll Technician and Administrative Secretary NA. The Non -Associated Resolution (No. 2007-8) includes executive management and a select group of exempt and non-exempt classifications that have been historically designated as "confidential." The Employer -Employee Relations Resolution (EERR) defines a confidential employee as "any employee who, in the regular course of his duties, has access to, or possesses information relating to decisions of city management affecting employer - employee relations." Upon review and consideration of the EERR definition of "confidential," and the job duties conducted by the incumbents of the non-exempt Non -Associated classifications, staff concluded that the majority of employees in the classifications listed above did not meet the definition of "confidential." As a result, staff determined that the existing Non -Associated non-exempt classifications would be more appropriately designated under MEA and as such, a change in unit designation and scope of representation from Non - Associated to MEA is being recommended. The determination is also based on community of interest considerations in accordance with Section 6 of the City's EERR. Staff's recommendation is to move all of the non-exempt Non -Associated employees (listed below) into MEA. Administrative Assistant Payroll Technician Administrative Secretary NA Personnel Assistant Executive Assistant Senior Payroll Technician -3- 6/18/2007 4:18 PM REQ`.ST FOR CITY COUNCIL AG, -,ON MEETING DATE: 7/2/2007 DEPARTMENT ID NUMBER: 07-08 On May 17, 2007, the Deputy City Administrator notified all of the non-exempt Non - Associated employees of the City's intent to move their classifications into MEA. City representatives met with representatives of the MEA and discussed the impact of the MEA unit modification. Staff has also met and discussed the proposed unit modification with the affected Non -Associated employees. In this discussion it was acknowledged that the impact of the unit modification for the MEA and the transfer to MEA unit representation for the employees in the non -represented classifications of Executive Assistant, Administrative Assistant, Personnel Assistant, Senior Payroll Technician, Payroll Technician and Administrative Secretary NA will modify the their existing wages, hours and other terms and conditions of employment as per the MEA MOU. Highlights of those changes are listed below: - .5% wage adjustment effective the pay period following City Council ratification of the unit modification - Change in tuition reimbursement benefit from $1500 per year per employee to up to $75,000 total benefit for the MEA unit. - Change in compensatory time bank provision. MEA employees have an accrual cap of 140 hours and annual cash out of 110 hours. - Increase in contribution to medical insurance - Eligibility in MEA deferred compensation benefit of $5.50 per pay period city contribution for an employee contribution of $1.00 or more per pay period. Additionally, staff is recommending that a confidential designation clause be added to the MEA MOU. The confidential designation clause will allow the City Administrator to designate up to seven employees as "confidential." The confidential employee designations shall be determined by the City Administrator for those employees having access to or preparing confidential materials and/or information and/or recommendations on behalf of the City in its dealings with employee associations. The proposed MEA unit modification was reviewed by the Personnel Commission on June 20, 2007. Strategic Plan Goal: The proposed unit modification is in conjunction with Strategic Plan Goal C-2 Environmental Status: Not applicable -4- 6/18/2007 4:18 PM REST FOR CITY COUNCIL AG ..ON MEETING DATE: 7/2/2007 DEPARTMENT ID NUMBER: 07-08 Attachment(s): 1. Resolution 2007-39 Amending the Memorandum of Understanding between the City of Huntington Beach and the Municipal Employees' Association by adopting the Side Letter of Agreement (Regarding Unit Modification and Extension of MOU), including Exhibit A: The Side Letter Agreement. -5- 6/18/2007 4:18 PM ATTACHMENT 1 RESOLUTION NO. 2007-39 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE MUNICIPAL EMPLOYEES ASSOCATION, BY ADOPTING THE SIDE LETTER OF AGREEMENT (REGARDING UNIT MODIFICATION AND EXTENSION OF MOU) WHEREAS, on June 16. 2006, the City Council of the City of Huntington Beach adopted Resolution No. 2006-35 for the purpose of adopting the 2006-2007 Memorandum of Understanding (MOU) between the City and the Huntington Beach Municipal Employees' Association (MEA); and On January 16, 2007 Resolution No. 2007-8 was adopted for the purpose of modifying salaries and benefits for non -represented employees; and Subsequent to the adoption of the MOU, the City of Huntington Beach and MEA 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 the MEA ("Side Letter of Agreement") attached hereto as Exhibit "A" and incorporated herein by this reference. The Side Letter of Agreement pertains to unit modification and extension of the MOU. NOW THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of Huntington Beach as follows: 1. The Side Letter of the Agreement attached hereto as Exhibit "A" is approved and adopted. 2. The Side Letter of Agreement amends the MOU between the City of Huntington Beach and MEA. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 2nd day of July , 2007. REVIEWED AND APPROVED: ity Ad inistrator APPROVED AS TO FORM: jCi y Attorn y (P • ( $ •(q INIT A AP70VED: Deputy City A inistrator-City Services 07-1111/10896 Resol.0 i No. 2007-39 EXHIBIT A-. Resolt, 'on No. 2007-39 Exhib, All SIDE LETTER AGREEMENT Representatives of the Municipal Employee Association ("MEA") and the City of Huntington Beach ("City") hereby agree to the following terms related to MEA Unit Modification. 1. The following non -represented classifications will be added to MEA and receive a .5% wage increase, thereby changing their terms and conditions of employment: • Administrative Assistant • Administrative Secretary, Non -associated • Executive Assistant • Payroll Technician • Personnel Assistant • Senior Payroll Technician 2. The term of the MEA MOU will be extended until September 30, 2007. 3. The City Administrator reserves the right to designate up to seven (7) Municipal Employees' Association (MEA) employees as confidential. The confidential employee designations shall be determined by the City Administrator for those employees having access to or preparing confidential materials and/or information and/or recommendations on behalf of the City in its dealings with employee associations. The City shall provide the Association with the names of the employees who are to be designated as confidential. 4. Except as specified herein, all terms and conditions of the MOU shall remain in full force and effect. IN WITNESS WHEREOF, the parties have caused this Side Letter Amendment to be executed by and through their authorized officers on July 2, 2007 For MEA udy ers, President Dated: L ' I ?,' " 07-1111 / 11650 For the City of Huntington Beach Dr. Penel pe Culbreth-Graft City Administrator Dated: July 2, 2007 A T' OVED AS TO FORM: (J„ nnifer McGrath, C A orney Dated: p - ly- Res. No. 2007-39 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 the 2nd day of July, 2007 by the following vote: AYES: Bohr, Carchio, Cook, Coerper, Green, Hansen, Hardy NOES: None ABSENT: None ABSTAIN: None Citiklerk and ex-officio erk of the City Council of the City of Huntington Beach, California RCA ROUTING SHEET INITIATING DEPARTMENT: HUMAN RESOURCES SUBJECT: ADOPT RESOLUTION APPROVING ASIDE LETTER TO THE MEA MOU COUNCIL MEETING DATE: July 2, 2007 RCA ATTACHM,'NTS 4 STATUS Ordinance (w/exhibits & legislative draft if applicable) Attached ❑ Not Applicable Resolution (w/exhibits & legislative draft if applicable) Attached Not Applicable ❑ Tract Map, Location Map and/or other Exhibits Attached ❑ Not Ap licable Contract/Agreement (w/exhibits if applicable) Attached ❑ (Signed in full by the City Attorne Not Applicable Subleases, Third Party Agreements, etc. Attached ❑ Approved as to form by City Attorney) Not Applicable Certificates of Insurance (Approved by the City Attorney) Attached ❑ Not Applicable Fiscal Impact Statement (Unbudgeted, over $5,000) Attached ❑ Not Applicable Bonds (If applicable) Attached ❑ Not Applicable Staff Report (If applicable) Attached eaicable z NoA Commission, Board or Committee Report (If applicable) Attached ❑ Not Ap licable Findings/Conditions for Approval and/or Denial Attached ❑ Not Applicable e 7...2... EXPLANATION�FOR,MIS;SIN, ATTACHMENTS RCA Author: Patricia Ahumada REQUEST FOR ACTIb 26, E C E I �j MEETING DATE: 6-19-06 DEPARTMENT ID NUMBER: � Tp092OAM 10: 22 1 i CLt"4 9 CITY OF Council/Agency Meeting Held: Deferred/Continued to: )(Ap roved Conditionally Approve ❑ Denied City C rk's S- natur Council Meeting Date: 6/19/2006 Department I Number: ADCS-06-20 CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: HONORABLE MAYOR AND CITY . OUNCIL MEMBERS SUBMITTED BY: PEN"OPEBRETH-GRAFT, C ADMINISTRATOR PREPARED BY: ROBERT HALL, DEPUTY CITY ADMINISTRATOR SUBJECT: APPROVAL OF THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE HUNTINGTON BEACH MUNICIPAL EMPLOYEES' ASSOCIATION Statement of Issue, Funding Source, Recommended Action, Alternative Action(s), Analysis, Environmental Status, Attachments) Statement of Issue: Should the City and the Huntington Beach Municipal Employees' Association (HBMEA) enter into a new Memorandum of Understanding covering the period July 1, 2006 through June 30, 2007? Funding Source: Funding is contained in the current Fiscal Year 2005/06 budget and will be included in the budget for Fiscal Year 2006/07. The cost to implement the HBMEA Memorandum of Understanding in the current Fiscal Year is $289,470 and $1,108,438 in Fiscal Year 2006/07. Total estimated cost of this Memorandum of Understanding for a one-year term is $1, 397, 908. Recommended Action: Motion to: Adopt Resolution No.U06- , a Resolution of the City Council of the City of Huntington Beach approving and implementing the Memorandum of Understanding between the City of Huntington Beach and the Huntington Beach Municipal Employees' Association for the term of July 1, 2006 through June 30, 2007. r, - / P.\RCA\RCA 2006\RCA MEA MOU 6-19-06.doc -2- 6/7/2006 12:45 PM REQUEST FOR ACTION MEETING DATE: 6-19-06 DEPARTMENT ID NUMBER: ADCS-06-20 Alternative Action(s): Do not approve the Resolution for employees of the HBMEA 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 of the City and the HBMEA have completed the meet and confer process with agreement on a new Memorandum of Understanding (MOU) for the period of July 1, 2006 through June 30, 2007. Proposed pay and benefit changes include the following: Wage Increases (effective the pay period which includes the dates below) 2.5% effective July 1, 2006 for all employees 2.5% effective January 1, 2007 for all employees Health Benefits Effective January 1, 2007, the City's contribution cap for medical insurance is established at a 12% increase; a 5% increase for dental insurance; and, a 5% increase for vision above the City's present contribution rates. Employees shall pay any increased premium costs above the City's contribution caps. In the event health insurance premiums are below the City's contribution cap(s), the difference between the increased premium and the value of 12% or 5% will be applied to any increased premium amounts. Environmental Status: Not applicable Attachment(s): DADocuments and Settings\HendersS\Local Settings\Temporary Internet Files\01_1<9136\13CA MEA MOU 6-19-06.doc -3- 6/7/2006 12:03 PM ATTACHMENT #1 � PROPOSED CHANGES IN TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN CITY OF HUNTINGTON BEACH AND THE HUNTINGTON BEACH MUNICIPAL EMPLOYEES' ASSOCIATION (HBMEA) Proposed Changes in FY 2005/2006 FY 2006/2007 Estimated Cost for Staff Comments Terms and Conditions Estimated Cost: Estimated Cost: Term of the Agreement a.) Base Wages* a.) Base Wages* a.) Base Wages* b.) Wage Driven b.) Wage Driven b.) Wage Driven Costs** Costs** Costs** c.) Total Estimated c.) Total Estimated c.) Total Estimated Cost*** Cost*** Cost*** 07/01 /06—06/30/07 Wa a Increase �� w w. 2.5% wage increase a.) $ 237,387 a.) $ 237,387 effective the start of pay b.) $ 52,083 b.) $ 52,083 period that includes c.) $ 289,470 c.) $ 289,470 07/01 /06 2.5% wage increase a.) $ 712,162 a.) $ 712,162 effective the start of pay b.) $ 156,248 b.) $ 156,248 period that includes c.) $ 868,410 c.) $ 868,410 01 /01 /07 2007 City's maximum $ 240,028 $ 240,028 contribution for health shall be based on amounts not to exceed 12% for medical & 5% for dental or vision, respectively, above City's present contribution 12—month Aareement Wage increase for all employees in FY 2005/06 Wage increase for all employees in FY 2006/07 Medical —not to exceed 12%; Dental —not to exceed 5%; and, Vision —not to exceed 5%. If prem. falls below the value above, the $ value between the prem. increase and the value of 12% or 5% shall apply toward any increase(s). Employee shall be responsible for any cost that exceeds this formula. " Base wages is the cost of increasing wages ** Wage driven costs are the additional costs associated with increasing wages, which include employer taxes, worker's compensation and retirement costs ***Total estimated costs are based upon cost information available in 2005/06 N/C represents no increased measurable cost Council Meeting of June 19, 2006 Page 1 of 6 PROPOSED CHANGES IN TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN CITY OF HUNTINGTON BEACH AND THE HUNTINGTON BEACH MUNICIPAL EMPLOYEES' ASSOCIATION (HBMEA) Proposed Changes in FY 2005/2006 FY 2006/2007 Estimated Cost for Staff Comments Terms and Conditions Estimated Cost: Estimated Cost: Term of the Agreement a.) Base Wages* a.) Base Wages* a.) Base Wages* b.) Wage Driven b.) Wage Driven b.) Wage Driven Costs** Costs** Costs** c.) Total Estimated c.) Total Estimated c.) Total Estimated Cost*** Cost*** Cost*** MPart Time Health £Benefits . .,- ,. ,.. ..,.e..- _ .,. ,. ,n, l"a r..re M:,1 :.. .. ,,,. ->n ..§X',• ✓.... 1,y �Y 1n Maximum City contributions N/C N/C N/C Effective after Council ratification for medical, dental and of this MOU, City contribution vision insurance prorated shall be based on regularly for part-time employees. scheduled work hours (either 50% for time employees and 75% for 3/ time employees). This is not applicable to employees hired previous to this provision. Other Ne otiated Provis_�ons r s �, ; .;a < MOU "Re -Opener" N/C N/C N/C Agreement to re -pen negotiations on a successor MOU no later than 01/15/07 Changes to unit N/C N/C N/C Agreement to meet and confer by representation 02/16/07 for the review of chan es to designated positions Management Rights N/C N/C N/C To clarify and update language Water Certification N/C N/C N/C Agreement to meet and confer by 01 /31 /07 on positions impacted by state law * Base wages is the cost of increasing wages ** Wage driven costs are the additional costs associated with increasing wages, which include employer taxes, worker's compensation and retirement costs *** Total estimated costs are based upon cost information available in 2005/06 N/C represents no increased measurable cost Council Meeting of June 19, 2006 Page 2 of 6 PROPOSED CHANGES IN TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN CITY OF HUNTINGTON BEACH AND THE HUNTINGTON BEACH MUNICIPAL EMPLOYEES' ASSOCIATION (HBMEA) Proposed Changes in Terms and Conditions FY 2005/2006 FY 2006/2007 Estimated Cost for Staff Comments Estimated Cost: Estimated Cost: Term of the Agreement a.) Base Wages* a.) Base Wages* a.) Base Wages* b.) Wage Driven b.) Wage Driven b.) Wage Driven Costs** Costs** Costs** c.) Total Estimated c.) Total Estimated c.) Total Estimated Cost*** Cost*** Cost*** Alcohol & Controlled N/C N/C N/C Agreement to establish a policy Substance Testing based to implement testing during term on reasonable suspicion of the MOU Modified Work/Return to N/C N/C N/C Agreement to meet and confer to Work Program establish a modified work/return to work policy during term of the MOU (for work and non -work related illnesses/injuries Increase in max. cash out N/C N/C N/C Increase payout to a max. of provision for comp. time 110 hrs. from 60 hrs. per FY (in CTO one or two increments Tuition Reimbursement N/C N/C N/C City will allocate an additional $25,000 for MEA employees for a total FY amount of $75,000. Provision for holiday pay N/C N/C N/C If holiday hours cannot be out in the event maximum banked in General Leave due to General Leave accrual has maximum accrual being met, been met (for employee employee may request pay out of who is required to work a all or a portion of hours that City holiday). exceed maximum accrual. Base wages is the cost of increasing wages ** Wage driven costs are the additional costs associated with increasing wages, which include employer taxes, worker's compensation and retirement costs *** Total estimated costs are based upon cost information available in 2005/06 N/C represents no increased measurable cost Council Meeting of June 19, 2006 Page 3 of 6 PROPOSED CHANGES IN TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN CITY OF HUNTINGTON BEACH AND THE HUNTINGTON BEACH MUNICIPAL EMPLOYEES' ASSOCIATION (HBMEA) Proposed Changes in FY 2005/2006 FY 2006/2007 Estimated Cost for Staff Comments Terms and Conditions Estimated Cost: Estimated Cost: Term of the Agreement a.) Base Wages* a.) Base Wages* a.) Base Wages* b.) Wage Driven b.) Wage Driven b.) Wage Driven Costs** Costs** Costs** c.) Total Estimated c.) Total Estimated c.) Total Estimated Cost*** Cost*** Cost*** Elimination of Process N/C N/C N/C All employees receiving this pay Owner Assignment Pay for prior to Council ratification of this all new employees MOU shall continue to receive this pay while assigned. Beach Parking Pass N/C N/C N/C Employees allowed to purchase ass at Senior discount rate Safety Shoes N/C N/C N/C Building Inspectors added to Uniform listing (Exhibit B-1 of MOU Acting Assignment Pay N/C N/C N/C Clarification to comply with current practice Plan Examiner Certification N/C N/C N/C Addition of Senior Plan Checker Pay Provision for Safety N/C N/C N/C To document current practice Glasses and allow for replacement sooner if "medicalprescribed" Tool Allowance N/C N/C N/C Addition of eligible positions to document current practice Flexible Work' Schedule N/C N/C N/C Clarifications in current provision to comply with current practice. * Base wages is the cost of increasing wages ** Wage driven costs are the additional costs associated with increasing wages, which include employer taxes, worker's compensation and retirement costs *** Total estimated costs are based upon cost information available in 2005/06 N/C represents no increased measurable cost Council Meeting of June 1.9, 2006 Page 4 of 6 PROPOSED CHANGES IN TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN CITY OF HUNTINGTON BEACH AND THE HUNTINGTON BEACH MUNICIPAL EMPLOYEES' ASSOCIATION (HBMEA) Proposed Changes in FY 2005/2006 FY 2006/2007 Estimated Cost for Staff Comments Terms and Conditions Estimated Cost: Estimated Cost: Term of the Agreement a.) Base Wages* a.) Base Wages* a.) Base Wages* b.) Wage Driven b.) Wage Driven b.) Wage Driven Costs** Costs** Costs** c.) Total Estimated c.) Total Estimated c.) Total Estimated Cost*** Cost*** Cost*** 4/10 Work Schedule N/C N/C N/C Addition of Beach Operations employees permitted to work this schedule Hours of Work/Overtime & N/C N/C N/C Clarification on designated work Compensatory Time (CTO) week and pay period defined to meet the reqmts. of the Fair Labor Standards Act FLSA Call Back Pay N/C N/C N/C Clarification that call back pay shall not apply to employees called back to work 2 hrs. before their regular scheduled shift Added positions eligible for N/C N/C N/C Added Beach Maintenance Holiday Pay — reportable to Worker; Parking/Traffic Control CalPERS Officer; and, Custodian assigned to the Police Dept Agreement to share N/C N/C N/C As applicable for costs arbitration costs 50-50 associated with administration of between City and MEA Personnel Rule 19 and 20 - disciplinary and non -disciplinary appeals * Base wages is the cost of increasing wages `* Wage driven costs are the additional costs associated with increasing wages, which include employer taxes, worker's compensation and retirement costs *** Total estimated costs are based upon cost information available in 2005/06 N/C represents no increased measurable cost Council Meeting of June 19, 2006 Page 5 of 6 PROPOSED CHANGES IN TERMS AND CONDITIONS OF EMPLOYMENT BETWEEN CITY OF HUNTINGTON BEACH AND THE HUNTINGTON BEACH MUNICIPAL EMPLOYEES' ASSOCIATION (HBMEA) Proposed Changes in FY 2005/2006 FY 2006/2007 Estimated Cost for Staff Comments Terms and Conditions Estimated Cost: Estimated Cost: Term of the Agreement a.) Base Wages* a.) Base Wages* a.) Base Wages* b.) Wage Driven b.) Wage Driven b.) Wage Driven Costs** Costs** Costs** c.) Total Estimated c.) Total Estimated c.) Total Estimated Cost*** Cost*** Cost*** Modification of Personnel Rule 19 N/C N/C N/C Provides management the same amount of time (10 days) as the employee to respond to a grievance Employee Fingerprinting N/C N/C N/C Expands and modifies current provision to include that City shall fingerprint employees as required by law or have responsibility for sensitive information or equipment. Other contract language N/C N/C N/C Non -substantive changes to changes update, clarify or define terms in the MOU Cost of Proposed Changes a.) $ 237,387 a.) $ 712,162 a.) $ 949,549 b.) $ 52,083 b.) $ 396,276 b.) $ 448,359 c.) $ 289,470 c.) $1,108,438 c.) $1,397,908 " Base wages is the cost of increasing wages '* Wage driven costs are the additional costs associated with increasing wages, which include employer taxes, worker's compensation and retirement costs *** Total estimated costs are based upon cost information available in 2005/06 N/C represents no increased measurable cost Council Meeting of June 19, 2006 Page 6 of 6 ATTACHMENT #2 Memorandum of Understanding between Huntington Beach Municipal Employees' Association and City of Huntington Beach July 1, 2006 — June 30, 2007 MEA MOU TABLE OF CONTENTS Page PREAMBLE....................................................................................................................1 ARTICLE I — TERM OF MOU..........................................................................................1 ARTICLE II — REPRESENTATIONAL UNIT/CLASS......................................................1 ARTICLE III — MANAGEMENT RIGHTS.........................................................................2 ARTICLE IV — EXISTING CONDITIONS.........................................................................2 ARTICLE V — SEVERABILITY........................................................................................2 ARTICLE VI — SALARY SCHEDULE.............................................................................3 A. Classification and Salary Rates.......................................................................................3 ARTICLE VII — SPECIAL PAY..................................................................................4443 A. Education.................................................................................................................. 4443 1. Tuition Reimbursement......................................................................................................... 4443 B. Acting Assignment..........................................................................................................4 C. Assignment Pay........................................................................................................ 5564 1. Leadworker Differential......................................................................................................... 5564 2. Shift Differential........................................................................................................................ 5 a. Afternoon Shift........................................................................................................................ 5 b. Night Shift................................................................................................................................ 5 C. Shifts Defined.......................................................................................................................... 5 3. Court Standby Time.................................................................................................................... 5 D. Special Certification/Skill Pay.................................................................................... 6665 1. Bilingual Skill....................................................................................................................... 66665 2. Shorthand Skill............................................................................................................................ 6 3. Plan Checker, Building................................................................................................................ 6 ARTICLE VIII — UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT ..........................7 A. Uniforms and Safety Shoes.............................................................................................6 1. Safety Shoes — Cost.................................................................................................................... 7 B. Tool Allowance........................................................................................................86997- C. Vehicle Use..................................................................:..................................................8 D. Process Owner Assignment Pay.....................................................................................8 ARTICLE IX— HOURS OF WORK/OVERTIME........................................................9 A. Work Schedule..........................................................................................................9596 1. Work Periods under Fair Labor Standards Act....................................................................... 9 2. Flex Schedule and Alternative Work Schedule - Civic Center Employees ................................. 9 B. Hours of Work Defined......................................................................................1111144 C. Overtime/Compensatory Time.........................................................................................9 Draft MEA Contract language proposal v.8. MEA MOU TABLE OF CONTENTS Page D. Employee Fatigue.........................................................................................................10 E. Callback........................................................................................................................10 F. Mandatory Standby...........................................:...........................................................10 G. Holiday Premium...........................................................................................................10 H. Holiday Pay...................................................................................................................11 ARTICLE X —. HEALTH AND OTHER INSURANCE BENEFITS..................................14 A. Health.............................................................. ............................. ......................... 141514 B. Eligibility Criteria and Cost.............................................................................................11 1. City Paid Medical Insurance — Employees and Dependents...........:........................................ 11 2. Employee Contributions............................................................................................................ 11 C. COBRA............................................................................................................... 17171615 D. Life and Accidental Death and Dismemberment................................................185 E. Long Term Disability Insurance ................................................. :....................... 185 F. Medical Cash-Out......................................................................................... 181 5 G. Section 125 Plan........................................................................................... 1818171615 H. Miscellaneous...................................................................................................18491716 I. Retiree Medical Coverage.............................................................................................14 J. Post-65 Supplemental Medicare Coverage...................................................................14 K. Health Savings Account for Post Retirement Medical Insurance...................................15 ARTICLE XI — RETIREMENT............................................................................202-04M A. Benefits....................................................................................................1........ 21201918 1. Self -Funded Supplemental Retirement Benefit............................................................. 21201918 2. Deferred Compensation .............................. ....................... 2121 20191 A 3. Medical Insurance for Retirees..................................................................................... 21212019 B. Public Employees' Retirement System.............................................................. 22222119 1. Employee's Contribution............................................................................................... 222-2211 9 2. Two Percent at Age 55 Formula.......................................:..............:............................ 22222119 3. Pre -Retirement Optional Settlement 2 Death Benefit ................................................ 2222212019 4. Fourth Level of 1959 Survivor Benefits......................................................................... 22=128 5. ' Financial Study of Enhanced Retirement Benefits.......................................:............................ 17 ARTICLE XII — LEAVE BENEFITS...................................................................23232220 A. Leave With Pay................................................................................................. 23232220 1: General Leave............................................................................................................... 23232228 2. City Recognized Holidays.............................................................................................. 24242221 3. Sick Leave..................................................................................................................... 26262fi22 4. Bereavement Leave.................................................................................................. 6 iii Draft MEA Contract language proposal v.8. MEA MOU TABLE OF CONTENTS 5. Association Business ........ 6. Jury Duty ........................... 7. Leave Benefits Entitlement Page 27272624 27272624 ........... 20 ARTICLE XIII — CITY RULES...........................................................................27272625 A. Personnel Rule..................................................................................................27272625 ARTICLE XIV —MISCELLANEOUS..................................................................272a A. Grievance Arbitration......................................................................................... 27272625 B. Promotional Procedures....................................................................................27272625 C. Labor -Management Relations Committee......................................................... 28282726 D. Copies of MOU..................................................................................................29292826 E. Position Classification Issues............................................................................ 29292826 F. Class A and B Driver License Fees................................................................... 2929 2827 G. Job Sharing....................................................................................................... 29292827 H. Deferred Compensation Loan Program......:...................................................... 2929 2827 I. Performance Evaluations/Written Reprimand Appeals ..............:....................... 29292827 J. MEA Letter of Introduction................................................................................. 30302927 K. Voluntary Catastrophic Leave Donation........................................................................23 L. DOT Random Alcohol and Controlled Substance Testing.............................................23 M. Update Employee -Employer Relations Resolution........................................................23 N. Required Fingerprinting of Employees that work with Senior Citizens ...........................24 ARTICLE XV — CITY COUNCIL APPROVAL...................................................31323029 LIST OF MOU EXHIBITS..................................................................................3333340 EXHIBIT A — CLASS/SALARY SCHEDULE....................................................3434 M EXHIBIT B — UNIFORM POLICY..................................................................................39 EXHIBIT C — VEHICLE USE POLICY...........................................................................46 EXHIBIT D — EMPLOYEE HEALTH PLAN BROCHURE.............................................49 EXHIBIT E — DELTA CARE (PMI) DENTAL PLAN BROCHURE................................50 EXHIBIT F — DELTA DENTAL PLAN BROCHURE.....................................................51 EXHIBIT G — VISION (VSP) PLAN BROCHURE..........................................................52 iv Draft MEA Contract language proposal v.8. MEA MOU TABLE OF CONTENTS Page EXHIBIT H — LONG TERM DISABILITY PLAN BROCHURE ..... :................................53 EXHIBIT I — PROVISIONS OF THE RETIREE SUBSIDY MEDICAL PLAN.................54 EXHIBIT J - 9/80 WORK SCHEDULE..........................................................................58 EXHIBIT K - 4/10 WORK SCHEDULE..........................................................................61 EXHIBIT L - AGENCY SHOP........................................................................................63 v Draft MEA Contract language proposal v.8. Memorandum of Understanding between The City of Huntington Beach (hereinafter called City) and The Huntington Beach Municipal Employees' Association .(hereinafter called Association or MEA) PREAMBLE 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 aAssociation, 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 DeGet ber 21, 2903 through june 30, 2006 July 1, 2006 through June 30, 2007; and WHEREAS, the representatives of the City and the Association desire to reduce their agreements to writing, NOW THEREFORE, this Memorandum of Understanding is made to become effective OeeembeF21,2003-July 1, 2006 and it is agreed as follows: ARTICLE I — TERM OF MOU A. This Memorandum of Understanding shall be in effect fora term commencing on July 1, 2006 through June 30, 2007. B. B. This Agreement constitutes the entire agreement of the parties with respect to improvements or changes in the salaries and monetary benefits for employees represented by the Association for the duration of this Agreement. C. Reopener- The City and the Association specifically agree to open negotiations on a successor MOU no later than January 15, 2007. ARTICLE II — REPRESENTATIONAL UNIT/CLASS A. It is recognized that the Association is the employee organization which has the right to meet and confer in good faith with the CITY on behalf of permanent employees of the CITY -_City within those class titles set out in Exhibit -'A-' attached hereto and incorporated herein. The term "permanent" employee" herein shall be referred to as employee., is used only to determine entitlement to certain benefits provided by this MOU and is defined as follows; an employee that has completed or is in the process of completing a probationary period in a permanent position in the competitive service in which the employee regularly works twenty (220)hours or more per week. Additionally, the representation unit shall include all non -safety, non- management classifications which are created after execution of this agreement and are not included in another representation unit or determined in accordance with the Employer -Employee Relations Resolution to be more appropriately designated as non - associated classifications. Draft MEA Contract Language v.6. MEA MOU B. Notwithstanding any other provisions of this agreement, the City and Association agree to meet and confer dURR9 the tefrn of the a9Teemnent—y February 16, 2007 regarding review of the HBMEA positions listed below for proposed changes to unit representation, as well as any other position mutually agreed upon by the parties: Accounting Technician Supervisor Fire Med Coordinator Legal Secretary (Confidential Employee designation) Paralegal (Confidential Employee designation) Information Systems Analyst I through IV Senior Accountant All non-exempt classifications currently designated as Non -Associated employees and other positions as may be necessary to comply with wed -Fair Labor Standards Act JFLSAj Fegulation changes: Executive Assistant, Administrative Assistant, Personnel Assistant, Senior Payroll Technician, Payroll Tech nician,.Administrative Secretary NA. ARTICLE III — MANAGEMENT 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 Sfl:Y—City retains all rights, powers and authority with respect to the management and direction of the performance of CITY -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 GI I Ci_ythe 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 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 SfT-City services. ARTICLE IV — EXISTING CONDITIONS Except as 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 Rules of the City of Huntington Beach. 2 Draft MEA Contract language proposal v.8. MEA MOU ARTICLE V - SEVERABILITY If any article, sub -article, sentence, clause, phrase or portion of this Agreement, or the application thereof to any person, is for any reason held to be invalid or unenforceable by the decision of any court of competent jurisdiction, such decision shall not affect the validity of the remaining portions of this Agreement or its application to other persons. The City and the Association hereby agree that in the event any state or federal legislative, executive or administrative provision purports to nullify or otherwise adversely affect the wages, hours and other terms and conditions of employment contained in this Agreement or similarly purports to restrict the ability of the parties to negotiate a successor agreement, the City and the Association shall, without prejudice to either party's judicial remedies, endeavor to agree to alternative contractual provisionswhich are not adversely affected by said legislative, executive or administrative provision. ARTICLE VI - SALARY SCHEDULE A. Classification and Salary Rates FT lelz . ..: PeFmaReRt employees shall be GOMpeRsated at hourly salary Fates by job type 0 peFiedthat IiRGlude6OGtebeF 1 2005, as -set forth ;R Exhibit TattaGned here-W aR d innOrnnrateid herein by this reference All employees shall receive a 2.5% (two and one-half percent) wage increase effective the first full pay period that includes July 1, 2006, as set forth in Exhibit A attached hereto and incorporated herein by this reference. All employees shall receive a 2.5% (two and one-half percent) wage increase effective the first full pay period that includes January 1, 2007, as set forth in Exhibit A attached hereto and incorporated herein by this reference. All ass^^iati„n represented employees hired after March 29, 2002 shall be required to utilize direct deposit of payroll checks. 2003 2006 MEA MQ i 1/2405 3 Draft MEA Contract language proposal v.8. MEA MOU ARTICLE VII — SPECIAL PAY A. Education 1. Tuition Reimbursement Upon approval of the Department Head and the Human Resources Manager, peFmanent employees may be compensated for courses from accredited vocational and educational institutions. Tuition reimbursement shall be limited to job related courses or job related educational degree objectives and requires prior approval by the Department Head and Human Resources Manager. Education costs shall be reimbursed to po;t employees on a first come, first served basis for a full refund for tuition, books, parking (if a required fee) and any other required fees upon presentation of receipts. The maximum allocation for the entire bargaining unit shall be fifty thousand $75,000 (seventy five thousand dollars) in each fiscal year period. Reimbursements shall be made when the employee presents proof to the Human Resources Manager that he/she has successfully completed the course with a grade of "C" or better; or a "Pass" if taken for credit. B. eGt;Rq ssignmeRtMOVE TO ARTICLE IX • WO 2003 2006hAFe Anna i 1 24i05 4 Draft MEA Contract language proposal v.8. MEA MOU OB. Assignment Pay Leadworker Differential Any no;i employee classified as "Leadworker" shall receive sixteen (16) ranges on the "Universal Salary Schedule" above the highest classification, which is assigned to the Leadworker to lead. 2. Shift Differential a. Afternoon Shift Dorm--nen4 Employees required to work on a regular assigned shift that occurs between the hours of 4:00 PM and midnight, shall be paid a premier special pav equal to five percent (5%) of the employee's base hourly rate of pav (as defined in Article IX) MV for all work performed during said shift. b. Night Shift PeFinaReRt °Employees required to work on a regularly assigned shift that occurs between midnight and 8:00 AM shall be paid a pFemium special pay equal to ten (10%) percent of the employee's base hourly rate(as defined in Article IX) MV. c. Shifts Defined Permanent-eEmployees will be considered as assigned to the afternoon shift (4:00 PM to midnight) or the night shift (midnight to 8:00 AM) when five (5) or more hours of their regularly assigned shifts occur in the afternoon or night shift as defined herein. 3. CouFt Standby Time MOVED TO IX.H. An employee who j tO PeFfGFFn GOUFt standby duty OR the Draft MEA Contract language proposal v.8. MEA MOU IR the eveRt an empley igay, howeveF, that if6UGh time the PFOVided, evedaps with employee's Fegulady s Gheduled weFk hGUF6 , speGial ow this nroVisionlimited all he 4o there PC. Special Certification/Skill Pay Bilingual Skill Permanent eEmployees who are required by their Department Head to use Spanish, Vietnamese, or American Sign Language skills as part of their job assignment, shall be paid an additional five -percent (5%) of their bes+o-base hourly rate (as defined in Article IX) in addition to their regular bi-weekly spay.—** The special pay shall be effective the first full pay period following certification as verified to the Department Head in writing by the Human Resources Manager or designee. Permanent eEmployees may accept assignments utilizing bilingual skills in other languages on a short- term assignment with approval by the City Administrator. Such employees shall receive the additional five percent (5%) of their base hourly rate of pay (as defined in Article IX) MV for every bi-weekly pay period that the assignment is in effect. In order to be eligible for said compensation, employee's language proficiency will be tested and certified by the Human Resources Manager or designee. MOVED SENTENCE TO ** ABOVE The 4eFifTed to the Department ruma soouFG Manager or des ionee 2. Shorthand Skill Employees who have successfully passed a shorthand skill test and who are required to use shorthand regularly in their jobs shall receive additional compensation in the amount of forty-six dollars and fifteen cents ($46.15) bi- weekly. Effective with the first full pay period following ratification of this agreement, all employees receiving Shorthand Skill Pay shall continue to receive this special pay until they promote or transfer out of any clerical occupational series. This special pay shall end with the last full pay period of eligibility in the former position. 3. Plan Checker, Buildinq a. Plans Examiner ICBO Certification Incumbents who have completed their probationary period in the class of Building Plan Checker I and II, Bu+lding-who have attained 6 Draft MEA Contract language proposal v.8. MEA MOU certification as Plans Examiner by I.C.B.O. (International Conference of Building Officials) shall receive additional compensation in the amount of forty-six dollars and fifteen cents ($46.15) bi-weekly, provided that active certification is maintained. b. EIT/AA Degree in Engineering Incumbents in the classification of Building Plan Checker I and II, BW&4g—who have successfully completed the State of California examination for Engineer -in -Training or who have obtained an Associate of Arts degree in engineering or equivalent major, shall receive additional compensation in the amount of sixty-nine dollars and twenty-three cents ($69.23) bi-weekly 4. Water Certification The City and Association agree to meet and confer by January 31, 2007 on the classifications directly impacted by the changes in state law regarding water certification. 5. Process Owner Assignment Pay —MOVED FROM VIII.D.. These employees perfnrminn assignXqent6designnuceeE by the Gity as "�p�awn&' assignments shall FeGeive ay equal to ten peFGent (IQ%) of the EmDlovees Derformina assianments desianated by the dDeaartment #Head and approved by the City Administrator or designee as "process owner" shall be paid 10% (ten percent) of the employee's base hourly rate in addition to other compensation. Effective with the first full pay period following City Council ratification of the Memorandum of Understanding, this pay shall end. All employees receiving Process Owner assignment pay prior to this date shall continue to receive this pay while they remain assigned "process owner." Process ewneF—Owner assignments are designated by the employee's dDepartment #Head and approved by the City Administrator or his/her 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.. ARTICLE Vlll — UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT A. Uniforms and Safety Shoes The City's Uniform and Safety Shoe Policy shall be set forth of which is attached hereto and incorporated herein by this however, that employees represented by MEA working in th 1. Safety Shoes — Cost e 2003 2006 MEA Y1 Q I li24i 5 7 Draft MEA Contract language proposal v.8_ MEA MOU The CITY City shall furnish safety shoes in accordance with the procedures and guidelines as set forth in Exhibit " B", provided however, that the maximum amount to be reimbursed for a pair of safety shoes will not exceed two hundred and twenty-five dollars ($225.00) per pair every six months or sooner, if necessary. Effe6 ' firs+ f--II nw period following ratifina4ion of this agr 4 the saf shoe 0llo.�anne shall be inGFeased to two hi�nrlrorl T eer�enr-R,��,T�ficcy'�iv�crnvvranv�„ur,-.�. and twenty five idellaFs ($225 00 2. Safety Glasses Prescription safety glasses shall be provided upon the approval of the supervisor. The cost of prescription safety glasses shall not exceed $299.00 (two hundred ninety-nine dollars) in each two (2) year period, or sooner if medically prescribed. B. Tool Allowance Those permanent employees, who are required to furnish their own personal tools for use on the job, shall be provided with a tool allowance to offset a portion of the cost for said tools that are lost, stolen or broken when in use on the job. Such allowance shall be eight hundred dollars ($800.00) per year, payable in January of each year, separate from payroll checks to those employees on active duty. In the event an peFina„eRt-employee is hired or separates, his/her tool allowance for that calendar year shall be prorated on. the basis of the total number of months in which he/she was employed on the first working day of the year. It is understood that the employee has the responsibility to exercise care and diligence in preventing the loss, theft and breakage of his or her personal tools. The following classifications are eligible to receive tool allowance: Equipment/Auto Maintenance Crew Leader, Equipment/Auto Maintenance Leadworker, Mechanic III, Mechanic II, Mechanic I, Helicopter Maintenance Technician, Senior Helicopter Maintenance Technician; Senior Vehicle Body Technician, Vehicle Body Repair Crewleader, Vehicle Body Technician and Tire Service Worker M. C. Vehicle Use The City Vehicle Use Policy shall be is attached in Exhibit C. Approval is required by the City Administrator or designee for any City vehicle to be taken home by an assesiatien-employee. ILT 8 Draft MEA Contract language proposal v.8_ MEA MOU .i zr:rnr-r.V F Nweee ■_ ZIP NO ARTICLE IX — HOURS OF WORK/OVERTIME A. Work Schedule It is the intent of the sCity to provide an opportunity for MEAemployees to select a flexible 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 Administrator or designee. 1. Pay Definitions (this section added by MV/IY on 5/30/06 re: #24 — Contract Definitions, 3/21/06 City Contract Proposals to MEA v.5) For the purpose of this Agreement, the following definitions shall apply: a. Base Hourly Rate of Pay is defined as the hourly rate of pay that is identified in Exhibit A, Salary Tables. b. Regular Rate of Pay is defined as the base hourly rate plus (including) special pays as identified in Article VII. c. Overtime Rate of Pay is defined as the base hourly rate of pay at time and one half 0 Y2) plus (including) special pays as identified in Article VII. d. Hours of Work includes General leave, holidays, sick leave and compensatory time for the purpose of calculating overtime. MV 42. Defined Work PeFiods-Week under Fair Labor Standards Act (FLSA) It is understood that the GCity n%vf-has established a work per+ed-week for each covered employee which meets the requirements of the Fair Labor Standards Act (FLSA) and which will not result in overtime compensation as part of a normal work schedule. REST OF THIS SECTION MOVED FROM ARTICLE IX.C. Each non-exempt employee shall be assigned a designated FLSA work week for the correct calculation of overtime. This designated work week shall not change unless extraordinary circumstances require a change in the employee's regular work schedule due to operational need. A change in the designated FLSA work week shall be recommended by the Department Head and approved by the Human Resources Manager. 23. Flex Schedule and Alternative Work Schedule - Civic Center Emplovees eGtiye—F hruani 1 2003, ith supervisor and Department Head approval, ME employees may flex regular scheduled start times between the hours of 7:00 a.m. to 9:00 a.m. in half-hour increments (i.e. 7:00 a.m., 7:30 a.m., 8:00 a.m., 8:30 a.m., and 9:00 a.m.). Flex schedules shall not 9 Draft MEA Contract language proposal v.8. MEA MOU reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. Once a flex schedule is established, an employee shall not change that schedule until the end of the pay period, with the approval of the dDepartment #Head. €"ec#+veF=—1, 2003, MEA—eEmployees will have the option of working a 5/40 or 9/80 work schedule with supervisor and Department Head approval. MEA eEmployees assigned to the Police Department shall retain the option of working the 4/10 work schedule with supervisor and Department Head approval. In order to maintainservice 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 FLSA with City Administrator approval. a. 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 ones -hour unpaid lunch during each work shift, totaling a forty (40) hour work week. The assigned 5/40-work schedule must be in compliance with the requirements of FLSA. b. 9/80 Work Schedule Civic Center Employees The 9/80 work schedule, as outlined in Exhibit JE, shall be defined for all MEA mployees assigned to the Civic. Center 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_n-hour unpaid 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 Administrator or designee. Non- Civic Center Employees The 9/80 work schedule, as outlined in Exhibit dE, shall be defined for all MEA employees not assigned to the Civic, Center 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, plus theiFa one (1) hour unpaid scheduled lunch bFea during each work shift, totaling forty (40) hours in each FLSA work week. The 9/80 work schedule shall not reduce service 10 Draft MEA Contract language proposal v.8. MEA MOU to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. c. 4/10 Work Schedule The 4/10 work schedule, as outlined in Exhibit KF, shall be defined as working four (4) ten (10) hour days each week plus a one_JjL-hour unpaid lunch during each work shift, totaling forty (40) hours in each FLSA work week. The assigned 4/10 work schedule must be in compliance with the requirements of FLSA. The 4/10 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. d. Existing Alternative Work Schedules -Non Civic Center MEA employees who had an alternative work schedule (9/80 or 4/10) prior to February 1, 2003 shall may retain that alternative work schedule. Employees assigned to Beach Operations may be required to work a 4/10 schedule. Civic Center MEA employees who had an alternative work schedule (9/80) prior to February 1, 2003 may revert to that alternative work schedule (9/80) in the event his or her supervisor and/or Department Head determine that the 9/80 schedule set forth in this article is inappropriate for the employee's classification. B. Hours of VVG*4Defi;� GeneFal leave, 'h el id ays, SiGk leave and GE)FApensatoFy time shall be GOunted as Moved to Article IX A 1 d G-.B. Overtime/Compensatory Time (MV 5-30) FLSA Work Week and Employee Pay Period: Each employee is assigned a designated work week as a seven (7) day work week that begins and ends based upon a defined work schedule. Each employee's pay period is a fourteen (14) day cycle that consists of two (2) consecutive work weeks. It shall remai"is the policy of the City that overtime is to be used only as needed or under emergency conditions, as approved by the City Administrator or designee. (MV 5-30) Overtime: FLSA "non-exempt" employees shall be compensated at theFeseiue- Overtime Rate (in the form of pay or compensatory time] for hours worked over forty (40) hours in a work week_ at time aFi. d eRe half ij ,jL of the timeempleyee's €LSA-regulaF rate-ef pay. ' deteFFAine if the employee _F - +time nazi OF GOMpeRsateFy to 11 Draft MEA Contract language proposal v.8, MEA MOU MV 1. ^��eWork Shift that Exceeds Thirteen (13) Hours in�ift An peFinanent -employee who performs authorized ^��,work immediately preceding or upon completion of a regular work shift (extension of a workday) that exceeds thirteen (13) hours in a shift shall be compensated as follows: 4a. One and one-half (1 Y2) times the employee's regular houFly rate of pay for all hours worked in excess of their regular workday, up to and including thirteen (13) hours in any work day, and 2b. Two (2) times the employee's regular hourly rate for all hours worked in excess of thirteen (13) hours in a work day. 2. The employee's supervisor shall determine if employee receives overtime pay or compensatory time. Consideration shall be given to effectuating the request of the employee; however, the maximum accrual for compensatory time shall be one hundred forty (140) hours. 9nee Two (2) times per fiscal year an employee may cash out up to sixty hours of banked compensatory time, for maximum annual cash out amount of one hundred ten (110) hours. The employee shall give payroll two (2) weeks advance notice of their decision to exercise such option. C. O. Employee Fatigue An permanent employee who is called back to work following the end of their regularly scheduled work shift and proceeds to work more than five consecutive overtime hours shall then be entitled to an eight (8) hour rest period without compensation, upon completion of the assignment. Regularly scheduled lunch periods are not considered part of this rest period. If the eight hour rest period extends into the employee's next regularly scheduled work shift, the employee shall suffer no loss of pay or accrued leave as a result thereof. As far as is practicable, employees who have earned a rest period shall be relieved at the start of their regular work shift in order to take such rest period. €D. Callback my Ttie ro+ will feomb i;se GGmpeRsa+U t—Eemployees called back to work shall be compensated a minimum of two (2) hours of Oevertime pay at the fate-ef their regular how rate of pay. A supervisor shall notify 2003_2006 MEA MQ i 1/24105 12 Draft MEA Contract language proposal v.8_ MEA MOU an employee, in advance, of the need to work overtime. Where overtime is worked as an extension of the workday, it shall not be considered call back. While overtime may be required to be worked, it is the City's policy to discourage the working of overtime, and to provide reasonable notification to an employee should overtime be required. An employee called back to work less than two (2) hours before their shift begins shall not be paid Call Back pay but will be paid in accordance with Article IX.C. Overtime/Compensatory Time. E. Mandatory Standby An peFmaReRt eF pmbatiORaFy mployee who is placed on standby status by their supervisor shall be compensated at an hourly rate equal to 0.180 of their base hourly rate for the entire period of such assignment., FG. Acting Assignment MOVED FROM VII.B. If an no;i employee is formally assigned to work in a higher classification on a temporary basis for greater than three (3) consecutive weeks, the employee shall be compensated for all hours worked in the higher classification_, —at a rate which is at least five and one-half percent (5 1/2%) above their pay step, but such pay increase shall not be greater than exceed ten eleven percent (101 %) not to exceed the top step of the pay range for all hours worked in the higher classification. In the event a non-exempt employee is assigned to act in a classification that is exempt from overtime, the employee shall retain all special pays of their peFFnafleR non-exempt classification and shall receive compensation for hours worked over forty (40) hours in the designated FLSA work week on a hour for hour basis, at the regular rate of pay. Such pay shall be paid or credited to the employee's compensatory time off balance at the discretion of the Department Head or designee. Acting assignments are not intended to exceed six months unless extraordinary circumstances warrant an extension as recommended and approved by the Human Resources Manager. Under no circumstances shall an acting assignment exceed one year nor shall it be considered a reclassification or a promotion— Employees on acting assignment obtain no property rights in the acting assignment and may be returned to their regular position at any time. Upon promotion to an FLSA "exempt" classification all compensatory time off shall be cashed out prior to promotion at the employee's currentFLSA MV IY regular rate of pay in the "non-exempt" classification. G#. Court Standby Time and Court Appearance Time (Added by MV/IY on 5/30/06) MOVED FROM VII.C.3 An employee who is required to perform court standby duty in the performance of their official capacity with the sCity shall be eligible for Court Standby Time or Court Appearance time. 13 Draft MEA Contract language proposal v.8_ MEA MOU An employee who is required to be on standby for a court appearance during other than their regularly scheduled work hours shall receive a minimum of three (3) hours st�oig#t-time at the regular rate of pay differentials ifl-Article VI-) for each morning and afternoon court session. In the event an employee is required to appear in court during other than their regularly scheduled work hours, the employee shall receive a minimum of three (3) hours at the -overtime gyrate-IY a& MV theoF Fequ!aF Fate of nazi; provided, however, that if such time overlaps with the employee's regularly scheduled work hours, this provision shall be limited to those hours occurring prior to or after the employee's regularly scheduled work time. A legally served subpoena or the direction of the Department Head shall be required to support the payment of Court Standby or Appearance Time. G. Holiday PFemoumOvertorne Pay DELETED FROM ARTICLE IV AND MODIFIED IN THIS SECTION Permanent in addoteGR tG FeGeiv6nq holiday Pay, empleyees who work on a leg -at helirl•+v ep /iehienetpp in AFtiGle YII A 7 shall he ^emnensaterl at the rote of time ene and ene_half (1 1A/.. ) the rent �I�r hn� FIY rate of nw ev^I� live of any other vn r�-�-rcT - - MODIFIED IN THIS SECTION FegaFdless Q-f WhA-t-her a legal holiday, will have holiday pr ffi VVeFkeF,12010 ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS A. Health The City shall make available group medical, dental and vision benefits to all MEA employees. A copy of the medical, dental and vision plan brochures may be obtained from the Human Resources Office. 14 Draft MEA Contract language proposal v.8. MEA MOU B. Eligibility, Criteria and Cost 1. 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 er""IGyn4ePAseparation. 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. 2. &9:Gyee-City Contributions (Modified per MV on 5/30/06) FeF the teFm of this agFeeme Rt the maximum employee nnntrib tinnc to health ORSUFaRGe deRt � F a and vic�i in��,ranne premiums on.a JAT'RTTV ..�j QLTTC �7TJ�lrRTTG�RTIR-V'fOT0T7 bi weekly basis are as fGlIGW6 in the table below. The contributions as detailed in chart A below shall remain in effect until December 31, 2006. Effective January 1, 2007, FGF the te"" e{ this agFeernent, the City's contribution shall increase in an amount not to exceed a to health are as c how :,, the table �below, We murn Inge asec -Gause th��iceT: t�-s a twelve percent (12%) increase for medical and a of five percent (5%) increase for dlentM or vision. log the event that these cans are exceeded, the following shall apoy: a. if the Gety's—n}ed*salsonUmb +tiPee above 4Tlhe ernrployee shall pay the any increased amount above 42-Ok the City's contribution cap defined above; .except, as outlined below: in the event the Cwtv's 0 the em—p-1--yee shall pay the inGFea4ed 1. lff the City's increased medical contribution is (below twelve percent 02%), the dollar value of the amount that is (between the City's increased rests contribution and the value of twelve percent (12%) -of the contribution cap will be appfloed to toward the Gaty's 15 Draft MEA Contract language proposal v.8_ MEA MOU the any increases to dental and or vision hiGFeases above S% the City's contribution cap of five percent (5%). 2. If the Citv's increased dental and or vision contribution is below five percent (5%). the dollar value is between the City's OnGFeased Gosts contribution and the value of five percent (5%) of the wall he applied to the �:+.•'� contribution cap that or.Gurs as a Fesult af tha medical will be applied toward any increases to medical above the City's contributuion cap of twelve percent (12%). b. As a result of these formulas. it is understood that the emolovee 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. For-orrtchhe term of this agreement�City 6hall�y remaining nest of the premium for eanh of the ins Fanne plans listed helew• ■ ■ ■ ■ 16 Draft MEA Contract'language proposal y.8_ MEA MOU Effective January 1, 2006 through December 31, 2006: MONTHLY PREMIUM BSC H M O BS HIGH OPTION PPO BS LOW OPTION PPO KAISER _ Delta PMI Delta Dental HMO HMO PPO EE ONLY $302.52 $533.10 $398.19 $263.77 _ 24.87 $61.67 _ 2 .81 EE + 9 659.00 JjA52.49 841.91 $577.68 _ 42.29 $115.16 _ 2 .81 EE + 2 OR MORE JK3.54 IlAa5.47 $1,043.26 $759.67 $64.67 151.78 2 .81 MONTHLY CITY CONTRIBUTION BSC HMO BSC HIGH OPTION PPO BSC LOW OPTION PPO KAISER - - Delta PMI Delta Dental ' - VLP HMO HMO PPO EE ONLY $302.52 $533.10 1398.19 $263.77 _ 123.48 $56.80 2 .31 EE + 9 $659.00 $1,052.74 $838.27 $574.11 _ $39.95 106.65 _ 2 .31 EE + 2 OR MORE J8L48.86 11299.43 $972.76 744.59 $61.07 143.42 2131 MONTHLY EMPLOYEE CONTRIBUTION BSC HMO BSC HIGH OPTION PPO BSC LOW OPTION PPO KAISER - - Delta PMI Delta Dental ' - HMO HMO PPO EE ONLY 0.00 0.00 0.00 $0.00 _ 1.39 $A.88 _ 0.50 EE + 9 0.00 199.75 3.64 $3.58 _ 2.34 8.52 _ 0.50 EE + 2 OR MORE $4.68 1196.04 70.50 15.08 3.60 la.36 0.50 BI-WEEKLY EMPLOYEEBSC CONTRIBUTION BSC HMO HIGH OPTION PPO BSC LOW OPTION PPO KAISER - - Delta PMI Delta Dental ' HMO HMO PPO EE ONLY 0.00 0.00 0.00 0.00 0.64 $2.25 0. 3 EE + 9 0.00 $46.04 $1.68 $j.65 1.08 $1.93 $0.3 EE + 2 OR MORE 2.16 90.48 32.54 $1.66 3.86 0. 3 3. Part Time Employee Contributions Part-time employees hired after Julv 1. 2006. shall receive a oro-rated amount of the City's contribution rate as established for full-time employees based on the employee's work schedule, either 50% (fifty percent) for half-time or 75% (seventy-five percent) for three-quarter time. 4. Employee payroll deductions shall be made on a pre-tax basis. 5. Effes ' 1, '^�4The dental insurance maximum coverage shall is two thousand dollars ($2,000.00) per year. C. COBRA PermanentEmployees who terminate their employment with the City and dependents of employees shall have any and all the Consolidated Draft iViEA Contract language proposal v.8. MEA MOU Omnibus Budget Reconciliation Act of 1985 (COBRA) benefits as well as Cal - COBRA (AB1401) to which the law entitles, them. D. Life and Accidental Death and Dismemberment Insurance EgeGtiye da ry- 1, 2005 eEach mployee shall be provided with fifty -thousand dollars ($50,000.00) of life insurance and fifty -thousand dollars ($50,000.00) of accidental death and dismemberment insurance coverage paid for by the City. Each employee shall have the option, at his/her own expense, to purchase additional amounts of life insurance and accidental death and dismemberment insurance to the extent provided by the City's current providers. E. Lonq Term Disability Insurance The City shall provide for each pe m employee at the City's expense a long-term disability insurance plan comparable to the Group Disability Insurance Plan in effect on February 1, 1995 (Exhibit 214;. Such plan shall be modified effective November 21, 1988, to nro\rirle benefits as GUtlined in Plan B of Exhibit " ! . The parties agree to exclude the first year of job related illness or injury from coverage on condition that the plan provides for a coordination with sick leave, general leave and holidays which is satisfactory to the Association. A copy of the LTD insurance plan may be obtained from the Human Resources Office. F. Medical Cash -Out If an employee is covered by a medical program outside of a GCity-provided program (evidence of which must be supplied totheerlministre i.,e ceniires DepaFtment Human Resources), they may elect to discontinue City medical coverage and receive ninety-two dollars and thirty-one cents ($92.31) bi-weekly to deposit into their Deferred Compensation account: or any other pre-tax program offered or approved by the City. If the pre-tax contribution is not permitted by any applicable Internal Revenue Service (IRS) code or regulation, an equivalent payment will be made payable as compensation on a bi-weekly basis and shall be taxable. G. Section 125 Plan This plan allows employees to use pre-tax salary deductions to pay for regular childcare, adult dependent care and/or unreimbursed medical expenses. H. Miscellaneous Nothing in this Article shall be deemed to restrict the City's right to change insurance carriers or self -fund should &GUFneitanescircumstance warrant. City shall, however, notify the Association of any.proposed change, and allow the Association an opportunity to review any proposed change and make recommendations to the City. 2. Nothing in this Article shall be deemed to obligate the City to improve the benefits outlined in this Article. Draft MEA Contract language proposal v.8. MEA MOU 3. When the City grants an employee leave without pay for reason of medical disability, the City shall continue to contribute its share of the 6ity paid -employee's' insurance premiums, pursuant to Article X.B.2. for the time the employee is in a non -pay status for the length of said leave not to exceed twenty-four (24) months. The City shall provide timely written notification of employee rights under this Article and the Long Term Disability Plan (LTD) and will assist the employee in processing LTD claims so that undue delay in receiving LTD payments is avoided. 4. The City and the Association agree to establish and participate in a GCity_ wide joint labor and management insurance and benefits advisory committee to discuss and study issues relating to insurance benefits available for employees. 5: Health Plan Over -Payments - Unit Fnernbefs Employees shall be responsible for accurately reporting changes in the status of dependent(s) which affect their eligibility for health plan coverage ninety (90) days after the date of such status change. The City shall use its best efforts to advise all unit me mbe%e ployees of their obligation to report changes in the status of dependent(s), which affect their eligibility. If an employee fails to report a status change that affects eligibility within ninety (90) days, the City shall have the right to recover any premiums paid by the City, on behalf of ineligible dependents. Recovery of such overpayments shall be made as follows: a. The employee's bi-weekly salary warrant shall be reduced by one- half of the amount of the bi-weekly overpayment. Such reduction shall continue until the entire amount of the overpayment is recovered. b. The City shall be entitled to recover a maximum of twelve (12) months premium overpayments. Neither the employee nor the dependent shall .be liable to the City other than as provided herein. I. Retiree Medical Coverage for Retirees Not Eligible for the City Medfsaf Retiree Medical Subsidy Plan Employees who retire from the City after January 1, 2004 and are granted a retirement allowance by the California Public Employees Retirement System and are not eligible for the City's Retiree Subsidy Medical Subsidy 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. 19 Draft MEA Contract language proposal v.8. MEA MOU 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 Subsidy 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 Subsidy Plan chooses not to participate in sCity 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). J. Post-65 Supplemental Medicare Coverage Retirees who are participating in the Retiree Subsidy Medical Subsidy 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, pFavedeF. A retiree or qualified dependent must choose to participate in the 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 the 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 eligibility for this insurance). K. Health Savings Account for Post Retirement Medical Insurance The City shall implement a health savings account plan, Vantage G , during the term of the agreement, for the purpose of allowing the opportunity for employees to voluntarily fund qualified post medical retirement health expenses. ARTICLE XI — RETIREMENT 20 Draft MEA Contract language proposal v.8. MEA MOU A. Benefits Self -Funded Supplemental Retirement Benefit Employees hired prior to December 27, 1997 are eligible for the Self - Funded Supplemental Retirement Benefit, which provides that: a. In the event a PERS member elects Option #2 (Section 21456) or Option #3 (Section 21457) of the Public Employees' Retirement law, the City shall pay the difference between GUGh— the employee's elected option and the unmodified allowance which the retiree would have received for his or her life alone. This payment shall be made only to the retiree and shall be payable by the City during the life of the member, and upon that retiree's death, the City's obligation shall cease. The method of funding this benefit shall be the sole discretion of the City. This benefit is vested for per^employees covered by this Agreement (Note: The options provide that the allowance is payable to the retiree until his or her death, and then either the entire allowance ([Option #2] or one-half (1/2) of the allowance [Option #3] is paid to the beneficiary for life.) b. Employees hired on or after December 27, 1997 shall not be eligible for this benefit referenced in A.1.a. herein above. 2. Deferred Compensation Any permanent employee who contributes one dollar ($1.00) or more per pay period to his or her deferred compensation account shall receive an employer contribution in the amount of $5.50 per pay period to the employee's deferred compensation account, heci4h medical insurance premiums or other City provided or approved pre-tax program. in the If an employee elects that the $5.50 be contributed to medical insurance premiums, such election shall only be made during an announced open enrollment period. 3. Medical Insurance for Retirees a. Upon retirement, whether service or disability, each no;t 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 regu+allowed by F-edera 4ederal L-law (COBRA), state law (Cal -COBRA) or 21 Draft MEA Contract language proposal v.8. MEA MOU 2) Retirees retiFing after appFeval of this M _may participate in the Retiree Medical Subsidy Plan, attached hereto as Exhibit ID, as amended, or the Health Maintenance Organization (HMO) plan currently being offered to retirees, based upon the eligibility requirements described in Exhibit ID. 3) The value of any unused earned leave benefits may be transferred to deferred compensation at 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. B. Public Employees' Retirement System Employee's Contribution Each peFmanent.employee covered by this Agreement shall be reimbursed an amount equal to seven percent (7%) of the employee's base salary as a pickup of the employee's contribution to the Public Employees' Retirement System. The above PERS pickup is not base salary, but is done pursuant to Section 414 (h)(2) of the Internal Revenue Code. 2. Two Percent at Age 55 Formula Unit eEmployees shall be covered by the two percent at age 55 formula (2% @ 55) as identified in Government Code Section 21354. as approved by the City Council. 3. Pre -Retirement Optional Settlement 2 Death Benefit Employees shall be covered by the Pre -Retirement Optional Settlement 2 Death Benefit as identified in Government Code Section 21548 as approved by the City Council. 4. Fourth Level of 1959 Survivor Benefits Employees shall be covered by the Fourth Level of the 1959 Survivor Benefit as identified in Government Code Section 21574 when approved by the City Council. 22 Draft MEA Contract language proposal v.8. MEA MOU ARTICLE XII — LEAVE BENEFITS A. Leave With Pay 1. General Leave a) Accrual Employees accrue leave at the accrual rates outlined below. General leave may be used for any purpose, including vacation, sick leave, and personal leave. Years of QORW84 � QORG 21 ° �� One -Half Service Time Fu l—Time PTThree- Quarter Time First through 176 Hours 132 Hours 88 Hours Fourth Year Fifth through 200 Hours 150 Hours 100 Hours Ninth Year Tenth through 224 Hours 168 Hours 112 Hours Fourteenth Year Fifteenth Year 256 Hours 192 Hours 128 Hours and Thereafter b) Eligibility and Approval General leave must be pre -approved except for illness, injury or family sickness, which may require a physician's statement for approval. General leave accrued time is to be computed from hiring date anniversary. Membeffi Employees shall not be permitted to take general leave in excess of actual time earned. "fl�beFs Employees shall not accrue general leave in excess of six hundred forty hours (640). Employees may not use their general leave to advance their separation date on retirement or other separation from employment. c) Conversion to Cash — E#eGtmve the beginning of fiGGal year 20041 tTwo times during each fiscal year, each pour n employee shall have the option to convert into a cash payment or deferred compensation up to a total of one hundred -twenty (120) hours of accrued general leave benefits per fiscal year. The value of each hour of conversion is the employee's current base hourly rate, as reflected in Exhibit A. The employee shall give payroll two (2) weeks advance notice of their decision to exercise such option. 23 Draft MEA Contract language proposal v.8_ MEA MOU d) One Week Minimum Vacation Requirement Employees in the following positions, or their reclassified equivalent, in the Office of the City Treasurer or the Adminiotrati„e cen,i--- Finance Department, shall take a minimum of one week (i.e., five (5) consecutive work days) paid vacation each calendar year: Office of the City Treasurer - Accounting Technician I; Accounting Technician II; Senior Accounting Technician; .Supervisor Accounting Technician; Field Service Representative: Administrative Sen,iG Finance Department - Senior Accountant (responsible for bank reconciliation). 2. City Resegeozee Paid Holidays — MODIFIED BY NON -SUBSTANTIVE AND TA LANGUAGE — ORIGINAL LANGUAGE MAY NOT BE EXACT A. De ;t #Full-time employees represented by the Aacnniatien shall be compensated ree-for the employee's regularly scheduled work shift for the following 4-holidays: as of the fiFSt pay peFiod following ratifiGatiGR of this agFeement paid in full peohe employee's regulad 1. New Year's Day 2. Martin Luther King Day (third Monday in January) 3. President's Day (third Monday in February) 4. Memorial Day (last Monday in May) 5. Independence Day (July 4) 6. Labor Day (first Monday in September) 7. Veteran's Day (November 11) 8. Thanksgiving Day (fourth Thursday in November) 9. The Friday after Thanksgiving 10. Christmas Day (December 25) B. City Observed Holiday - Holidays which fall on Sunday shall be observed the following Monday, and those falling on Saturday shall be observed the preceding Friday. C. Any day declared by the President of the United States to be a national holiday or by the Governor of the State of California to be a state holiday and adopted as an employee holiday by the City Council of Huntington Beach. D. Holiday Paid Time Off for Part time Employees A permanent full time employee shall h^"e the holiday mild a time e with pay fee the shift they are assigned. Aper��in�t� Half-time (1/2) 24 Draft MEA Contract language proposal v.8. MEA MOU or three quarter -time (3/4) employees shall have the holiday paid as time off with a pro -rated amount of hours, respectively for the holidays listed above in article XII.2.A. , FespeGtOV E. Holiday Pay For Work on a City Observed Holiday In the event an employee is assigned to work on the City observed day ofthethe holiday , in addition to being paid for the holiday at the employee's regular rate of pay, whether it is or is not the employee's regularly scheduled work day, the employee shall have the holiday paid at the straight time be paid for working the holiday at the regular rate of pay unless FLSA overtime provisions apply, meaning the employee will be paid over time - Holiday 1Dr4-Pay for Work on an Actual Holiday (Not the City Observed Date) Drrcrmoanen empI9yeec An employee who works on a-legaithe actual holiday as listed in Article XII.A.2.A. 1-10, in addition to being paid for the holiday at the employee's regular rate of pay, the employee shall be compensated at the overtime rate. IY & MV of time one and one-half (I -nized by the Gity on ArtiGle X11 Holiday premium pay shall he raid for all Mai ire+ WGFkeed-on the aGtual day the holiday falls Father than the day the Oita renonnizec the holiday. G. An employee who is assigned or required to work on both the City observed holiday date and on the actual date that the holiday falls, shall only be paid for one City ebseared (modified by MV/IY on 5/30/06) holiday (as applicable per section E. or F. above). GH. PERS Reporting of �rr�rtuaa-Holiday Pay (includes non -substantive clarification changes in first sentence only made by IY on 5/30/06) Der ;t eEmployees who are required to work on a leo holiday re^,ed observed by the City, either on the date observed by the City or on the date that the actual holiday falls as a part of their regular work schedule, shall have their holiday pFemium pay reported to PERS_-ems holiday pay. Classifications eligible for this PERS reporting are: Beach Equipment Operator, Beach Maintenance Crewleader, Beach Maintenance Worker, Crime Scene Investigator,_Parking/Camping Crewleader, Parking/Camping Leadworker, Parking Meter Repair Technician, Parking Meter Repair Worker, Parking Control Officer, Police Records Supervisor, Police Records Technician, Custodian assigned to the Police Department, Police Records Specialists assigned 25 Draft MEA Contract language proposal v.8. MEA MOU to the Records Bureau, Police Service Specialists assigned to the Records Bureau and Police Systems Coordinator. I. If an employee is scheduled to work a holiday and will lose that holiday time due to their General Leave bank having reached the maximum cap of six hundred forty (640) hours, at the employee's request, the employee may cash out the part of their holiday time they will lose. 3. Sick Leave a) Accrual No employee shall accrue sick leave. b) Credit. Employees hired prior to March 30, 2002 shall be credited with their sick leave accrued as of March 29, 2002. c) Usage Employees may use accrued sick leave for the same purposes for which it was used prior to March 30, 2002. d) Payoff at Termination Upon termination, all permanent employees shall be paid, at their current salary rate, for twenty-five percent (25%) of unused, earned sick leave from four hundred and eighty (480) hours through seven hundred and twenty (720) hours, and for fifty percent (50%) of all unused, earned sick leave in excess of seven hundred and twenty (720) hours. e) Extended Absences Sick leave shall not be used to (industrial) injuries or illnesses. extend absences due to work related 4. Bereavement Leave Permanent eEmployees shall be entitled to bereavement leave not to exceed (3) work shifts 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. 26 Draft MEA Contract language proposal v.8. MEA MOU 5. Association Business An allowance of eight hundred (8001 hours per year,shall be established for the purpose of allowing duly authorized representatives of the Association to conduct lawful Association activities. The parties agree to meet and confer during the term of the agreement to establish guidelines for use of Association Business time. 6. Jury Du Employees who are regularly scheduled to work on swing or graveyard shifts as defined in Article VII.B.2. shall be placed on a day shift if they are required to appear for jury duty or selection for a period of more than one day. 7. Leave Benefits Entitlement The City shall comply with all State and Federal leave benefit entitlement laws. An eligible employee on an approved leave shall be allowed to use earned Sick Leave, General Leave, and/or Compensatory Time Off for serious and non -serious family or personal health issues. For more information on employee leave options, contact the Human Resources Division. 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. ARTICLE XIV —MISCELLANEOUS A. Grievance Arbitration Any grievance as defined and described in Rules 19 and 20 of the City Personnel Rules (Resolution No. 3960), shall be settled in accordance with the procedures set forth in said Rules except that the parties to the grievance may, by mutual agreement, submit the grievance to a neutral arbitrator whose decision shall be final and binding on the parties. The arbitrator shall be selected by the parties from listings of and pursuant to the rules of the American Arbitration Association. This procedure, if adopted by the parties, shall be in lieu of Step 5 of Rule 19, or Step 4 of Rule 20, and the fees charged by the arbitrator or hearing officer and court reporter shall be paidbythpaFty, w"�snot the preyailiRg partyeguall paid equally, fifty-fifty 50-50) by the City and the Association. B. Promotional Procedures 1. Tie Scores When promotions are to be made, and two or more employees are found to be equal as a result of promotional examinations conducted by the City, the 27 Draft MEA Contract language proposal v.8_ MEA MOU employee with the greatest length of service with the City shall receive the promotion. 2. Salary Upon Promotion Upon promotion, an employee shall be compensated at the same step in the salary range for his or her new classification, subject to the following provisions: a. Except for the provisions of sub -paragraphs b and c below, no employee shall receive greater than ten percent (10%) increase upon promotion. b. If "A" Step of the classification upon promotion is greater than ten (10%) increase, the employee shall be compensated at "A" step upon promotion. c. If the employee would be eligible for a step increase within eleven (11) months of the date of promotion in his or her classification before promotion, then the Human Resources Manager may authorize an increase greater than ten percent (10%) upon promotion. C. Labor -Management Relations Committee The City and MEA well aRstituteparticipate in a Labor -Management Relations Committee as follows: 1. The Association and the City recognize that the participation of employees in the formulation and implementation of personnel policy and practices affects their well-being and the efficient administration of the Government. The parties further recognize that the entrance into a formal agreement with each other is but one act of joint participation, and that the success of a labor-management relationship is further assured if a forum is available and used to communicate with each other. The parties therefore agree to the structure of Labor -Management Relations Committees (LMRC) for the purpose of exchanging information and the discussion of matters of concern or interest to each of them, in the broad area of working conditions, wages and hours. 2. The City of Huntington Beach shall have an LMRC. The formation of this LMRC shall not serve as the basis for reopening the meet and confer process to modify this MOU. 3. The LMRC shall meet monthly. The City shall be represented by the City Administrator (or designee), the Human Resources Manager (or designee), and Department Heads. Four representatives at these meetings shall represent the Association. 28 Draft MEA Contract language proposal v.8. MEA MOU 4. The City agrees that any meeting conducted under this article shall be conducted in facilities furnished by the City, and Association representatives shall be released from their duties at work to attend the LMRC. 5. The parties shall exchange agenda items five workdays before each scheduled LMRC meeting described in this section. Matters not on the agenda may be discussed by mutual consent. If either party timely forwards an agenda, the meeting will be held. D. Copies of MOU The City agrees to print this Memorandum of Understanding for each employee requesting a copy. E. Position Classification Issues Class Specifications The City shall send the Association a copy of each new job description approved for classifications within the representation unit. 2. Reclassification Impact It is not the intention of the City to demote or layoff an employee through reclassification. Prior to imposing' a Y-rating, or layoff resulting from classification reviews, the City agrees to meet and confer with Association representatives. F. Class A and B Driver License Fees The City shall reimburse employees for costs associated with obtaining and renewing Class A and Class B driver licenses where required by the City for the position. G. Job Sharing The City shall direct the Labor -Management Relations Committee (LMRC) to review the feasibility of developing and implementing a Job Sharing Program. H. Deferred Compensation Loan Program Employees may begin utilizing this program, under which employees may borrow up to fifty 50% of their deferred compensation funds for critical needs such as medical costs, college tuition, or purchase of a home. Performance Evaluations/Written Reprimand Appeals Employees may appeal the results of a performance evaluation or written reprimands. Such appeals shall be initiated through the appropriate chain of command (which may include the LMRC) and any decision made by the dDepartment #Head shall be considered final. 29 Draft MEA Contract language proposal v.8. MEA MOU J. MEA Letter of Introduction A one -page letter of introduction from the` --MEA, and of tme-MEA's choosing, regarding the benefits and purpose of joining the MEA, will be included in all MEA_ eligible new employee orientation packets. K. Voluntary Catastrophic Leave Donation Program Guidelines The City and Association agree to meet and confer during the term of the agreement to develop and implement Voluntary Catastrophic Leave Donation Program Guidelines. L. Department of Transportation (DOT) Random Alcohol and Controlled Substance Testing During the term of the agreement, the City and the Association agree to meet and confer to update the policy in accordance with law. M. 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. N. Required Fingerprinting of Employees who Work with Senior Citizens The City requires that all employees who are hired, transferred, or promoted to positions 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 hired, transferred or promoted into positions with oversight responsibilities for senior citizens or oversight responsibilities for confidential, and or sensitive documents or equipment. be Rgefp fin�i+h +he O. Beach Parking Employees may purchase a City beach parking pass at the Senior discount rate. P. Reasonable Suspicion Alcohol and Controlled Substance Testing The 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. The policy to implement such testing shall be established by the City and the Association during the term of the agreement. Q. 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. 30 Draft MEA Contract language proposal v.8. MEA MOU ARTICLE XV — CITY COUNCIL APPROVAL It is the intent of the City and Association that this Memorandum of Understanding represents an "Agreement" between the undersigned within the meaning of Section 8-2 of the Huntington Beach Employer -Employee Relations Resolution; however, this Memorandum of Understanding is of no force or effect whatsoever unless 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 Tth day of Februai:y, 20057- City of Huntington Beach By: Penny Culbreth-Graft, DPA City Administrator By: Bob Hall Human Resn„mpi; Wamaaer Deputy City Administrator By: Renee Mayne Adminie+rn+iye Seni�? DiF8G+i0r Deputy City Admen*6tFatef Chief Negotiator By: Renee Rep°v Mayaelrma Youssefieh Chief Negeti,+nrHuman Resources Manager Jennifer Lampman Negotiations Team Member Jason Churchill Negotiations Team Member APPROVED AS TO FORM: Huntington Beach Municipal Employees' Association Elisabeth Bodine HBMEA President By: William Davis Chief Negotiator By: John H. Von Holle HBMEA Vise Past President By: Gail Ballone HBMEA Bargaining Committee By: Glizahe+h RniJine HBMEA Vice -President By: In Terry Tintle HBMEA Bargaining Committee 31 Draft MEA Contract language proposal v.8. MEA MOU Jennifer M. McGrath City Attorney William Applebee HBMEA Bargaining Committee 32 Draft MEA Contract language proposal v.8. MEA LIST OF MOU EXHIBITS EXHIBITS SUBJECT A Class/Salary Schedule B Uniform Policy 13=1 Uniform Listing by Category/Class C Vehicle Use Policy 9 Employee Health Plan € Delta Care (PMl) _ Menial Dl-n F- Delta Dental lien+el Dlen ID Provisions of the Retiree Medical PaR and Subsidy Plan JE 9/80 Work Schedule KF 4/10 Work Schedule G A enc Shop Agreement Draft MEA Contract Language v.6. 33 m x x m > 0 C', > CO) C;l; >r- in 0K) Cl) 0 02 -Ph M 0 c r, m �r �r 11 �1 �r 11 �r •r 1 �r 1 �r �1 •1 �r 1 . •rl 11 •1 •r �1 11 . 11 . �1 11 •1 �'1 �r •r 1 ,1 ,1 •r •r 1 �I 1 •r •11 r 11 1 11 I 1 •r 11 �'r 11 �r 11 •'1 . �r 1r • 1 II �1 •r .0 �1 •il 11 �1 11 11 •1 11 •'1 1 �1 1 �r •'r •1 �1 •'1 •1 �1 �'1 �r 1 �r 11 �1 1 •11 •�I •1 11 11 �r 11 ,I ,r r r vl •r u o u �r r 1 u , 1 1 1 1 1 _ 1 1 •I 1 1 _ 1 1 1 u 1 1 u 1 1 1 u u 1 1 u u .1 1 1 1 •1 1 1 U 1 1 •I 1 1 1 •I 1 1 1 1 1 1 u 1 1 1 I u 1 0 u •r u u rr u al u yr o �r •r �r CD M 2 Q H 2 W O O O N N w W m W a W N W H W LL LL W �:. ., , .r •�1 ., , ., 11 ., 11 1 ., ., ., .1 11 11 1 11 11 •1 1 11 . 11 ., 11 ., •�1 . :, . 1 ., ., :r .1 11 , ., •�1 , ., . ., 11 ., 11 •O 1 ., •O ., 11 ., ■r .1 11 11 •O ., ., ., ..�. •'r •D •II ., ., •11 ., 1 1 , •D 11 I 11 , .� 11 ., .1 11 .1 1 ., 1 .1 •1 11 11 •,1 ., .'1 I •11 •D 11 , , 11 11 11 ., •D .r 11 11 •, 1 11 11 ., .,, ., 11 . ., 11 11 •r 1 , ., 1 ., I 1 •11 .,, 11 ., .1 ., ., .1 ., 11 .r ., 11111111 .,oil ., .1 •1 •r 11 •�I ., 1 11 .1 •1 , 1 ., 1 .1 ., ' 1 , 11 ., 1 11 ., , •�1 11 •1 ., •,1 � .r ., 11 •II 1 •il .�, ., ., , 11 11 11 .1 ., ., .1 P .II '1 •r ' 1 11 •,1 •,1 •1 •, •11 •, 11 •', .r 11 •il •1 .r •�1 .1 11 ., 11 .1 11 11 .il •,1 I 1 11 •11 •, •1 •, 11 11 11 •11 1 �1 11 •1 1 11 11 �1 1 �1 1 �� 1 •1 •1 11 1 • •11 1 11 •�1 �1 �1 ■1 1 �1 1 1 11 11 1 11 1 �1 �1 •�I �1 II 11 • •�I 11 �1 • •1 •I �1 • 1 �1 11 11 1 1 11 •11 1 �1 11 1 •'1 •1 1 11 • • �1 •'1 II 11 •1 11 �1 •�1 •1 1 11 1 �1 �'1 •11 �1 �1 1 •'1 •�1 •1 �i •'1 •'1 1 11 11 •'1 1 1 •il •il �1 �1 1 •'1 �1 1 1 11 1 11 11 11 11 1 •'1 1 11 •1 •�1 11 11 1 11 •1 •1 1 �1 11 •11 •1 •11 �1 1 �1 11 11 11 11 •1 �'1 ••1 �1 •1 �1 �1 11 •1 11 �1 �1 11 11 1 •1 �1 �1 11 •1 11 •1 �1 1 •1 �1 �1 �1 •'1 •1 �1 •11 1 �1 11 �1 • •1 •r 1 �1 1 �1 •il • •1 �1 •il •il 1 •1 •�1 •1 1 •1 1 •11 111 •11 •1 1 II II 1 •11 •'1 11 �1 11 11 •'1 �1 �1 •11 •1 11 •11 •1 •1 •1 1 •II •11 1 �1 �'1 •I •1 �1 •il �1 11 �1 �1 1 •11 1 •I •'1 �1 �1 �1 �1 �1 •'1 1 1 11 11 11 11 •1 •1 1 �1 1 1 I 11 1 1 1 �1 11 1 �1 • 1 11 1 �1 1 1 11 �1 11 II �1 II 11 1 1 1 •'1 1 •'1 �1 1 11 1 �1 1 11 11 • 1 11 11 1 11 11 •1 •11 1 11 II 11 �1 •1 �1 •1 •II 11 •1 11 •11 •1 11 •II 1 •'1 11 •1 11 1 11 1 •II 11 11 �1 1 1 1 •1 •• ■1 11 1 •1 11 • 1 • 1 1 1 1 •1 1 •1 11 •1 1 11 11 I • 11 11 • 11 1 11 1 11 1 11 11 1 1 1 1 1 1 11 1 1 1 1� 1 1 1 � 1 •1 •1 11 1 1 11 �� 1 • 1 1 1 • 11 1 1 1 1 1 • •1 1 �1 1 1 1 11 1 • 1 • •1 11 1 .1 I 1 1 1 • 1 1 11 1 11 1 �1 1 11 ._ 11 1 I 1 11 11 11 11 1 • 1 1 11 � _ • 1 •1 1 11 11 11 1 1 1 , 1 1 • 1 •1 1 •1 � •1 • 1 1 • 11 1 • 11 11 • 1 1 • 11 1 11 •1 1 1 •1 - _ 11 1 11 1 1 1 / 1� 1 1 1 11 1 � 1 1 , 11 11 11 1 1 1 � 1 11 11 •1 � ( • 1 •1 1 11 1 1 1 _ '1 1 1 1 11 .. 11 1 1 •1 - - 1 1 1 1 • 11 1 1 •1 • 1 •1 __ 1 1 1 1 1 I • 1 1 1i 1 ,� 1 1 1 11 11 1 II 11 1 •1 11 11 � 1 1 1 1 • 11 1 • 1 •1 - _ •I 1 1 11 11 1 1 •1 1 � 1 1 11 11 1 I i 1 1 1 1 1 � 11 I •1 '1 11 1 1 •1 ,1 •1 1 •1 1 11 1 i' 1 11 1 •1 i 11 1 • 11 � 1 11 11 11 i' 1 11 11 1 •1 •1 11 � _1 1 � •1 1 1 1 •1 • 1 •1 - 1 •1 11 1 ( 1 1 11 •1 1 • 1 � •1 11 1 .1 •1 1 11 I •1 • 1 •1 11 11 � 1 1 •, 1 1 I, 1 1 1 : 1 1 1 11 1 •1 • 1 1 1 11 1 1 i 1 1 � 1 11 1 •1 1 11 1 1 1 •1 1 1 i 1 r 1 11 1 •1 •1 11 •1 •1 �1 �1 it •1 •11 1 11 1 •1 1 •II •1 �1 •II • •11 • 1 •il 1 1 • �1 • •1 1 •11 •1 �1 11 �1 �1 �1 •1 �1 •1 1 •1 �1 �r 1BilIl 1 ■1 1 �I •1 •11 �r 11 •1 •1 1 �1 •r 1 �r I 11 1 •'r 1 ■1 I •11 1 1 1 11 •II 11 1 11 •'r �r •-1 1 11 1 11 1 1 •11 �r •11 �r •11 •1 �1 •'1 1 1 11 1 •'1 •11 �r •11 1 11 �r 1 •'r 11 11 �r 1 •1 11 �1 1 •'r 11 �r •r •11 I •11 •1 •11 11 •1 11 •11 11 •11 •II •11 11 �1 �r �r 1 �r •1 11 •1 •11 •1 11 I 1 �r 11 1 •1 •1 11 11 1 •r 111 �- • r �1 11 •II 1 �r �r 1 II 1 �r 11 �r 1 •11 1 1 1 •'1 1 • ♦ 11 •r �r 1 11 11 11 •r 1 • 11 •r �r �r •1 1 �r 1 �r �1 11 11 1 11 1 •'r 1 �r •11 1 •11 1 11 �r 1 1 11 1 •r •1 ♦ •11 •1 •11 • •1 •11 1 •'1 •11 1 •11 1 •1 11 •r •I •1 •11 1 11 •1 • 11 �r �r •11 11 �1 •1 1 •1 1 •11 •'r �1 1 �1 1 1 •11 11 �r •1 1 1 •11 11 ■r • ■r �r •1 �r �1 •1 •1 ■r 1 •11 11 11 •II �r 1 1 11 11 •11 11 �r • 1 11 T. � f � e ♦T. J �r �1 1 •1 1 i 1 I 11 1 1 11 Ir 1 • 1 1 11 •I 1 11 1 • • 1 1 11 11 • 1 I 11 •1 • 11 � 1 1 11 •1 • 11 � 1 1 11 11 1 1 • 11 • 1 ( 11 • 11 1 1 • 11 1 11 1 1 Ir I 11 I Ir 11 1 1 11 �1 11 Ir 1 Ir 1 1 11 •1 1 Ir 1 1 1 1 •1 � 1 11 1 1 Ir •1 11 �- Ir 11 •I - _ 1 Ir 1 •r •I •1 • •1 1 •r • 1 1 1 •1 •I • •r Ir 1 I 11 11 1 I •r 1 •1 1 1 1 1 •r 1 1 Ir 1 1 1 ' 1 11 Ir 1 • Ir ;; 1 11 1 1 '. 1 Ir 1 1 •r 1 1 11 • � 1 •1 1 I 1 1 1 1 1 1 1 •r 1 1 Ir 1 � 1 1 1 Ir 1 •1 Ir 11 • ', 1 1 1 11 1 1 1 1 _ � 1 11 ' 1 1 1 1 1 1 11 ' 1 •1 • 1 _ _ 1 •I • 1 1 • 1 • Ir 1 1 - 1 11 • 11 I 1 _ _ 1 •1 • �1 - I •1 1 1 • �1 � Ir I • 11 11 1 • 11 r •1 11 • 1 11 1 1 1 1 Ir I 1 1 1 1 1 I •1 1 1 •1 •1 1 I 1 'r _ •1 1 1 • �1 11 ,1 ,1 1 1 1 Ir 1 I � .1 •.1 • 1. 11 �� Ir 11 1 • • 1 I Ir 1 1 1 • •1 1 ' 1� Ili 1 1 1 •1 , •I I 1 •1 •1 •'r •'1 •1 1 •I �r 1 11 11 �1 �r �r 1 1 �r �1 1 �r •'1 •1 1 •II 11 �r �r •11 •11 11 �r �r �r •1 •II N `� •il 11 1 11 1 • 11 �1 1 1 •1 •1 11 �1 1 �1 • 1 •11 �1 •il �1 �1 • 11 •II 11 11 �1 �1 �'1 • �1 •1 •'1 • 11 �1 1 11 1 �1 •il • •il �1 �1 11 �1 1 11 •1 �1 I • �1 1 1 11 1 • 11 • •I �- •il • 1 •11 I 1 • •1 �1 �'1 1 1 •1 Iil �1 11 �1 •1 �1 11 �'1 1 11 •1 11 11 11 �1 1 •'1 11 11 1 •'1 �1 •1 •'1 11 1 •1 •�1 •1 1 1 • �1 �1 •1 II 11 • •'1 11 1 •il •'1 1 1 �1 1 •1 11 �1 • 1 • •'1 •1 • 1 1 •11 11 •1 •il 1 •�1 11 •II •11 11 11 •1 1 •'1 •11 •il 11 11 •11 1 11 �1 •11 •1 •1 11 •11 11 �1 1 �1 1 �1 �1 I •'1 •1 •'1 •11 �1 1 •1 11 1 •1 • •�1 •1 1 •1 •il 1 11 •1 •1 11 �1 111 11 11 11 1 �1 1 •il �1 �1 •II �1 •11 • •11 1 1 �1 11 •II 1 11 •1 •1 •1 •11 •'1 11 1 11 •1 11 �1 �1 1 •II •1 11 11 1 I �I •1 • 1 11 •il 11 II 1 •'1 1 • 1 11 �1 11 11 �1 11 I 11 �1 •11 •1 •1 •11 11 1 �1 11 •'1 •il •II •'1 11 1 �1 11 •1 1 11 11 11 •11 •1 �1 1 •II •�I �1 �1 11 �1 �1 •11 �1 1 11 11 �1 �1 11 •1 �1 1 •1 •• �1 •1 1 •�I 1 11 1 •1 11 11 �1 �1 11 11 •1 11 �1 �'• �1 11 �1 •'1 I �1 1 I 1 1 11 11 1 1 1i • 11 •I 1 .1 •11 1 11 1 1 11 1 �i 1 1 11 1 � 1 11 1 ,1 �� 1 1 _ 11 1 , 1. 11 1 1 1 1 11 • 1i •1 1 11 I • 11 11 11 1 11 11 1 1 1 !f1 1 , I • .) 11 • 1, � 11 .1 •.1 11 • 1 � 1 •1 1 1 1 1 11 • 11 1 1 1 1 11 11 ( 11 11 1 1 , 11 � 11 • I 1 11 � 1 I 11 11 1 11 11 1 • 11 ,1 � 1 u 1 11 11 1 11 11 11 �� 1 1 11 � 11 � 1 11 1 1 I 11 11 �i 11 11 � •1 11 •1 11 1 1. �i 1 1 11 � 1 1, 11 1 1 � 1 1 1 11 � 11 1 • 11 11 1 • 1 1 1 I 11 � 11 1 11 1 � •1 •1 1 1 1 1 1 1 1i . 1 • �1 1 1 11 11 � 1 11 •1 1 11 I • 11 I 11 �1 1 1 1 •1 •I 1 11 •1 •1 �1 • 1 11 •I 11 • 1 / •.1 • 11 11 •1 11 1 • 11 1 1 1 �1 1 1 1 11 1 11 11 ( 11 1 11 I 1 11 • 11 1 • 11 1 11 • 1 1 1 11 1 1 1 I 1 11 1 �1 11 1 1 11 1 _ 11 1 1 11 • 1 1 • II 11 I 11 11 1 1 I 11 • 1 1 1 • 11 1 1 1 11 I �I I • 11 • 1 1 1 1 1 1 1 1 I 1 11 11 • 1 1 1 1 1 11 1 1 11 11 1 1 1 • 11 11 1 �1 - 11 • 1 1 •1 • 11 • 1 � 11 • 1 1 • 11 1 ' 1 • � 11 � 1 •1 1 1 1' 1 1 11 • 1 1 •1 11 11 / 11 •1 1 • 1,1 11 • 1 1 •1 • 11 •1 11 111 1 1 ; 11 • 1 •1 •1 1 11 . 1 1 I 1 - �. 11 I 11 11 �1 • •1 1 •'1 1 • 1 • 11 •1 I 11 1 11 1 •1 •1 �1 1 •11 •11 �1 1 •II •1 �'1 �'1 1 •'1 1 1 �1 �1 �1 •II •�I �1 I •1 •1 1 •'I •1 �1 1 �1 •I 1 11 •11 I 11 •11 • �1 1 •1 •1 •1 1 •I �1 11 11 11 11'1 111 1 II �1 11 11 •il 11 1 11 �1 •1 111 1 tll 11 tll 11 tll t�l 11 �I 11 •'1 1 �1 1 •�I 11 11 �1 �1 �1 �1 �1 1 I 11 �1 11 •'1 11 �1 �I �' •1 •1 11 ,1 •1 �1 111 1 11 �1 tll 11'1 1 �I 1/1 11 11 Ill 11 11 11 111 �1 111 1 11 11'1 11 ,1 I11 11 tll 11 �1 tll til 1 tll 1 •'1 1 �I �1 111 ■'1 111 111 1 1 111 �1 t�l �1 tll 11'1 1 �1 •1 t 11 •il 1 •'1 1 � •'1 I ■'1 •il t�l �1 1 �1 1 1 11 11 � 11 1 1 11 11 �1 �1 1 111 1 •1 �1 11 �I � �1 11 11 11 �1 � t�l �I �1 �1 •II �1 11'1 11 11 �1 •�1 11 �1 � •11 1 11 •II 11 �1 11 III ,1 �1 11 1 11 11 1 111 1 11 �1 111 11 pl �1 11 �1 •II 111 1 111 1 �I 1 1 •1 �I 1 � 11 1 11 1 tl'1 Itl 111 11'1 �1 �'1 11 1 •'1 t�l 1 t�l 1 11 �1 tll • 1 1 1 ■'1 �1 11'1 11 �I 11 �1 11 1 111 1 t�l �1 ,1 1 1 �1 � �. •il •1 •1 111 11 11 �1 11 111 111 11 11 •1 Ill ■'1 t�l 111 11 �1 11 �1 1 •1 11 111 1 tll 1 tl1 1 1 11 1 1 11 •�I 11 tll I11 1 �1 11 11'1 111 11 •1 11 111 11 11 111 11 �1 II 111 111 til 111 11 tll 11'1 �I •1 •, �I 1 tl 11 ■i 1 1 _ 1 1 • t 1 1 1 •1 11 • 11 1 11 1 1 1 11 11 - 1 1 11 1 tl 1 1 11 t 11 t 11 1 11 11 tl •1 11 1 tl ' tl t' 1 1 11 - '1 1 11 1 1 1 11 1 11 1 1 tl •1 11 1 11 1 1 1 1 1 11 1 1 I � 1 1 1 1 11 - II I I1 � 1 1 1 11 tl 1 1 ; 1 1 1 •1 11 ■ 1 t ' / •1 1 1' 1' t ; tl t 11 1 t 1 11 11 1 I 11 1 11 11 1 tl 1 t 1 t 1 11 11 �1 1 ,1 ■ t 1 1 tl t 11 1 tl 1 � 1 1 11 � 1 1 1 1 1 1 t' 11 1 1 �1 1 tl tl t 1 1 t 1 1 t •1 1 tl � 1 t 11 tl - •1 1 11 '� tl 1 1 1 1 - •I tl 11 ' tl tl 1 11 11 11 t 1i •1 11 1 1 tl •1 t 1 t� tl 1 1 11 ". tl 1 1 t' _ � 1 1 1 /1 1 1 II •' ; � II 1 1 11 � 1 1 1 1i ' ■i II ■II 1 1 tl t 11 ,� 111 1 t 11 1 t 1. tl 1 1 1 t tl 11 11 11 1 tl �1 1 11 ; 1 11 1 t 11 1 1 ' 11 I ' 11 1 1 II •1 11 ' I' 1 ' 1 11 ' 1 t I 1 _ 1 ;. 1 1 1 t� 11 1� 1 11 �1 1 1 1 11 �- tl 1 1 tl .1 1 1 tl t' 1 � tl • ■, 1 1 11 1,1 • 11 tl 1 1 1 1 11 1� 1 _I � �1 1 1 11 �� 11 1 1 tl _ _ �1 1 11 •'1 11 1 � •II , •II 1 1 ,1 1 11 11 11 •il 1 11 1 �1 11 �1 til 1 •�I •�I 111 11 ,1 �1 �1 t�l •il 1 �1 ` til •1 tll 1 �1 � 11 1 1 1 1 11 1 �1 11 • ` 1 1 1 1 •11 1 •II 1 11 1 `I 11 � �1 ` •�' 111 •II 1 •1 1 cu I L 11 .�I .11 11 11 .I 11 11 ., 11 ., •'� •,� •I ., 1 .1 .11 .I 11 11 11 1 11 11 11 1 • 1 111 .il ■I 1 I •1 .1 1 1 •, .1 .1 1 1 1 1 ■1 1 1 1 1 I, 1 �1 1 1 • ., 1 .; •i 1 1 ' 1' .I 1 •i 1 � 1 ., 1 1 ,1 1 �1 1 1 1 • " 1 �1 1 1 1 .1 �1 .1 I 1 1 1' 1 ' 1 1 • 1 •1 11 1 1 1 .1 11 • 1 1 1 • 11 1 1 1 �1 ' •1 1 1 / 1 11 u o., I 1 •, a •o u o LO IT cu U cu C Rg EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JULY 1, 2006 Job Type Description Pay Grade A B C D E 0111 Accountant 491 25.24 $26.63 $28.09 $29.63 31.26 0286 Accounting Technician 1 418 17.55 18.51 19.53 20.60 21.73 0287 Accounting Technician II 437 19.28 IM.34 $21.46 $22.64 23.89 0294 jAccounting Technician Supervisor 466 $22.28 $23.51 $24.80 $26.16 127.60 0445 Admin Environmental Specialist 522 $29.47 $31.09 ja2.80 $34.60 JaQ.50 0428 Administrative Aide 487 $24.74 26.10 $27.54 $29.05 30.65 0289 Administrative Secretary 434 119,00 $20.04 $21.14 $22.30 123.53 0254 Alarm Services Coordinator 464 12LO6 $23.27 $24.55 JZ5.90 127.32 0297 jArt Programs Curator 464 $22.06 $23.27 $24.55 $25.90 127.32 0296 Arts Education Coordinator 437 $19.28 $20.34 $21.46 $22.64 123.89 0108 Assistant Planner 496 $25.89 $27.31 $28.81 $30.39 ja2.06 0267 Assistant Social Worker 423 $17.99 $18.98 $20.02 $21.12 122.28 0358 Beach Equip Operator 449 20.46 $21.59 $22.78 $24.03 25.35 0149 Beach Maint Crewleader 501 $26.53 $27.99 129.53 $31.15 132.86 0452 Beach Maint Service Worker 432 jj8.81 $19.84 $20.94 $22.08 23.29 0210 Building Inspector 1 475 23.30 24.58 25.93 27.36 28.86 0211 Building Inspector II 495 $25.75 $27.17 $28.66 $30.24 31.90 0208 Buildinq Inspector III 515 12L8.45 30.01 $31.66 $33.40 $35.24 0176 Building Plan Checker 1 613 128.17 29.72 $31.35 $34.89 0520 Building Plan Checker II 547 33.36 35.20 37.14 39.18 41.34 0112 IBuyer 488 $24.86 $26.23 $27.67 $29.19 30.80 0340 ICar enter 467 22.39 23.62 24.92 $26.29 $27.74 0106 lCivil Engineering Assistant 522 $29.47 $31.09 $32.80 $34.60. 136.50 0162 Civilian Check Investigator 442 11976 20.85 22.00 23.21 24.49 0186 Code Enforcement Officer 1 443 $20.96 122.11 $23.33 124.61 0182 Code Enforcement Officer II 485 $24.50 25.85 $27.27 $28.77 $30.35 0511 Code Enforcement Tech 406 $16.52 $17.43 $18.39 $19.40 20.47 0335 lCommunications Technician 475 $23.30 $24.58 25.93 $27.36 $28.86 0263 Community Relations Specialist 453 $20.88 12Z.03 JL3.24 $24.52 $25.87 0252 Community Svcs Rec Coordinator 474 $23.18 $24.45 $25.80 $27.22 $28.72 0258 Community Svcs Rec Supervisor 497 $26.01 $27.44 $28.95 $30.54 $32.22 0179 Computer Drafting Technician 506 $27.19 $28.69 $30.27 $31.94 $33.70 0345 Concrete Finisher 459 122.69 123.94 $25.26 $26.65 0172 lConstruction Inspector 1 475 $23.30 $24.58 $25.93 $27.36 128.86 0463 Construction Inspector II 495 25.75 $27.17 $28.66 $30.24jV)31 .90 0312 Court Liaison Specialist 430 18.61 19.63 20.71 21.85.05 0166 Crime Anal st 487 24.74 2610 2754 2905.65 46 Draft MEA Contract language proposal y.8_ EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JULV 1, 2006 Job Type Description _ Pay Grade A B C D E 0255 Crime Scene Investigator 475 JZ3.30 $24.58 $25.93 $27.36 128.86 0119 Criminalist 497 126.01 $27.44 28.95 JaO.54 ja2.22 0192 Cross Connection Control Spec 485 $24.50 $25.85 $27.27 $28.77 30.35 0462 Crossing Guard Coordinator 453 20.88 $22.03 $23.24 $24.52 25.87 0299 Cultural Services Aide 464 $22.06 $23.27 $24.55 $25.90 27.32 0400 Custodian 411 jL6.93 $17.86 $18.84 $19.88 120.97 0134 IDeputy City Clerk 410 $16.84 $17.77 $18.75 $19.78 120.87 0138 Development Specialist 497 $26.01 $27.44 $28.95 $30.54 ja2.22 0456 Distribution Services Clerk 407 $16.61 $17.52 $18.48 119.50 120.57 0375 Electrical Leadworker 484 124.39 $25.73 $27.14 $28.63 JaO.20 0339 Electrician 482 124.13 $25.46 $26.86 JZQ.34 129.90 0232 Emergency Medical Svcs Coord 567 $36.88 $38.91 $41.05 $43.31 $45.69 0198 Emergency Services Coordinator 537 ja3.50 $35.34 $37.28 $39.33 0175 Engineering Aide 453 $20.88 $22.03 $23.24 $24.52 125.87 0180 Engineering Technician 506 127.19 $28.69 $30.27 $31.94 33.70 0382 Equip Services Crewleader 507 $27.34 $28.84 $30.43 $32.10 133.87 0142 Equip/Auto Maint Crewleader 507 $27.34 $28.84 30.43 $32.10 33.87 0472 Equip/Auto Maint Leadworker 488 124.86 $26.23 $27.67 $29.19 30.80 0383 Equipment Support Assistant 438 19.38 20.45 $21.57 $22.76 24.01 0143 Facilities Maint Crewleader 606 $27.19 $28.69 $30.27 $31.94 ja3.70 0407 Facilities Maint Leadworker 456 $21.19 22.36 $23.59 $26.26 0391 Facilities Maintenance Technician 440 $19.57. 120.65 $21.79 22.99 $24.25 0398 Field Service Re resentative 446 $20.16 $21.27 $22.44 $23.67 $24.97 0260 Fire Safety Program Specialist 467 JZZ.39 $23.62 $24.92 $26.29 JZZ.74 0173 Fire Training Maintenance Tech 474 $23.18 $24.45 $25.80 $27.22 $28.72 0204 Fire Training Media Specialist 471 $22.83 24.09 $25.42 $26.82 $28.30 0470 Forensic Systems Specialist 463 $21.94 $23.15 $24.42 $25.76 $27.18 0178 GIS Analyst 516 128.59 $30.16 $31.82 $33.57 35.42 0352 lGrader Equip O erator 465 $22.16 $23.38 $24.67 $26.03 $27.46 0187 Graphics Admin Specialist 443 $19.87 JZO.96 $22.11 JQ.33 $24.61 0390 Groundsworker 406 $16.52 17.43 $18.39 $19.40 $20.47 0190 Haz Mat Program Specialist 513 $28.17 JZ9.72 $31.35 $33.07 $14.89 0337 Helico ter Maintenance Tech 471 $22.83 $24.09 25.42 $26.82 $28.30 0139 Housing Develo ment Specialist 496 125.89 $27.31 $28.81 $30.39 $32.06 0113 Human Services Program Su yr 497 $26.01 $27.44 $28.95 $30.54 $32.22 0115 Info Systems Analyst 1 506 27.19 28.69 30.27 31.94 33.70 0505 Info Systems Anal st II 522 29.47 31.09 32.80 34.60 36.50 0117 Info Systems Analyst 111 535 31.44 33.17 34.99 36.91 38.94 0118 Info Systems Analyst IV 554 34.55 36.45 38.46 40.58 42.81 Draft MEA Contract language proposal v.8. EXHIBIT A - CLASSISALARY SCHEDULE EFFECTIVE JULY 1, 2006 Job Type Description _ Pay Grade A B C D E 0212 Info Systems S ecialist 1 444 119.96 21.06 22.22 23.44 24.73 0213 Info Svstems Specialist II 463 21.94 $23.15 $24.42 $25.76 127.18 0313 Info Systems Specialist III 492 $25.36 $26.76 $28.23 $29.78 131.42 0495 Info Systems Technician 1 420 JjL73 $18.70 $19.73 $20.81 121.95 0494 Info Systems Technician II 444 119.96 $21.06 $22.22 23.44 124.73 0493 Info Systems Technician III 467 $22.39 $23.62 $24.92 $26.29 127.74 0492 Info Systems Technician IV 487 JZ4.74 126.10 $27.54 $29.05 130.65 0155 Irrigation Crewleader 501 126.53 $27.99 $29.53 $31.15 JL2.86 0357 Irrigation Specialist 443 $19.87 20.96 JZ2.11 $23.33 24.61 0359 Landscape Equip Operator 449 $20.46 21.59 $22.78 $24.03 25.35 0145 Landscape Maint Crewleader 501 26.53 27.99 JZ9.53 $31.15 32.86 0402 Landscape Maint Leadworker 465 122.16 $23.38 $24.67 $26.03 127.46 0163 Latent Fingerprint Examiner 489 24.99 $26.36 $27.81 $29.34 130.95 0164 Latent Fingerprint Exam Trainee 451 $20.66 $21.80 23.00 $24.27 25.61 0300 Legal Secretary 436 $19.19 $20.25 21.36 $22.53 23.77 0114 Librarian 469 122.63 $23.87 $25.18 $26.56 $28.02 0311 Library Clerk 377 1 11430 11509 15.92 16.80 17.72 0305 Library Clerk Specialist J1 377 $14.30 $15.09 $15.92 jj6.80 JIZ.72 0432 Library Facilities Coordinator 448 $20.36 21.48 $22.66 23.91 $25.22 0310 Library Processin Clerk 397 $15.79 $16.66 $17.58 18.55 $19.57 0451 Library Services Clerk 397 $15.79 $16.66 $17.58 $18.55 $19.57 0257 Libra Specialist 432 $18.81 $19.84 120.94 $22.08 123.29 0302 Literacy Program Specialist 469 $22.63 $23.87 $25.18 $26.56 $28.02 0392 Maint Service Worker 432 $18.81 $19.84 $20.94 $22.08 $23.29 0394 Maintenance Worker 406 $16.52 $17.43 $18.39 $19.40 $20.47 0448 Marine Equipment Mechanic 486 124.62 $25.97 $27.40 $28.91 $30.50 0344 Masonry Worker 467 $22.39 $23.62 $24.92 $26.29 $27.74 0384 Mechanic 1 439 jZ0.55 $21.68 $24.13 0348 Mechanic II 460 $21.62 $22.81 $24.06 $25.38 $26.78 0347 Mechanic III 472 $22.96 $24.22 125.55 $26.96 28.44 0206 Media Production Coordinator 459 $21.51 $22.69 $23.94 $25.26 $26.65 0380 Media Services Specialist 432 18.81 19.84 20.94 22.08 23.29 0285 Medical Claims Examiner 412 $17.00 $17.94 $18.93 $19.97 $21.07 0306 Office Assistant 1 364 113.39 $14.13 $14.91 $15.73 16.60 0304 lOffice Assistant II 401 $16.11 $17.00 17.94 $18.93 19.97 0290 Office Specialist 412 $17.00 $17.94 $18.93 119.97 $21.07 0341 Painter 467 $22.39 $23.62 $24.92 $26.29 $27.74 0378 Painter Leadworker 483 $24.26 25.59 27.00 128.48 30.05 48 Draft MEA Contract language proposal v.8. EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JULY 1. 2006 Job.,Typ'e: Description: Pam; *°Grade' a. s,A.°,_ B' C D E 0485 Paralegal 487 24.74 $26.10 $27.54 $29.05 $30.65 0153 Park Maintenance Crewleader 506 127.19 $28.69 $30.27 $31.94 133.70 0177 Parking Meter Repair Tech 460 121.62 $22.81 $24.06 $25.38 126.78 0395 Parking Meter Repair Worker 444 $19.96 121.06 22.22 $23.44 24.73 0459 Parking/Camping Crewleader 501 $26.53 $27.99 129.53 $31.15 132.86 0401 Parking/Camping Leadworker 465 122.16 $23.38 $24.67 $26.03 27.46 0455 Parking/Traffic Control Coord 453 $20.88 JZZ.03 $23.24 $24.52 $25.87 0262 Parking/Traffic Control Officr 406 JL6.52 $17.43 $18.39 $19.40 120.47 0295 Permit Technician 423 117.99 $18.98 $20.02 $21.12 122.28 0154 Pest Contti Advisor Crewleader 501 $26.53 $27.99 $29.53 $31.15 132.86 0367 Pest Control Specialist 443 $19.87 $20.96 122.11 $23.33 124.61 0136 Planning Aide 453 $20.88 $22.03 $23.24 $24.52 125.87 0342 Plumber 477 123.53 $24.82 $26.19 127.63 129.15 0197 Police Photo/Imaging Specialist 474 123.18 $24.45 $25.80 $27.22 JZ8.72 0307 Police Records Specialist 412 $17.00 JIL94 $18.93 $19.97 $21.07 0283 Police Records Supervisor 443 19.87 20.96 $22.11 $23.33 $24.61 0282 Police Records Technician 392 115.40 jj6.25 $17.14 18.08 19.07 0308 Police Services Specialist 432 $18.81 $19.84 $20.94 22.08 $23.29 0215 Police Systems Coordinator 463 123.15 $24.42 $27.18 0399 Printing Services Technician 417 $17.45 18.41 $19.42 20.49 121.62 0259 Property Officer 451 $20.66 1 21.80 23.00 24.27 25.61 0205 Public Information Specialist 487 $24.74 $26.10 $27.54 $29.05 ILO.65 0207 Public Works Plan Checker 517 28.73 30.31 31.98 33.74 35.60 0515 SCADA Coordinator 496 25.89 27.31 $28.81 $30.39 $12.06 0346 SCADA Technician 472 $22.96 $24.22 $25.55 JZ6.96 $28.44 0110 Senior -Accountant 519 29.03 30.63 32.31 34.09 35.96 0288 Senior Accounting Technician 456 121.19 22.36 $23.59 $24.89 26.26 0434 Senior Code Enforcement Officer 505 $27.06 $28.55 30.12 131.78 33.53 0171 Senior Construction Inspector 515 $28.45 30.01 $31.66 122.40 35.24 0165 Senior Crime Analyst 518 $28.87 $30.46 $32.14 $33.91 $35.78 0120 Senior Criminalist 537 $31.75 $33.50 $35.34 137.28 $39.33 0135 iSenior Deputy City Clerk 459 $21.51 $22.69 $23.94 $25.26 $26.65 0343 Senior Facilities Maint Tech 472 $22.96 $24.22 $25.55 $26.96 $28.44 0334 Senior Helicopter Maint Tech 522 $29.47 $31.09 $32.80 $34.60 $36.50 0491 Senior Info Systems Technician 501 $26.53 $27.99 $29.53 $31.15 $32.86 0188 Senior Inspector Water Constr 506 $27.19 $28.69 $30.27 $31.94 $33.70 0309 Senior Library Services Clerk 416 $17.36 $18.32 $19.33 $20.39 $21.51 0450 ISenior Library Specialist 450 20.57 $21.70 $22.89 $24.15 25.48 0363 Senior Marine Equip Mechanic 507 $27.34 $28.84 $30.43 $32.10 $33.87 0437 Senior Permit Technician 472 122.96 JZ4.22 $25.55 jZ6.96 128.44 0168 Senior Printing Services Tech 454 20.99 12214 23.36 24.64 26.00 49 Draft MEA Contract language proposal v.8. EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JULY 1, 2006 Job Type Description Pay Grade A B C D E 0265 Senior Services Assistant 351 JIZ.56 $13.25 $13.98 $14.75 115.56 0481 Senior Services Transp Coord 445 $20.06 $21.16 $22.32 $23.55 124.85 0350 Senior Vehicle Body Technician 460 21.62 $22.81 $24.06 $25.38 1 26.78 0349 Senior Wastewtr Pump Mechanic 449 $20.46 21.59 $22.78 $24.03 125.35 0396 Senior Water Meter Reader 442 $19.76 120.85 122.00 $23.21 24.49 0436 Sr Workers' Comp Claims Exam 494 125.62 $27.03 $28.52 $30.09 31.74 0338 Signs Leadworker 469 $22.63 $23.87 $25.18 $26.45 128.02 0148 Signs/Markings Crewleader 506 27.19 $28.69 $30.27 $31.94 33.70 0354 Si ns/Markin s E uip Operator 449 $20.46 $21.59 $22.78 $24.03 JZ5.35 0266 Social Worker 464 22.06 $23.27 $24.55 $25.90 27.32 0386 Stock Clerk 406 $16.52 $17.43 $18.39 $19.40 120.47 0361 Street Equip Operator 449 $20.46 $21.59 $22.78 $24.03 125.35 0150 Street Maint Crewleader 501 126.53 127.99 $29.53 $31.15 32.86 0406 Street Maint Leadworker 475 123.30 $24.58 125.93 $27.36 28.86 0478 IStreet Services Leadworker 475 123.30 $24.58 $25.93 27.36 128.86 0183 Survey Party Chief 525 $29.91 31.55 $33.28 $35.11 37.04 0174 Survey Technician 1 453 $20.88 1 JZZ.03 $23.24 $25.87 0185 Survey Technician II 469 $22.63 $23.87 $Z5.18 126.56 28.02 0195 Telecommunications Specialist 526 $30.06 $31.71 JK.45 $35.29 37.23 0203 Television Producer/Director 487 $24.74 $26.10 $27.54 $29.05 130.65 0433 Theater/Media Technician 432 11881 11984 20.94 22.08 23.29 0388 Tire Service Worker (T) 433 $18.89 1 119.93 $21.03 $22.19 23.41 0181 Traffic Engineering Technician 506 $27.19 $28.69 $30.27 $31.94 $33.70 0389 Traffic Maint Service Worker 432 $18.81 119.84 120.94 122.08 23.29 0410 Traffic Markings Leadworker 465 22.16 23.38 24.67 26.03 27.46 0140 Traffic Signal/Light Crewleader 506 JZZ.19 $28.69 $30.27 $31.94 ja3.70 0374 Traffic Signal/Light Leadworkr 490 125.10 $26.48 127.94 $29.48 In.10 0336 Traffic Signals Electrician 485 24.50 $25.85 27.27 28.77 30.35 0365 Tree Equipment Operator 449 $20.46 $21.59 $22.78 $24.03 $25.35 0460 ITrees Maint Leadworker 465 JZ2.16 IZI.38 $24.67 $26.03 $27.46 0144 Trees Maintenance Crewleader 501 $26.53 $27.99 $29.53 $31.15 $32.86 0372 Vehicle Body Re air Crewleader 488 24.86 26.23 $27.67 $29.19 $30.80 0351 Vehicle Body Technician 407 $16.61 $17.52 $18.48 $19.50 $20.57 0137 Video Engineer Supervisor 514 28.30 $29.86 131.50 $33.23 $35.06 0268 Volunteer Services Coordinator 445 $20.06 $21.16 $22.32 $23.55 $24.85 0385 Warehousekee er 453 $20.88 $22.03 12L24 24.52 JZ5.87 0362 Wastewater Equip Operator 449 20.46 $21.59 $22.78 $24.03 $25.35 0454 Wastewater Maint Service Worker 432 $18.81 $19.84 20.94 22.08 23.29 0146 Wastewater O s Crewleader 501 26.53 27.99 29.53 31.15 32.86 0404 Wastewater O s Leadworker 465 22.16 23.38 24.67 26.03 27.46 50 Draft MEA Contract lanquage proposal v.8. EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JULY 1, 2006 Job Type Description _ Pay Grade A B C D E 0387 Wastewater Pump Mechanic 444 $19.96 $21.06 $22.22 $23.44 JZ4.73 0189 Water Construction Inspector 486 124.62 $25.97 $27.40 $28.91 110.50 0151 lWater Dist Maint Crewleader 501 $26.53 $27.99 $29.53 $31.15 la2.86 0379 Water Dist Maint Leadworker 481 124.02 $25.34 $26.73 $28.20 129.75 .0147 Water Dist Meters Crewleader 501 $26.53 $27.99 $29.53 $31.15 ja2.86 0377 Water Dist Meters Leadworker 465 $22.16 $23.38 $24.67 $26.03 127.46 0364 Water Equip Operator 465 22.16 $23.38 $24.67 $26.03 127.46 0397 Water Meter Reader 426 $18.25 $19.25 $20.31 $21.43 122.61 0356 Water Meter Repair Technician 448 $20.36 $21.48 $22.66 $23.91 125.22 0152 Water Operations Crewleader 501 $26.53 $27.99 29.53 $31.15 la2.86 0371 Water Operations Leadworker 487 $24.74 126.10 $27.54 $29.05 $30.65 0156 lWater Quality Coordinator 501 $26.53 $27.99 $29.53 $31.15 JR.86 0191 Water Qualitv Technician 475 123.30 $24.58 $25.93 $27.36 28.86 0461 Water Service Worker 438 119.38 $20.45 $21.57 $22.76 124.01 0368 Water Systems Technician 1 438 $19.38 $20.45 $21.57 $22.76 $24.01 0369 Water Systems Technician II 451 20.66 $21.80 $23.00 $24.27 125.61 0370 Water Systems Technician III 471 22.83 24.09 $25.42 $26.82 $28.30 0449 Water Utility Locator 475 $23.30 $24.58 $25.93 $27.36 28.86 0202 Workers'Comp Claims Examiner 412 17.00 17.94 18.93 19.97 21.07 2003_2006 MEA MO i 1124/05 51 Draft MEA Contract language proposal v.8. EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JANUARY 1, 2007 Job Type Descri tion Pay Grade A B C D E 0111 Accountant 496 $25.89 $27.31 $28.81 $30.39 ja2.06 0286 Accounting Technician 1 423 $17.99 $18.98 $20.02 $21.12 $22.28 0287 Accounting Technician II 442 19.76 $20.85 22.00 $23.21 124.49 0294 jAccounting Technician Supervisor 471 $22.83 24.09 $25.42 $26.82 $Z8.30 0445 Admin Environmental Specialist 527 30.21 $31.87 $33.62 $35.47 JE.42 0428 Administrative Aide 492 25.36 26.76 28.23 29.78 31.42 0289 Administrative Secretary 439 19.48 20.55 21.68 22.87 24.13 0254 Alarm Services Coordinator 469 22.63 23.87 25.18 26.56 28.02 0297 Art Programs Curator 469 22.63 $23.87 $25.18 $26.56 28.02 0296 jArts Education Coordinator 442 $19.76 $20.85 $22.00 $23.21 124.49 0108 Assistant Planner 501 $26.53 $27.99 $29.53 $31.15 JaL86 0267 Assistant Social Worker 428 $18.43 $19.44 $20.51 $21.64 122.83 0358 Beach Equip Operator 454 $20.99 $22.14 $23.36 $24.64 26.00 0149 Beach Maint Crewleader 506 $27.19 $28.69 $30.27 131.94 ja3.70 0452 Beach Maint Service Worker 437 $19.28 $20.34 $21.46 $22.64 123.89 0210 Building Inspector 1 480 $23.90 25.21 $26.60 $28.06 29.60 0211 lQuilding Inspector II 500 $26.40 $27.85 29.38 $31.00 $32.70 0208 Building Inspector III 520 $29.18 JaO.78 $32.47 $34.26 136.14 0176 Building Plan Checker 1 518 $28.87 $30.46 $32.14 $33.91 $35.78 0520 Buildinq Plan Checker II 552 $34.22 $36.10 $38.09 $40.18 $42.39 0112 Bu er 493 25.49 126.89 jZ11,37 $29.93 31.58 0340 ICarpenter 472 22.96 24.22 25.55 26.96 28.44 0106 Civil En ineerin Assistant 527 30.21 31.87 33.62 35.47 37.42 0162 Civilian Check Investigator 447 20.25 21.36 22.54 23.78 25.09 0186 Code Enforcement Officer 1 448 20.36 21.48 22.66 23.91 25.22 0182 Code Enforcement Officer II 490 25.10 $26.48 JZ7,94 $29.48 $31.10 0511 Code Enforcement Tech 411 16.93 17.86 118.84 ILa.88 $ZQ.97 0335 Communications Technician 480 $23.90 $25.21 $26.60 28:06 $29.60, 0263 Community Relations Specialist 458 $21.41 122.59 $23.83 $25.14 126.52 0252 Community Svcs Rec Coordinator 479 23.76 25.07 26.45 27.91 29.45 0258 Community Svcs Rec Supervisor 502 26.65 28.12 29.67 31.30 ja3.02 0179 lComputer Drafting Technician 511 $27.89 $29.42 $31.04, $32.75 $34.55 0345 Concrete Finisher 464 22.06 23.27 124.55 125.90 127.32 0172 Construction Inspector 1 480 $26.60 $28.06 29.60 0463 Construction Inspector II 500 $26.40 1 127.85 $29.38 $31.00 $32.70 0312 Court Liaison Specialist 435 $19.091 $20.14 $21.25 22.42 23.65 0166 Crime Analyst 492 $25.36 1 $26.761 $28.23 1 $29.781 $31.42 52 Draft MEA Contract language proposal v.8. EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JANUARY 1. 2007 Job Type Description _ Pay Grade A B C D E 0255 Crime Scene Investiqator 480 $23.90 $25.21 $26.60 $28.06 $29.60 0119 Criminalist 502 $26.65 $28.12 $29.67 $31.30 133.02 0192 Cross Connection Control S ec 490 $25.10 126.48 $27.94 $29.48 31.10 0462 Crossing Guard Coordinator 458 $21.41 $22.59 $23.83 $25.14 $Z6.52 0299 Cultural Services Aide 469 $22.63 $23.87 $25.18 $26.56 128.02 0400 Custodian 416 $17.36 $18.32 $19.33 $20.39 IL1.51 0134 De ut Cit Clerk 415 $17.27 $18.22 19.22 $20.28 $21.40 0138 Development Specialist 502 $26.65 12L8.12 $29.67 $31.30 133.02 0456 Distribution Services Clerk 412 $17.00 $17.94 $18.93 $19.97 JZ1.07 0375 Electrical Leadworker 489 $24.99 $26.36 $27.81 $29.34 130.95 0339 Electrician 487 24.74 $26.10 $27.54 $29.05 30.65 0232 Emergency Medical Svcs Coord 572 $37.82 139.90 $42.09 $44.40 146.84 0198 Emerqencv Services Coordinator 542 32.56 $34.35 $36.24 $38.23 $40.33 0175 jEngineering Aide 458 $21.41 JZZ.59 $23.83 $25.14 126.52 0180 Engineering Technician 511 27.89 JZ9.42 31.04 32.75 34.55 0382 Equip Services Crewleader 512 $28.02 $29.56 31.19 $32.91 ja4.72 0142 Equip/Auto Maint Crewleader 512 jZ11.02 129.56 131.19 $32.91 $34.72 0472 E ui /Auto Maint Leadworker 493 25.49 126.89 128.37 129.93 31.58 0383 E ui ment Support Assistant 443 $19.87 $20.96 $22.11 $23.33 124.61 0143 Facilities Maint Crewleader 511 $27.89 $29.42 $31.04 132.75 $34.55 0407 Facilities Maint Leadworker 461 21.73 122.92 24.18 $25.51 $26.91 0391 Facilities Maintenance Tech 445 $20.06 $21.16 $22.32 $23.55 124.85 0398 Field Service Representative 451 20.66 $21.80 $23.00 $24.27 25.61 0260 Fire Safety Program Specialist 472 $22.96 24.22 $25.55 $26.96 28.44 0173 Fire Trainin Maintenance Tech 479 123.76 125.07 126.45 $27.91 $29.45 0204 Fire Training Media Specialist 476 23.41 24.70 2 M MAR 29.00 0470 IForensic Systems Specialist 468 22.50 JZ3.74 25.05 26.43 27.88 0178 GIS Analyst 529 $29.33 $30.94 $32.64 $34.43 36.32 0352 Grader Equip Operator 470 $22.73 $23.98 $25.30 $26.69 $28.16 0187 Graphics Admin S ecialist 448 20.36 $21.48 $22.66 $23.91 $25.22 0390 Groundsworker 411 $16.93 $17.86 $18.84 $19.88 $20.97 0190 Haz Mat Program Specialist 518 $28.87 $30.46 $32.14 $33.91 $35.78 0337 Helicopter Maintenance Tech 476 $23.41 $24.70 $26.06 $27.49 $29.00 0139 Housing Development Specialist 509 $26.53 27.99 $29.53 31.15 $32.86 0113 Human Services Program Su v 502 $26.65 $28.12 $29.67 $31.30 $33.02 0115 Info S stems Anal st 1 519 $27.89 JL9.42 31.04 32.75 JOL4.55 0505 Info Systems Anal st II 527 130.21 111.87 JL3.62 135.47 JU.42 0117 Info Systems Anal st III 540. 32.24 34.01 135.88 37.85 39.93 0118 Info Systems Analyst IV 559 $35.43 137.38 $39.44 $41.61 43.90 53 Draft MEA Contract language proposal v.8. EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JANUARY 1, 2007 Job Type Description Pay Grade A B C D E 0212 Info Systems Specialist 1 449 $20.46 jZjjq $22.78 $24.03 25.35 0213 Info Systems Specialist II 468 $22.50 jaaI4 $25.05 $26.43 27.88 0313 jInfo Systems Specialist III 497 $26.01 127.44 $28.95 $30.54 $32.22 0495 Info Systems Technician 1 425 18.17 $19.17 $20.22 $21.33 22.50 0494 Info Systems Technician II 449 $20.46 $21.59 $22.78 $24.03 125.35 0493 Info Systems Technician III 472 $22.96 $24.22 $25.55 $26.96 128.44 0492 Info Systems Technician IV 492 $25.36 126.76 $28.23 $29.78 $31.42 0155 lirrigation Crewleader 506 $27.19 $28.69 $30.27 $31.94 In.70 0357 Irrigation Specialist 448 $20.36 $21.48 $22.66 $23.91 125.22 0359 Landscape Equip Operator 454 $20.99 $22.14 $23.36 24.64 26.00 0145 Landscape Maint Crewleader 506 $27.19 $28.69 $30.27 $31.94 133.70 0402 Landscape Maint Leadworker 470 $22.73 $25.30 126.69 JZ8.16 0164 Latent Fingerprint Exam Trainee 456 $21.19 $22.36 23.59 $24.89 126.26 0163 Latent Fingerprint Examiner 494 $25.62 $27.03 $28.52 $30.09 31.74 0300 Legal Secretary "1 $19.68 20.76 $21.90 $23.10 124.37 0114 Librarian 474 $23.18 $25.80 $27.22 28.72 0311 Library Clerk 382 $14.66 $15.47 $16.32 $17.22 jj8.17 0305 Library Clerk Specialist (T) 382 114.66 15.47 $16.32 $17.22 $18.17 0432 Library Facilities Coordinator 453 $20.88 $22.03 23.24 $24.52 125.87 0310 ibrary Processin Clerk 402 U§.20 17.09 18.03 19.02 20.07 0451 Library Services Clerk 402 $16.20 $17.09 $18.03 119.02 120.07 0257 Libra Specialist 437 19.28 $20.34 $21.46 $22.64 $2.3.89 0302 Literacy Program Specialist 474 $23.18 24.45 $25.80 $27.22 $28.72 0392 Maint Service Worker 437 $19.28 $20.34 $21.46 $22.64 23.89 0394 Maintenance Worker 411 16.93 17.86 18.84 19.88 20.97 0448 Marine Equipment Mechanic 491 25.24 26.63 28.09 29.63 31.26 0344 MasonryWorker 472 22.96 24.22 25.55 26.96 28.44 0384 Mechanic 1 444 $19.96 $21.W $22.22 $23.44 124.73 0348 Mechanic II 465 $22.16 23.38 24.67 126.03 127.46 0347 Mechanic III 477 $23.53t42 26.19 27.63 29.15 0206 Media Production Coordinator 464 22.06 24.55 25.90 27.32 0380 Media Services S ecialist 437 19.28 21.46 22.64 23.89 0285 Medical Claims Examiner 417 17.45 18.41 19.42 $20.49 $21.62 0306 Office Assistant 1 369 113.72 $14.47 115.27 $16.11 117.00 0304 Office Assistant II 406 16.52 $17.43 $18.39 $19.40 120.47 0290 Office Specialist 417 $17.45 $18.41 $19.42 $20.49 $21.62 0341 Painter 472 22.96 $24.22 $25.55 $26.96 28.44 0378 Painter Leadworker 488 24.86 26.23 27.67 $Z9.19 $30.80 54 Draft MEA Contract language proposal v.8. EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JANUARY 1, 2007 Job Type Description _ Pay Grade A B C D E 0485 Paralegal 492 $25.36 $26.76 $28.23 $29.78 131.42 0153 Park Maintenance Crewleader 511 $27.89 $29.42 $31.04 $32.75 134.55 0177 IParking Meter Repair Tech 465 $22.16 $23.38 $24.67 $26.03 $27.46 0395 Parking Meter Repair Worker 449 $20.46 $21.59 $22.78 $24.03 125.35 0459 Parking/Camping Crewleader 506 $27.19 $28.69 $30.27 $31.94 ja3.70 0401 Parking/Camping Leadworker 470 $22.73 $23.98 $25.30 $26.69 28.16 0455 Parking/Traffic Control Coord 458 $21.41 $22.59 $23.83 $25.14 $26.52 0262 Parking/Traffic Control Officer 411 $16.93 17.86 $18.84 $19.88 JZQ.97 0295 Permit Technician 428 $18.43 jj9L44 $20.51 121.64 122.83 0154 Pest Contrl Advisor Crewleader 506 $27.19 $28.69 $30.27 $31.94 133.70 0367 Pest Control Specialist 448 $20.36 $21.48 $22.66 $23.91 $25.22 0136 Planning Aide 458 $21.41 $22.59 $23.83 $25.14 126.52 0342 Plumber 482 $24.13 $25.46 $26.86 $28.34 129.90 0197 Police Photo/Imaging Specialist 479 1$23.76 $25.07 $26.451 $27.91 29.45 0307 Police Records Specialist 417 $17.45 $18.41 $19.42 $20.49 $21.62 0283 Police Records Supervisor 448 $20.36 $21.48 $22.66 $23.91 125.22 0282 Police Records Technician 397 $15.79 jj.6M 11TM $18.55 119.57 0308 Police Services Specialist 437 $19.28 $20.34 $21.46 $22.64 123.89 0215 jPolice Systems Coordinator 468 22.50 $23.74 $25.05 26.43 27.88 0399 Printing Services Technician 422 $17.89 $18.87 $19.91 $21.01 1 22.17 0259 Property Officer $21.19 $22.36 $23.59 $24.89 $26.26 0205 Public Information S ecialist 492 125.36 $26.76 $28.23 $29.78 $31.42 0207 Public Works Plan Checker 522 $29.47 $31.09 $32.80 $34.60 $36.50 0515 SCADA Coordinator 501 $26.53 $27.99 $29.53 31.15 132.86 0346 SCADA Technician 477 122.53 $L4.82 JL6.19 $27.63 jZaj5 0110 Senior Accountant 524 1$29.75 $31.39 133.12 $36.861 0288 Senior Accounting Technician 461 21.73 $22.92 $24.18 $25.51 $26.71 0434 ISenior Code Enforcement Officer 510 $27.75 $29.28 $30.89 $jZ.59 34.38 0171 Senior Construction Inspector 520 129.18 $30.78 $32.47 $34.26 36.14 0165 Senior Crime Analyst 623 $29.61 $31.24 $32.96 $34.77 $36.68 0120 Senior Criminalist 542 $32.56 $34.35 $36.24 38.23 40.33 0135 Senior Deputy City Clerk 464 $22.06 $23.27 $24.55 25.90 JZZ.32 0343 Senior Facilities Maint Tech 477 JL4.82 $26.19 $27.63 $29.15 0334 Senior Helicopter Maint Tech 527 JK.21 jal.87 JL3.62 35.47 37.42 0491 Senior Info Systems Technician 506 $27.19 $28.69 $30.27 $31.94 $33.70 0188 Senior Inspector Water Constr 511 1 JL7.89 $29.42 $31.04 $32.75 34.55 0309 Senior Library Services Clerk 421 1$17.81 $18.79 $19.82 $20.91 $22.06 0450 Senior Library Specialist 455 21.10 $22.26 $23.48 $24.77 $26.13 0363 Senior Marine Equip Mechanic 512 $28.02 JZ9,.56 131.19 $32.91 $34.72 0437 Senior Permit Technician 477 23.53 $24.82 $26.191 27.63 29.15 0168 ISenior Printing Services Tech 459 121.51 22.69 23.94 25.26 $26.65 55 Draft MEA Contract language proposal v.8. EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JANUARY 1, 2007 Job Type Description Pay Grade A B C D E 0265 Senior Services Assistant 356 $12.88 $13.59 $14.34 $15.13 115.96 0481 Senior Services Transp Coord 450 $20.57 $21.70 $22.89 $24.15 125.48 0350 Senior Vehicle Body -Technician 465 $22.16 $23.38 $24.67 $26.03 127.46 0349 Senior Wastewater Pump Mechanic 454 $20.99 $22.14 $23.36 $24.64 $26.00 0396 Senior Water Meter Reader 447 1$20.25 $21.36 $22.54 $23.78 JZ5.09 0436 Senior Workers' Comp Claims Examiner 499 $26.27 $27.71 $29.23 $30.84 JaZ.54 0338 Signs Leadworker 474 $23.18 $24.45 $25.80 $27.22 128.72 0148 Sign/Markings Crewleader 511 $27.89 $29.42 $31.04 $32.75 13L4.55 0354 Signs/Markings Equip Operator 454 $20.99 $22.14 $23.36 $24.64 126.00 0266 Social Worker 469 $22.63 $23.87 $25.18 $26.56 JZ8.02 0386 Stock Clerk 411 $16.93 $17.86 $18.84 $19.88 $20.971 0361 Street Equip Operator 454 $20.99 $22.14 $23.36 $24.64 26.00 0150 Street Maint Crewleader 506 $27.19 $28.69 $30.27 $31.94 133.70 0406 Street Maint Leadworker 480 $23.90 $25.21 $26.60 $28.06 129.60 0478 Street Services Leadworker 480 $23.90 $25.21 $26.60 $28.06 129.60 0183 ISurvey Party Chief 530 $30.66 $32.35 $34.13 $36.01 137.99 0174 Survey Technician 1 458 $21.41 $22.59 23.83 JZ5,14 126.42 0185 Survey Technician II 474 1$23.18 124.45 $25.80 $27.22 $28.72 0195 Telecommunications Specialist 531 $30.82 $32.51 $34.30 $36.19 $38.18 0203 Television Producer/Director 492 ja5.36 $26.76 $28.23 29.78 31.42 0433 Theater/Media Technician 437 19.28 $20.34 $21.46 $22.64 1$23.89 0388 Tire Service Worker (T) 438 $19.38 $20.45 $21.57 $22.76 124.01 0181 Traffic Engineering Technician 511 1$27.89 $29.42 lal.04 32.75 34.55 0389 Traffic Maint Service Worker 437 $19.28 $20.34 $21.46 $22.64 23.89 0410 Traffic Markings Leadworker 470 22.73 23.98 25.30 26.69 28.16 0140 Traffic Si nal/Li ht Crewleader 511 127.89 $29.42 $31.04 $32.75 1$34.55 0374 Traffic Si nal/Li ht Leadworker 495 $25.75 27.17 $28.66 $30.24 $31.90 0336 Traffic Signals Electrician 490 $25.10 $26.48 JZZ,94 $29.48 $31.10 0365 Tree Equipment Operator 454 20.99 22.14 23.36 24.64 jL6.00 0460 Trees Maint Leadworker 470 22.73 $23.98 $25.30 126-691 $28.16 0144 ITrees Maintenance Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0372 Vehicle Body Re air Crewleader 493 $35.49 $26.89 28.37 29.93 $31.58 0351 Vehicle BodV Technician 412 $17.00 $17.94 $18.93 19.97 $21.07 0137 Video Engineer Supervisor 519 $29.03 $30.63 32.31 $34.09 35.96 0268 Volunteer Services Coordinator 450 $20.57 $21.70 $22.89 $24.15 $25.48 0385 Warehousekee er 458 21.41 22.59 $21.83 $25.14 $26.42 0362 lWastewater Equip Operator 454 $20.96 $22.14 $23.36 $24.64 $26.00 0454 Wastewater Maint Service Workr 437 $19.28 20.34 21.46 22.64 $23.89 0146 Wastewater O s Crewleader 506 $27.19 $28.691 $30.27 $31.94 $33.70 0404 Wastewater O s Leadworker 470 22.73 $23,981 $25.30 IM.69 28.16 56 Draft MEA Contract language proposal v.8. EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JANUARY 1, 2007 Job Type Description _ Pa Grade A B: C D E 0387 Wastewater Pump Mechanic 449 $20.46 $21.59 $22.78 $24.03 125.35 0189 Water Construction Inspector 491 25.24 $26.63 128.09 $29.63 jal.26 0151 Water Dist Maint Crewleader 506 27.19 28.69 $30.27 $31.94 $33.70 0379 Water Dist Maint Leadworker 486 $24.62 $25.97 $27.40 $28.91 JaO.50 0147 Water Dist Meters Crewleader 506 $27.19 $28.69 $30.27 $31.94 la3.70 0377 Water Dist Meters Leadworker 470 $22.73 $23.98 $25.30 $26.69 128.16 0364 Water Equip Operator 470 22.73 23.98 25.30 26.69 28.16 0397 Water Meter Reader 431 $18.70 $19.73 $20.82 $21.96 123.17 0356 lWater Meter Repair Technician 453 $20.88 $22.03 $23.24 $24.52 125.87 0152 Water Operations Crewleader 506 $27.19 $28.69 $30.27 $31.94 ja3.70 0371 Water Operations Leadworker 492 $25.36 $26.76 128.23 $29.78 jal.42 0156 Water Quality Coordinator $27.19 $28.69 $30.27 jal.94 la3.70 0191 Water Quality Technician 480 23.90 $25.21 $26.60 $28.06 29.60 0461 Water Service Worker 443 119.87 20.96 22.11 23.33 24.61 0368 Water Systems Technician 1 443 $19.87 20.96 $22.11 $23.33 $24.61 0369 Water Systems Technician II 456 21.19 122.36 $23.59 $24.89 126.26 0370 Water Systems Technician III 476 23.41 $24.70 26.06 $27.49 29.00 0449 Water Utility Locator 480 $23.90 $25.21 $26.60 $28.06 $29.60 0202 Workers' Comp Claims Examiner 1 417 17.45 18.41 19.42 20.49 21.62 57 Draft MEA Contract language proposal v.8. EXHIBIT B - UNIFORM POLICY A. General The Gety, oneemeRts ROW oo4nhli hed, shaG`ity shall furnish uniforms to those personnel 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 1 -cr -Employees All employees Gategorize listed in Exhibit B-1 shall wear a standard City adopted uniform. Each Department Head shall determine which employees must wear a uniform. -Uniform Listing by Category/Classification (Exhibit B-1). C. Personal Protective Equipment All personal protective equipment as related to employee job duties and responsibilities shall be provided based upon supervisor -designated need. Examples of personal protective equipment include, but may not be limited to the following: hardhats, foul weather gear, steel -toed rubber boots, steel -toed caps, wood heat resistant soles, special hazard gloves, safety glasses, face shields, ear protectors, arm and shin guards. R-1 safety vests shall be furnished to all employees having occasion to work within travel ways. D. Safety Shoes 1. Bleep-Ssafety toe shoes or boots as each assignment dictates. a. Two pair per year. b. . e b. Damaged shoes shall be turned into operating supervisor who shall authorize replacement or repair. Z EffeeGGfi fiFst e d fnl1GWiRn fe� +ifin_R+inn of � onre -�I-�a� �-,�,e t#i �r e�er�-tThe maximum amount to be reimbursed for a pair of safety shoes will not exceed two hundred and twenty-five dollars ($225.00) per pair every six months or sooner, if necessary. 3. Shoes or boots shall be purchased through designated standard outlets. 58 Draft MEA Contract language proposal v.8_ E. 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, etc. 3. To wash and provide minimum repair; i.e., buttons, small tears, etc. 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 the supervisor of the 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 supervisor of the division. F. City Responsibilities 1. To furnish funding for.the agreed uniform allowances. . 2. To report to the California Public Employees Retirement System (CaIPERS) the cost of uniforms provided as set forth in Uniform Listing by Category/Classification, Exhibit B-1, 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 and maintain one or more retail clothing outlets for the various allotments. City reserves the right to name vendor. 4. To maintain records of purchases. 59 Draft MEA Contract language proposal v.8_ G. Department Head or Designee Responsibilities 1. To ensure employee compliance with the Uniform Policy. 2. To approve replacement of deteriorated uniform components) and peFSORRel personal 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 Office. 4. To report to the Human Resources Manager any changes to the Uniform Listing by Category/Classification (Exhibit B-1). The City reserves the right to add, delete, change or modify the Uniform Listing as required. 60 Draft MEA Contract language proposal v.8. Exhibit B-1 Category of Uniform Group 1: 5 Shirts, T-Shirts and Pants, Patches, 1 Jacket PW/CS Field Issue), Group 2: 1 Blue Suit, 2 Pants/ Polo Shirts, 1 Sweater, 1 Pair Shoes Fire Group 3: 2 Blue Shirts, 3 Pants/Skirts, 1 choice Jacket/Sweater/Sweatshirt PD Group 4: 2 Polo Shirts, 2 Pants or 2 Shorts, 1 Hat CS Group 5: 5 Polo Shirts, 1 Jacket, 1 Windbreaker (not annually), 1 Hat (Inspection), Shoes PPE/Safety (for Inspectors onl not PERS reportable Group 6: 2 T-Shirts CS Group 8: 4 Battle Dress Uniform, 4 Polo Shirts, 1 Jacket, 1 Ra4esu#Rain suit PD Group 9: 4 Blue Pants, 2 Shorts, 4 Polos or Blue Shirts,1 Jacket, 1 R,a► w,�ARain suit PD Group 10: 5 Shirts, 5 Pants, Shoes PPE/Safety not PERS reportable Group 11: 3 Shirts, 3 Pants, Boots PPE/Safety not PERS reportable Group 12: 5 Polo Shirts, 3 Pants, 1 Sweatshirt or Windbreaker IS Uniform Listing by Cateciorv/Class+ftatim * Department Type ClaSSMSO&M of UCategorm ory Notes Bldg & Safety 0210 Inspector 1 5 Bldg & Safety _Building 0211 Inspector II 5 Bldg & Safety _Building 0208 Building Inspector III 5 Comm Svcs 0358 Beach Equip Operator 1 Comm Svcs 0149 Beach Maint Crewleader 1 Comm Svcs 0452 Beach Maint Service Worker 1 Comm Svcs 0252 Community Sfvcs Rec Coordinator 6 Daily wear not required. Used for special events and/or sports leagues. Frequency of use varies - seasonal from weekly to month) Comm Svcs 0258 Sfvcs Rec Supervisor 6 Daily wear not required. Used for special events and/or sports leagues. Frequency of use varies - seasonal from weekly to month) Comm Svcs _Community 0448 Marine Equipment Mechanic 1 0264 4 Comm Svcs 0177 Parking Meter Repair Tech 1 Comm Svcs 0395 Parking Meter Repair Worker 1 Comm Svcs 0459 Parking/Camping Crewleader 4 Comm Svcs 0401 Parking/Camping Leadworker 4 Comm Svcs 0363 Senior Marine Equip Mechanic 1 Comm Svcs 0265 Senior Services Assistant 6 Bus Driver only Comm Svcs Library Police 0400 Custodian 1 Comm Svcs Police 0262 Parking/Traffic Control Gf4GFOfficer 3 Fire 0232 _EmergencyMedical Srvcs Coord 2 Fire _Ernergency 0198 _EmergencyServices Coordinator 2 Daily wear not required Fire _Ernergency 0173 Fire Training Maintenance Tech 11 Fire 0190 Haz Mat Program Specialist 10 Police 0337 _Helicopter Maintenance Tech 1 61 Draft MEA Contract language proposal v.8. Department Type Class n of Lego m Notes Information Services 0492 Info Systems Technician IV 12 4 of 5 ees issued uniform; 2 in the field & 2 in radio repair shop Planning 0186 Code Enforcement Officer 1 5 Planning 0182 Code Enforcement Officer II 5 Planning 0511 Code Enforcement Tech 5 Planning 0434 Senior Code Enforcement Officer 5 Police 0263 Relations Specialist 3 Daily wear not required Police _Community 0255 Crime Scene Investigator 8 Police 0462 Guard Coordinator 9 Police _Crossing 0455 Parking/Traffic Control Coordinator 9 Police 0307 Police Records Specialist 3 In Records Division only Police 0283 Police Records Supervisor 3 Police 0282 Police Records Technician 3 Police 0308 Police Services Specialist 3 In Records Division only Police 0215 Police Systems Coordinator 3 Police 0259 Officer 9 Police _Property 0334 Senior Helicopter Maint Tech 1 Public Works 0445 Admin Environmental S ecialist 5 Public Works 0340 Carpenter 1 Public Works 0345 Concrete Finisher 1 Public Works 0172 Construction 1spst+er�� T a ;es Inspector 1 5 Public Works 0463 Construction Ins ector II 5 Public Works 0192 Cross Connection Control Spec 5 Public Works 0375 Electrical Leadworker 1 Public Works 0339 Electrician 1 Public Works 0382 Services Crewleader 1 Public Works _Equip 0142 E ui /Auto Maint Crewleader 1 Public Works 0472 Equip/Auto Maint Leadworker 1 Public Works 0383 support Assistant 1 Public Works _Equipment 0407 Facilities Maint Leadworker 1 Public Works 0391 Facilities Maintenance Tech 1 Public Works 0398 Field Service Representative 1 In Public Works only Public Works 0352 Grader Equip Operator 1 Public Works 0390 Groundsworker 1. Public Works 0155 Irrigation Crewleader 1 Public Works 0357 Irrigation Specialist 1 Public Works 0359 Equip Operator 1 Public Works _Landscape 0145 Landscape Maint Crewleader 1 Public Works 0402 Landsca a Maint Leadworker 1 Public Works 0344 Worker 1 Public Works _Masonry 0384 Mechanic 1 1 Public Works 0348 Mechanic II 1 Public Works 0347 Mechanic III 1 Public Works 0341 Painter 1 Public Works 1 0378 Painter Leadworker 1 62 Draft MEA Contract language proposal v.8. Department Type Classification ry of Lego m Notes Public Works 0153 Park Maintenance Crewleader 1 Public Works 0154 Pest Csntr'Control Advisor Crewleader 1 Public Works 0367 Pest Control Specialist 1 Public Works 0342 Plumber 1 Public Works 0515 SCADA Coordinator 5 Public Works 0346 SCADA Technician 1 Public Works 0171 Senior Construction Inspector 5 Public Works 0343 Senior Facilities Maint Tech 1 Public Works 0188 Senior Inspector Water Construction 5 Public Works 0350 Senior Vehicle Body Technician 1 Public Works 0349 Senior Wastewt#Wastewater Pump Mechanic 1 Public Works 0396 Senior Water Meter Reader 1 Public Works 0338 Leadworker 1 Public Works _Signs 0148 Signs/Markings Crewleader 1 Public Works 0354 Signs/Markings Equip Operator 1 Public Works 0361 Street Equip Operator 1 Public Works 0150 Street Maint Crewleader 1 Public Works 0406 Street Maint Leadworker 1 Public Works 0478 Street Services Leadworker 1 8346 4- Public Works 0388 Tire Service Worker T 1 Public Works 0389 Traffic Maint Service Worker 1 Public Works 0410 Traffic Markings Leadworker 1 Public Works 0336 Traffic Signals Electrician 1 Public Works 0140 Traffic Signal/Light Crewleader 1 Public Works 0374 Traffic /Si nal/Li ht Leadworkr 1 Public Works 0365 Tree Equipment Operator 1 Public Works 0460 Trees Maint Leadworker 1 Public Works 0144 Trees Maintenance Crewleader 1 Public Works 0372 Vehicle Body Repair Crewleader 1 Public Works 0351 Vehicle Body Technician 1 Public Works 0385 Warehousekee er 1 Public Works 0362 Wastewater Equip Operator 1 Public Works 0454 Wastewater Maint Service VVGFkFWorker 1 Public Works 0146 Wastewater O s Crewleader 1 Public Works 0404 Wastewater O s Leadworker 1 Public Works 0387 Wastewater Pump Mechanic 1 Public Works 0189 Water Construction Inspector 5 Public Works 0151 Water Dist Maint Crewleader 1 Public Works 0379 Water Dist Maint Leadworker 1 Public Works 0147 Water Dist Meters Crewleader 1 Public Works 0377 Water Dist Meters Leadworker 1 Public Works 0364 Water Equip Operator 1 2003_2006 MEA MO i 112405 63 Draft MEA Contract language proposal v.8_ Department Type Classification of tegorm : Notes Public Works 0397 Water Meter Reader 1 Public Works 0356 Water Meter Repair Technician 1 Public Works 0152 Water Operations Crewleader 1 Public Works 0371 Water Op erations Leadworker 1 Public Works 0461 Water Service Worker 1 Public Works 0368 Water Systems Technician 1 1 Public Works 0369 Water Systems Technician II 1 Public Works 1 0370 lWater Systems Technician III 1 Public Works 1 0449 lWater Utility Locator 1 *Note: unless otherwise indicted, uniforms are required for daily wear. 64 Draft MEA Contract language proposal v.8_ EXHIBIT C — VEHICLE USE POLICY Section 1 - Purpose The purpose of these regulations is to establish and implement City policies and procedures relative to the assignment, utilization and control of City -owned vehicles as transportation for employees who engage in official City business, to establish reimbursement procedures for privately -owned vehicles used for City business, and to clarify: the City's responsibility for damage and/or liability for private vehicles used on official City business. Section 2 - Scope These regulations cover the use of City and private vehicles. for conducting official City business and shall be applicable to all City departments and employees. Section 3 - Policy When necessary during the course of an employee's official duties, transportation or reimbursement therefore shall be provided by the City. In the event no City vehicle is available, the employee may use the personal vehicle with the approval of the Department Head. Employees authorized to drive either their own or a City -owned vehicle on official business must possess a valid California driver license for the class of vehicle they will be operating. The transportation method authorized will be determined in terms of the best interests of the City. The general program set forth in this regulation will be implemented by the City Administrator's Office upon approval of the City Council and administered by the Department Heads in accordance with the policies herein established. It is the responsibility of each Department Head to enforce the provisions of this regulation as it relates to employees of his/her department. City -owned vehicles shall only be used for official City business. City -owned vehicles shall not be driven to and kept at the employee's home or any location other than the regular work location or Corporation Yard, except as provided by this regulation. Section 4 — Vehicle Use Criteria Assigned Vehicles: A. Assigned City Vehicles may be taken home by employees whose residence is within ten (10) miles of City Hall for the uses as described below: 1. Executive use includes the City Administrator, Assistant City Administrator and Department Heads. 2. Emergency Response Units: a. Employees who are required to respond more than once per week on an average without delay in order to protect the public health, safety and property. b. Employees who are required to carry special emergency equipment in theirvehicles, which must be utilized on a regular and frequent 65 Draft MEA Contract language proposal v.8. basis. (A radio in and of itself does not constitute special emergency equipment.) 3. Continuous use outside of regular working hours -- Employees who are called back on an unscheduled basis to perform official city business outside of regular working hours more than once per week on an average and who meet one of the following criteria: a. Mileage driven on official City business exceeds an average of five hundred (500) miles per month, or b. Who regularly and frequently supervises subordinates or conducts inspections in the field, or c. Whose duties require the employee to be a way from his or her base workstation greater than fifty percent (50%) of his or her working time, on an average. B. City vehicles, which shall not be taken home, may be assigned based on meeting one of the following criteria: 1. Monthly mileage driven exceeds an average of five hundred (500) miles per month and the vehicle is used for the purpose of supervision or inspection in the field, or 2. Duties require the employee to be away from his or her work, station greater than fifty percent (50%) of his or her working time on an average. II. Reimbursement of Use of Personal Vehicle: A. Executive Use — The City Administrator, Assistant City Administrator and Department Heads. may, at their option, receive the automobile allowance as established by Resolution. B. Mileage Reimbursement -- Employees, upon authorization of their Department Head, may use theirown vehicles on official City business and shall be reimbursed at current IRS regulations while driving. on official City business. 1. Employees shall submit monthly claims for reimbursement to their Department Head on forms prescribed by the Finance Officer. 2. Employees shall not be reimbursed for commuting to and from work, except that employees who are required to attend scheduled meetings outside of normal working hours may be reimbursed for mileage required. Section 5 — Insurance Requirements All privately -owned vehicles authorized to be used on official City business shall be insured by the individual employee in the minimum amount of fifty thousand dollars ($50,000.00) public 66 Draft MEA Contract language proposal v.8. liability for any one person and one hundred thousand dollars ($100,000.00) public liability for all persons, any one accident. They must also be insured for twenty thousand dollars ($25,000.00) property damage and fifteen thousand dollars ($15,000.00) for any one uninsured motorist and thirty thousand dollars ($30,000.00) for all uninsured motorists any one accident. A current certificate of insurance must be filed with the Finance 9#serDirector. Employee private vehicle information shall be reviewed and updated annually by the respective departments. The record maintained should contain the following current information. • Name of Employee • Operator's License • Insurance Company • Driver's License Expiration Date • Insurance Policy Number • Insurance Expiration Date • Amount of Coverage It shall be the Department Head's responsibility to insure that no privately owned vehicle is operated on City business without insurance coverage and a valid operators license as required by this regulation. Clarification on City Liability on Use of Private Vehicle: In the event of damage to private vehicles, while on City business where a third parry is negligent, the employee should collect damages (including insurance deductibles) from the third party. Where the employee is negligent, the City cannot be held liable for damages to the automobile, but the City can be held responsible for liability to third parties. The City shall be responsible to such employee for the first one hundred dollars ($100.00) of comprehensive and/or collision damages suffered by such employee to the extent that such employee's personal automobile insurance policy does not cover such first one hundred dollars ($100.00) damage. The employee's insurance policy is considered as the primary coverage, and the City liability begins after the limitations of the employee's coverage is exhausted. In the event a City employee's personal vehicle is damaged due to accident/collision while being used for official City business and the employee is deprived the use thereof, the City shall furnish such employee with a vehicle during such time as is reasonably required to repair said employee's vehicle. 67 Draft MEA Contract language proposal v.8. Reference in MOU language that the brochure may be obtained from Human Resources — See Article X.A. 68 Draft MEA Contract language proposal v.8. Reference in MOU language that the brochure may be obtained from Human Resources — See Article X.A. 69 Draft MEA Contract language proposal v.8. Reference in MOU language that the brochure may be obtained from Human Resources — See Article X.A. 2003 2006 MEA MO i 1124105 70 Draft MEA Contract language proposal v.8. Reference in MOU language that the brochure may be obtained from Human Resources — See Article X.A. 71 Draft MEA Contract language proposal v.8. Reference in MOU language that the brochure may be obtained from Human Resources — See Article X.E. 72 Draft MEA Contract language proposal v.8. EXHIBIT f D— PROVISIONS OF THE RETIREE SUBSID MEDICAL SUBSIDY 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 tome of -On the date of retirement the employee has a minimum of ten (10) years of continuous full time City service or is granted an industrial disability retirement; and B. At the time of retirement, the employee is employed by the City; and C. Following official separation from the City, the employee is granted a retirement allowance by the California Public Employees' Retirement System. The City's obligation to pay the monthly premium as indicated shall be modified downward or cease during the lifetime of the retiree upon the occurrence of any one of the following: On the first of the month in which a retiree or dependent reaches age 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 monthly premiums may be adjusted downward or eliminated. Benefit coverage at age sixty five (65) under the City's medical plans shall be governed by applicable plan document. 2. In the event the Federal Government or State Government mandates an employer -funded health plan or program for retirees, or mandates that the City make contributions toward a health plan (either private or public) for retirees, the City's contribution rate as set forth in this plan shall first be applied to the mandatory plan. If there is any excess, that excess may be applied toward the City medical plan as supplemental coverage provided the retired employee pays the balance necessary for such coverage, if any. 3. 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, or 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 D. Minimum Eligibility for Benefits - With the exception of an industrial disability retirement, eligibility for benefits begin after an employee has completed ten (10) years of continuous service with the City of Huntington Beach. Said service must be continuous for ten (10) years unless prior service is reinstated at the time of his/her rehire in accordance with the City's Personnel Rules. 73 Draft MEA Contract language proposal v.8. E. 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 one dollars ($121.00). Payments shall be in accordance with the stipulations and conditions that exist for all retirees. Payment shall not exceed the dollar amount that is equal to the full cost of premium for employee only. F. Maximum Monthly Subsidy Payments - All retirees, including those retired as a result of disability whose number of continuous years of service pFiGr tG-on the date of retirement exceeds ten (10), shall be entitled to maximum monthly payment of premiums by the City for each year of completed City service as follows: Maximum Monthly Payment For Retirements After: Years of Service 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 Note: The above payment amounts may be reduced each month as dependent eligibility ceases due to death, divorce or loss of dependent child status. However, the amount shall not be reduced if such reduction would cause insufficient funds needed to pay the full premium for the employee and the remaining dependents. In the event no reduction occurs and the remaining benefit premium is not sufficient to pay the premium amount for the employee and the eligible dependents, said needed excess premium amount shall be paid by the employee. 2003_2006 flAF=n wAIni 1 112405 74 Draft MEA Contract language proposal v.8. G. 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 (65) is eligible for paid Part A of Medicare, the subsidy shall be for the retiree's Part A only. H. 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 y Medical Subsidy 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 COBRA continuation benefits .effective as of the retiree's 65th birthday. b. Dependent coverage will be eliminated upon whichever of the following occasions comes first: 1) After 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). Draft MEA Contract Language v.6. 75 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 Suzy Medical Subsidy Plan will be eliminated. 2. Retiree Subsidy Medical Subsidy Plan and COBRA participants shall be notified of non-payment of premium by means of a certified letter from pe'�.el- Human Resources in accordance with the provisions of theis Memorandums of Understanding. 3. 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. 76 Draft MEA Contract language proposal v.8. EXHIBIT dE - 9/80 WORK SCHEDULE This work schedule is known as the "9/80". The 9/80 work schedule is designed to be in compliance with the requirements of the Fair Labor Standards Act (FLSA). In the event that there is a conflict with the current rules, practices and/or procedures regarding work schedules and leave plans, then the rules listed below shall govern. 9/80 WORK SCHEDULE DEFINED The 9/80 work schedule shall be defined as working nine (9) days for eighty (80) hours in a two week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for eight (8) hours, with a scheduled lunch break 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 Administrator or designee. A. The FLSA work week for each Nfl�mployee on a 9/80 schedule shall begin and end four hours into that employee's regularly scheduled shift on the day of the week that the employee alternatively works an eight 81 hour shift and takes off. For example, MEA mployees on a 9/80 schedule who are assigned to the Civic Center shall have an FLSA work week that starts and ends four hours into the employee's regularly scheduled shift each Friday, as these employees may only have 9/80 schedules that provide for alternating Fridays off with working eight 81 hour days on Fridays. Employees may only. take their lunch break on their eight 8) hour day after first having worked four 41 hours in that shift, unless the employee receives prior approval of their supervisor, as overtime may occur in such situations. 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, M-EA employees on a 9/80 schedule assigned to the Civic Center, 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: 77 Draft MEA Contract language proposal v.8. �nnaanuooaaaaoo•onn �aaaaoonuonMa0000aa D. Schedule Changes — FLSA non-exempt employees cannot change their assigned schedules, without prior approval of their supervisor, Department Head, and the Human Resources Manager or designee. The purpose of this authorization is to review the impact on overtime. FLSA exempt employees may change their schedules at the beginning of any pay period with supervisor and Department Head approval. E. Emergencies — All employees on the 9/80 work schedule are subject to be called to work any time to meet any and all emergencies or unusual conditions which, in the opinion of the City Administrator, Department Head or designee may require such service from any of said employees. OVERTIME DEFINED FLSA Non -Exempt Employees — All non-exempt employees under the 9/80 work schedule shall earn overtime for all hours worked after the first forty (40) hours in their designated FLSA work week as required under FLSA. Employees are required to obtain supervisor authorization prior to working any overtime. 1. Overtime Compensation — As stated in MemeFandum of Understanding Article IX.C. 2. Compensatory Time —As stated in Memorandum of UndeFstandingArticle IX.C. 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 Article XI I.A.1. 2. Sick Leave —As stated in Memorandum of Understanding Article XII.A.3. 3. Bereavement Leave — As stated in Memorandum of UnderstandingArticle XII.A.4. 4. Holidays - a. If a holiday falls on an FLSA non-exempt employee's flex day off, the employee must then take the work shift before or after the holiday off with their supervisor and Department Head approval. If the employee cannot 7s Draft MEA Contract language proposal v.8. take the work shift before or after the holiday off, the employee will be credited general leave with the number of hours of the employee's regularly scheduled work shift. b. If a holiday falls on an FLSA exempt employee's flex day off, the employee must then take the work shift before or after the holiday off with supervisor and Department Head approval. FLSA exempt employees shall not be granted any administrative/general leave or any added compensation for not taking a work shift off on a scheduled holiday. 5. Jury Duty — The provisions of the Personnel Rules shall continue to apply, however, if an FLSA exempt employee is called to serve on jury duty during a the employee's flex day 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 from work, therefore, the employee will receive no added compensation. 2003 2006 MEA MQ i 1 24/05 79 Draft MEA Contract language. proposal v.8_ EXHIBIT t4 F - -4/10 WORK SCHEDULE This work schedule is known as the "4/10" work schedule. The 4/10 work schedule is designed to be in compliance with the requirements of the. Fair Labor Standards Act (FLSA). In the event that there is a conflict with the current: rules, practices and/or procedures regarding work schedules and leave plans, then the rules listed below shall govern. 4/10 WORK SCHEDULE DEFINED The 4/10 work schedule shall be defined as working four (4) days for forty (40) hours in an FLSA work week by working four (4) days at ten (10) hours per day, plus a .one -hour lunch during each work shift. The FLSA work week shall be defined as Saturday 12:00:00 a.m. to Friday 11:59:59 p.m. The 4/10 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator 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 Administrator, Department Head or designee may require such service from any of said employees. OVERTIME DEFINED FLSA Non -Exempt Employees — All non-exempt employees under the 4/10 work schedule shall earn overtime for all hours worked after the first forty (40) hours in an FLSA work week as required under FLSA. Employees are required to obtain supervisor authorization prior to working any overtime. 1. Overtime Compensation — As stated in MeMOFandum of UndeFstandingArticle IX.C. 2. Compensatory Time As stated in Memorandum of URdeFstanding- Article IX.C. 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 MemeFandum of Understanding Article XII.A.1. 1 2. Sick Leave — As stated in MeMOFandum of UndeFstanding Article XII.A.3. 2003_2006 MEA MQ i 1/24 05 80 Draft MEA Contract language proposal v.8_ 3. Bereavement Leave — As stated in - Article XII.A.4. 4. Holidays - a. If a holiday falls on an FLSA non-exempt employee's Friday off, the employee must then take the work shift before or after the holiday off with supervisor and Department Head approval. If the employee cannot take the work shift before or after the holiday off, the employee will be credited with general leave the number of hours of the employee's regularly scheduled work shift. b. If a holiday falls on an FLSA exempt employee's Friday off, the employee must then take the work shift before or after the holiday off with supervisor and Department Head approval. FLSA exempt employees shall not be granted any administrative/general leave or any added compensation for not taking a work shift off on a scheduled holiday. 5. Jury Duty — The provisions of the Personnel Rules shall continue to apply, however, if an FLSA exempt employee is called to serve on jury duty during a normal Friday off, Saturday, or Sunday, or on a GCity holiday, then the jury duty shall be considered the same as having occurred during the employees day off from work, therefore, the employee will receive no added compensation. 81 Draft MEA Contract language proposal v.8_ EXHIBIT L G AGENCY SHOP AGREEMENT LEGISLATIVE AUTHORITY The City of Huntington Beach (City) and the Huntington Beach Municipal Employees Association (Association) mutually understand and agree that in accordance with State of California law, per adoption of SB 739 (specifically, Government Code Section 3502.5), the Association will be covered by an Agency Shop. As a result of this Agency Shop Agreement between the City and the Association, and as a condition of continued employment, this Agency Shop Agreement hereby requires that all bargaining unit employees represented by the Association: 1. Elect to join the Association and pay aAssociation dues; 2. Pay an aAgency fee for representation; 3. Or with a (Religious exemption, pay a fee equal to the aAgency fee to be donated to selected charities. The following aAgency shop agreement will be implemented in conformity with California Government Code Section 3502.5 and applicable law and will be incorporated into any successor Memorandum of Understanding entered into between City and Association, unless rescinded pursuant to the terms of this agreement. ASSOCIATION DUES/AGENCY FEE COLLECTION Effective with the pay period beginning July 31, 2004, the City shall deduct Association dues, aAgency fee and (Religious exemption fees from all employees who have signed a written authorization and a copy of that authorization has been provided to the Human Resources Manager at least three weeks before that date. The authorization shall indicate whether aAssociation dues, aAgency fee or (Religious exemption fees shall be deducted and shall be jointly developed by the City and the Association. Employees who do not sign the written authorization, or whose written authorization is not provided to the Human Resources Manager at least three,weeks before the beginning of the pay period when deductions under this Agency Shop Agreement are to begin, shall be subject to the aAgency fee deduction. Employees on leave without pay or employees who earn a salary less than the Association deduction shall not have aAssociation dues, aAgency fee, or (Religious exemption fees deducted for that pay period. The aAgency fee is a fee equal to direct representation costs as determined by the Association's certified financial report. The Association shall notify the Human Resources Manager of the amount of the aAssociation dues and the aAgency fee to be deducted from the unit members' paychecks three weeks prior to the date of the first deduction and then once per year thereafter by September 1st, for implementation in the first full pay period beginning in October of each year. 82 Draft MEA Contract language proposal v.8. NEW HIRE NOTIFICATION Effective July 31, 2004, all new hires in the 43bargaining Uunit shall be informed by the Human Resources Manager or designee, at the time of hire,that an Agency Shop Agreement is in effect for their classification, by providing a copy of this agreement, the Memorandum of Understanding and a form, mutually developed between the City and the Association that outlines the employee's choices under the Agency Shop Agreement. The employee shall be provided thirty (30) calendar days from the date of hire to elect their choice and provide a signed copy of thatchoice to the Human Resources Manager. Deductions under this Agency Shop Agreement for new hires will start with the first full payroll period beginning thirty 301 days after the new hire submits his/her selection to the Human Resources Manager. The Association may request to meet with new hires at a time and place mutually agreed upon between the City and the Association. FAILURE TO PAY DUES/FEES All unit employees who choose not to become members of the Association or resign from Association membership shall be required to pay to the Association a representation service fee (the aAgency fee referenced in this Agency Shop Agreement) that represents such employee's proportionate share of the Association's cost of legally authorized representation services on behalf of unit employees in their relations with the City. Such aAgency fee shall in no event exceed the regular, periodic membership dues paid by unit employees who are members of the Association. Unit employees who change their status (from Association member to aAgency fee payer or to r-Religious exemption, or vice -versa) after the effective date of this Agency Shop Agreement shall be subject to the terms of the changed status with the first full pay period beginning thirty (30) days or more after the employee informs the Human Resources Manager of the change in writing on a form to be jointly developed by the City and the Association. RELIGIOUS EXEMPTION Any employee who is a member of a religious body whose traditional tenets or teachings include objections to joining or financially supporting employee organizations shall not be required to pay an aAgency fee, but shall pay by means of mandatory payroll deduction an amount equal to the aAgency fee to a non -religious, non -labor charitable organization exempt from taxation under Section 501(c)(3) of the Internal Revenue Code. Those fees shall be remitted by the Association to any of the non -labor, non -religious charitable organizations offered by the Association for this purpose, at the choice of the employee. 83 Draft MEA Contract language proposal v.8. To qualify for the reReligious exemption the employee must provide to the Association a written statement of objection, along with verifiable evidence of membership in a religious body as described above. The City will implement the change in status, with the first full pay period beginning thirty (30) days or more after the employee submits the appropriate form to the City to change his/her status, unless notified by the Association in writing that the requested exemption is not valid. The City shall not be made a party to any dispute arising relative to the determination of (Religious exemptions. RECORDS The Association shall keep an adequate itemized record of its financial transactions and shall make a written financial report thereof, in the form of a balance sheet certified as to accuracy by its president and treasurer or corresponding principal officer, or by a certified public accountant, available annually, to the City, to Agency Fee payers and to unit members who elect the (Religious exemption relating to this Agency Shop Agreement, within 60 days following the end of its fiscal year. All forms submitted by an employee to the City, or by the Association on behalf of an employee, shall be retained by the City in the employee's personnel file. The Human Resources Manager or designee shall provide the Association a list of all unit members with dues paying status with each aAssociation dues check remitted to the Association. This list and the aAssociation dues shall be submitted by the City to the Association within three weeks of each pay period. RESCISSION OF AGREEMENT The Agency Shop Agreement may be rescinded at any time during the period of time that the Association remains the exclusive bargaining agent for the unit employees, by a majority vote of all the employees in the bargaining unit. A request for such vote must be supported by a petition containing the signatures of at least thirty (30) percent of the employees in the unit. The election shall be by secret ballot and conducted by California State Mediation and Conciliation and in accordance with state law. INDEMNIFICATION The Association shall indemnify, defend and hold the City harmless from and against all claims and liabilities as a result of implementing and maintaining this Agency Shop Agreement. The City, and the Association recognize the right of the employees to form, join and participate in lawful activities of employee organizations and the equal alternative right of employees to refuse to join or participate in employee organization activities. 2003 2006UFEA AW-A 1 1 i2Ainfi 84 Draft MEA Contract language proposal v.8_ During the life of this agreement all unit members who choose to become members of the Association shall be required to maintain their membership in the Association in good standing, subject however, to the right to resign from membership no sooner than April 15, or later than May 15, of any year this agreement remains in effect. Any unit member may exercise the right to resign by submitting a: written notice to the Association and to the City during the resignation period on the Deduction Authorization/Change in Status form. The change in deductions from the employee's payroll will be effective with the first full pay period beginning 30 days or more after the Human Resources Manager receives the employee's written notice. The City and the Association agree that neither shall discriminate nor retaliate against any employee for the employee's participation or non -participation in any Association activity. PAYROLL DEDUCTION Effective with the pay period beginning July 31, 2004, the City will deduct from each paycheck of unit employees, and remit to the Association, the normal and regular Association dues and aAgency fees, in the timelines described as voluntarily authorized in writing by the employee, subject to the following conditions: (1) Such deductions shall be made only upon submission of a Deduction Authorization/Change in Status form to the Human Resources Manager. Said form shall be duly completed and signed by the employee. If no form is completed by the employee, the employee shall be subject to the aAgency fee. (2) The City shall not be obligated to put into effect any new, changed or discontinued deduction until the first full pay period commencing thirty (30) days or longer after such submission. Every effort will be made by the City to remit dues to the Association within three weeks of receipt. The Association agrees to indemnify and hold the City harmless against any and all suits, claims, demands and liabilities that may arise out of, or by reason of, any action that shall be taken by the City for the purpose of complying with this Section. 2003_20061 AAFEe AAni i 112405 85 Draft MEA Contract language proposal v.8. ATTACHMENT #3 RESOLUTION NO. 2 n n 6_ 3 r A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH APPROVING AND IMPLEMENTING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE HUNTINGTON BEACH MUNICIPAL EMPLOYEES' ASSOCIATION (MEA) AND THE CITY OF HUNTINGTON BEACH FOR 7/1/06 THROUGH 6/30/07 The City Council of the City of Huntington Beach does resolve as follows: The Memorandum of Understanding between the City of Huntington Beach and the Huntington Beach Municipal Employees' Association ("MEA"), a copy of which is attached hereto as EXHIBIT "A" and by reference made a part hereof, is hereby approved and ordered implemented in accordance with the terms and conditions thereof, and the City Administrator is authorized to execute this Agreement. Such Memorandum of Understanding shall be effective for the term July 1, 2006, through June 30, 2007. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 1g t h day of REVIEWED AND APPROVED: I11 Mayor APPROVED AS TO FORM: lob jC ty Attorne INITIA AND APPROVED: 602W Deputy City Admi istrator, City Services- 06-299/2606 EXHIBIT A 1 D,e, V *Z- 1,409 wir,, l� TO4.444?0.J /00 . 01006-3�� Memorandum of Understanding between Huntington Beach Municipal Employees' Association and City of Huntington Beach July 1, 2006 — June 30, 2007 MEA MOU TABLE OF CONTENTS Page PREAMBLE....................................................................................................................1 ARTICLEI — TERM OF MOU.........................................................................................1 ARTICLE II — REPRESENTATIONAL UNIT/CLASS.....................................................1 ARTICLE III — MANAGEMENT RIGHTS........................................................................ 2 ARTICLE IV — EXISTING CONDITIONS........................................................................ 3 ARTICLE V — SEVERABILITY....................................................................................... 3 ARTICLE VI — SALARY SCHEDULE............................................................................. 3 A. CLASSIFICATION AND SALARY RATES....................................................................... 3 ARTICLE VII — SPECIAL PAY....................................................................................... 4 A. EDUCATION............................................................................................................ 4 1. Tuition Reimbursement............................................................................................................... 4 B. ASSIGNMENT PAY................................................................................................... 4 1. Leadworker Differential............................................................................................................... 4 2. Shift Differential.......................................................................................................... 4 a. Afternoon Shift........................................................................................................................ 4 b. Night Shift.........................................................................................................•-------.............. 4 c. Shifts Defined ....................... 5 C. SPECIAL CERTIFICATION/SKILL PAY.......................................................................... 5 1. Bilingual Skill.........................•-----•---........................................................................................... 5 2. Shorthand Skill .........................................:.... 5 3. Building Plan Checker................................................................................................................. 5 a. Plans Examiner International Conference of Building Officials (ICBO) Certification ............. 5 b. Engineering In Training (EIT)/Associate of Arts (AA) Degree in Engineering ........................ 6 4. Water Certification.... 6 5. Process Owner Assignment Pay..............•--...............--------........................-----............-----------..... 6 ARTICLE VIII — UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT ......................... 6 A. UNIFORMS AND SAFETY SHOES............................................................................... 6 1. Safety Shoes —Cost .................................................................................................................... 6 2. Safety Glasses............................................................................................................................ 7 B. TOOL ALLOWANCE.................................................................................................. 7 C. VEHICLE USE......................................................................................................... 7 ARTICLE IX — HOURS OF WORK/OVERTIME ............................................................. 7 A. WORK SCHEDULE................................................................................................... 7 1. Pay Definitions............................................................................................................................ 8 2. Work Periods under Fair Labor Standards Act(FLSA)............................................................... 8 3. Flex Schedule and Alternative Work Schedule - Civic Center Employees ................................. 8 a. 5/40 Work Schedule............................................................................ 9 b. 9/80 Work Schedule .............. 9 MEA MOU FINAL 2006-2007 MEA MOU TABLE OF CONTENTS Page c. 4/10 Work Schedule................................................................................................. ............. 9 d. Existing Alternative Work Schedules..................................................................................... 9 B. OVERTIME/COMPENSATORY TIME.......................................................................... 10 1. FLSA Workweek and Employee Pay Period............................................................................. 10 2. Overtime.................................................................................................................................... 10 3. Work Shift that Exceeds Thirteen (13) Hours............................................................................10 C. EMPLOYEE FATIGUE.......................................................................•...................... 11 D. CALLBACK............................................................................................................ 11 E. MANDATORY STANDBY............................................................................•............. 11 F. ACTING ASSIGNMENT............................................................................................ 11 G COURT STANDBY TIME AND COURT APPEARANCE TIME ........................................... 12 ARTICLE X — HEALTH AND OTHER INSURANCE BENEFITS..................................12 A. HEALTH................................................................................................................12 B. ELIGIBILITY CRITERIA AND COST............................................................................ 12 1. City and Employee Paid Medical Insurance — Employees and Dependents ............................ 12 2. City Contributions..................................................................................................................... 13 3. Part Time Employee Contributions........................................................................................... 14 C. COBRA.............................................................................................................. 14 D. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE ............................. 15 E. LONG TERM DISABILITY INSURANCE (LTD)............................................................. 15 F. MEDICAL CASH-OUT............................................................................................. 15 G. SECTION 125 PLAN............................................................................................... 15 H. MISCELLANEOUS...................................................................................................15 5. Health Plan Over-Payments...................................................................................................... 16 1. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR THE CITY RETIREE MEDICALSUBSIDY PLAN........................................................................................ 16 J. POST-65 SUPPLEMENTAL MEDICARE COVERAGE .................................................... 17 K. HEALTH SAVINGS ACCOUNT FOR POST RETIREMENT MEDICAL INSURANCE ............... 17 ARTICLE XI — RETIREMENT.......................................................................................17 A. BENEFITS............................................................................................................. 17 1. Self -Funded Supplemental Retirement Benefit......................................................................... 17 2. Deferred Compensation............................................................................................................ 18 3. Medical Insurance for Retirees................................................................................................. 18 MEA MOU FINAL 2006-2007 MEA MOU TABLE OF CONTENTS Page B. CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM (CAL PERS) ...................... 19 1. Employee's Contribution........................................................................................................... 19 2. Two Percent at Age 55 Formula...............................................................................................19 3. Pre -Retirement Optional Settlement 2 Death Benefit............................................................... 19 4. Fourth Level of 1959 Survivor Benefits..................................................................................... 19 ARTICLE XII — LEAVE BENEFITS............................................................................... 20 A. LEAVE WITH PAY.................................................................................................. 20 1. General Leave........................................................................................................................... 20 a. Accrual..................................................................................................................................20 b. Eligibility and Approval......................................................................................................... 20 c. Conversion to Cash.............................................................................................................. 20 d. One (1) Week Minimum Vacation Requirement...................................................................21 2. City Paid Holidays..................................................................................................................... 21 b. City Observed Holiday.......................................................................................................... 21 c. Holiday Paid Time Off for Part -Time Employees................................................................. 21 d. Holiday Pay for Work on a City Observed Holiday............................................................... 22 e. Holiday Pay for Work on an Actual Holiday (Not the City Observed Date) .......................... 22 g. CalPERS Reporting of Holiday Pay..................................................................................... 22 3. Sick Leave................................................................................................................................. 22 a. Accrual..................................................................................................................................22 b. Credit.................................................................................................................................... 23 c. Usage................................................................................................................................... 23 d. Payoff at Termination........................................................................................................... 23 e. Extended Absences............................................................................................................. 23 4. Bereavement Leave.................................................................................................................. 23 5. Association Business................................................................................................................ 23 6. Jury Duty.................................................................................................................................... 23 7. Leave Benefits Entitlement........................................................................................................ 24 ARTICLE X111— CITY RULES....................................................................................... 24 ARTICLE XIV —MISCELLANEOUS.............................................................................. 24 A. GRIEVANCE ARBITRATION...................................................................................... 24 B. PROMOTIONAL PROCEDURES................................................................................. 24 1. Tie Scores................................................................................................................................. 24 2. Salary Upon Promotion............................................................................................................. 24 C. LABOR-MANAGEMENT RELATIONS COMMITTEE....................................................... 25 D. COPIES OF MOU.................................................................................................. 26 E. POSITION CLASSIFICATION ISSUES......................................................................... 26 1. Class Specifications.................................................................................................................. 26 2. Reclassification Impact.............................................................................................................. 26 F. CLASS A AND B DRIVER LICENSE FEES.................................................................. 26 iv MEA MOU FINAL 2006-2007 MEA MOU TABLE OF CONTENTS Page G. JOB SHARING....................................................................................................... 26 H. DEFERRED COMPENSATION LOAN PROGRAM.......................................................... 26 PERFORMANCE EVALUATIONS/WRITTEN REPRIMAND APPEALS ................................. 26 J. MEA LETTER OF INTRODUCTION............................................................................ 26 K. VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM GUIDELINES ..................... 27 L. DEPARTMENT OF TRANSPORTATION (DOT) RANDOM ALCOHOL AND CONTROLLED SUBSTANCETESTING............................................................................................ 27 M. UPDATE EMPLOYEE -EMPLOYER RELATIONS RESOLUTION ........................................ 27 N. REQUIRED FINGERPRINTING OF EMPLOYEES........................................................... 27 O. BEACH PARKING................................................................................................... 27 P. REASONABLE SUSPICION ALCOHOL AND CONTROLLED SUBSTANCE TESTING ............ 27 Q. MODIFIED RETURN TO WORK POLICY..................................................................... 27 ARTICLE XV — CITY COUNCIL APPROVAL.............................................................. 28 LISTOF MOU EXHIBITS............................................................................................. 29 EXHIBIT A — CLASS/SALARY SCHEDULE................................................................ 30 EXHIBIT B — UNIFORM POLICY................................................................................. 42 EXHIBIT C — VEHICLE USE POLICY.......................................................................... 49 EXHIBIT D — PROVISIONS OF THE RETIREE MEDICAL SUBSIDY PLAN ............... 52 EXHIBIT E — 9/80 WORK SCHEDULE..............................................•.......................... 56 EXHIBIT F — 4/10 WORK SCHEDULE......................................................................... 59 EXHIBIT G — AGENCY SHOP AGREEMENT.............................................................. 61 MEA MOU FINAL 2006-2007 Memorandum of Understanding between The City of Huntington Beach (hereinafter called City) and The Huntington Beach Municipal Employees' Association (hereinafter called Association or MEA) PREAMBLE 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 July 1, 2006 through June 30, 2007; and WHEREAS, the representatives of the City and the Association desire to reduce their agreements to writing, NOW THEREFORE, this Memorandum of Understanding (MOU) is made to become effective July 1, 2006 and it is agreed as follows: ARTICLE I — TERM OF MOU A. This Memorandum of Understanding shall be in effect for a term commencing on July 1, 2006 through June 30, 2007. B. This Agreement constitutes the entire Agreement of the parties with respect to improvements or changes in the salaries and monetary benefits for employees represented by the Association for the duration of this Agreement. C. Re -opener - The City and the Association specifically agree to open negotiations on a successor MOU no later than January 15, 2007. ARTICLE II — REPRESENTATIONAL UNIT/CLASS A. It is recognized that the Association is the employee organization which has the right to meet and confer in good faith with the City on behalf of permanent employees of the City within those class titles set out in Exhibit A attached hereto and incorporated herein. The term "permanent employee" herein shall be referred to as "employee" and is used only to determine entitlement to certain benefits provided by this MOU and is defined as follows; an employee that has completed or is 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. Additionally, the representation unit shall include all non -safety, non -management classifications which are created after execution of this Agreement and are not included in another representation unit or determined in accordance with the MEA MOU FINAL 2006-2007 1 MEA MOU Employer -Employee Relations Resolution to ,be more appropriately designated as Non -Associated (NA) classifications. B. Notwithstanding any other provisions of this Agreement, the City and Association agree to meet and confer by February 16, 2007 regarding review of the MEA positions listed below for proposed changes to unit representation, as well as any other position mutually agreed upon by the parties: Accounting Technician Supervisor Fire Med Coordinator Legal Secretary (Confidential Employee designation) Paralegal (Confidential Employee designation) Information Systems Analyst I through IV Senior Accountant All non-exempt classifications currently designated as Non -Associated employees and other positions as may be necessary to comply with Fair Labor Standards Act (FLSA) changes: Executive Assistant Administrative Assistant Personnel Assistant Senior Payroll Technician Payroll Technician Administrative Secretary NA ARTICLE III — MANAGEMENT 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. 2 MEA MOU FINAL 2006-2007 MEA MOU ARTICLE IV — EXISTING CONDITIONS Except as 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 Rules of the City of Huntington Beach. ARTICLE V — SEVERABILITY If any Article, Sub -Article, sentence, clause, phrase or portion of this Agreement, or the application thereof to any person, is for any reason held to be invalid or unenforceable by the decision of any court of competent jurisdiction, such decision shall not affect the validity of the remaining portions of this Agreement or its application to other persons. The City and the Association hereby agree that in the event any state or federal legislative, executive or administrative provision purports to nullify or otherwise adversely affect the wages, hours and other terms and conditions of employment contained in this Agreement or similarly purports to restrict the ability of the parties to negotiate a successor agreement, the City and the Association shall, without prejudice to either party's judicial remedies, endeavor to agree to alternative contractual provisions which are not adversely affected by said legislative, executive or administrative provision. ARTICLE VI — SALARY SCHEDULE A. Classification and Salary Rates 1. All employees shall receive a two and one-half percent (2.5%) wage increase effective the first full pay period that includes July 1, 2006, as set forth in Exhibit A attached hereto and incorporated herein by this reference. 2. All employees shall receive a two and one-half percent (2.5%) wage increase effective the first full pay period that includes January 1, 2007, as set forth in Exhibit A attached hereto and incorporated herein by this reference. 3. All employees hired after March 29, 2002 shall be required to utilize direct deposit of payroll checks. 3 MEA MOU FINAL 2006-2007 MEA MOU ARTICLE VII — SPECIAL PAY A. Education 1. Tuition Reimbursement Upon approval of the Department Head and the Human Resources Manager, employees may be compensated for courses from accredited vocational and educational institutions. Tuition reimbursement shall be limited to job related courses or job related educational degree objectives and requires prior approval by the Department Head and Human Resources Manager. Education costs shall be reimbursed to employees on a first come, first served basis for a full refund for tuition, books, parking (if a required fee) and any other required fees upon presentation of receipts. The maximum allocation for the entire bargaining unit shall be seventy five thousand dollars ($75,000) in each fiscal year period. Reimbursements shall be made when the employee presents proof to the Human Resources Manager that he/she has successfully completed the course with a grade of "C" or better; or a "Pass" if taken for credit. B. Assignment Pay 1. Leadworker Differential Any employee classified as "Leadworker" shall receive sixteen (16) ranges on the "Universal Salary Schedule" above the highest classification, which is assigned to the Leadworker to lead. 2. Shift Differential a. Afternoon Shift Employees required to work on a regular assigned shift that occurs between the hours of 4:00 PM and midnight, shall be paid a special pay equal to five percent (5%) of the employee's base hourly rate of pay (as defined in Article IX) for all work performed during said shift. b. Night Shift Employees required to work on a regularly assigned shift that occurs between midnight and 8:00 AM shall be paid a special pay equal to ten percent (10%) of the employee's base hourly rate (as defined in Article IX). 4 MEA MOU FINAL 2006-2007 MEA MOU C. Shifts Defined Employees will be considered as assigned to the afternoon shift (4:00 PM to midnight) or the night shift (midnight to 8:00 AM) when five (5) or more hours of their regularly assigned shifts occur in the afternoon or night shift as defined herein. C. Special Certification/Skill Pay 1. Bilingual Skill Employees who are required by their Department Head to use Spanish, Vietnamese, or American Sign Language skills as part of their job assignment, shall be paid an additional five -percent (5%) of their base hourly rate (as defined in Article IX) in addition to their regular bi-weekly pay. The special pay shall be effective the first full pay period following certification as verified to the Department Head in writing by the Human Resources Manager or designee. Employees may accept assignments utilizing bilingual skills in other languages on a short-term assignment with approval by the City Administrator. Such employees shall receive the additional five percent (5%) of their base hourly rate of pay (as defined in Article IX) for every bi-weekly pay period that the assignment is in effect. In order to be eligible for said compensation, employee's language proficiency will be tested and certified by the Human Resources Manager or designee. 2. Shorthand Skill Employees who have successfully passed a shorthand skill test and who are required to use shorthand regularly in their jobs shall receive additional compensation in the amount of forty-six dollars and fifteen cents ($46.15) bi- weekly. Effective with the first full pay period following ratification of this Agreement, all employees receiving Shorthand Skill Pay shall continue to receive this special pay until they promote or transfer out of any clerical occupational series. This special pay shall end with the last full pay period of eligibility in the former position. 3. Building Plan Checker a. Plans Examiner International Conference of Building Officials (ICBO) Certification Incumbents who have completed their probationary period in the class of Building Plan Checker I and II, who have attained certification as Plans Examiner by ICBO shall receive additional compensation in the amount of forty-six dollars and fifteen cents ($46.15) bi-weekly, provided that active certification is maintained. 5 MEA MOU FINAL 2006-2007 MEA MOU b. Engineering In Training (EIT) /Associate of Arts (AA) Degree in Engineerinq Incumbents in the classification of Building Plan Checker I and II, who have successfully completed the State of California examination for EIT or who have obtained an AA degree in engineering or equivalent major, shall receive additional compensation in the amount of sixty-nine dollars and twenty-three cents ($69.23) bi-weekly. 4. Water Certification The City and Association agree to meet and confer by January 31, 2007 on the classifications directly impacted by the changes in state law regarding water certification. 5. Process Owner Assignment Pay Employees performing assignments designated by the Department Head and approved by the City Administrator or designee as "Process Owner" shall be paid ten percent (10%) of the employee's base hourly rate in addition to other compensation. Effective with the first full pay period following City Council ratification of the Memorandum of Understanding, this pay shall end. All employees receiving Process Owner assignment pay prior to this date shall continue to receive this pay while they remain assigned "Process Owner." Process Owner assignments are designated by the employee's Department Head and approved by the City Administrator or his/her 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. ARTICLE VI11— UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT A. Uniforms and Safety Shoes The City's Uniform and Safety Shoe Policy shall be set forth in Exhibit B, a copy of which is attached hereto and incorporated herein by this reference, provided however, that employees represented by MEA working in the Police Department shall be issued property in accordance with the equipment issue form for the particular position to which they are assigned. 1. Safety Shoes — Cost The City shall furnish safety shoes in accordance with the procedures and guidelines as set forth in Exhibit B, provided however, that the maximum amount to be reimbursed for a pair of safety shoes will not exceed two hundred and twenty-five dollars ($225.00) per pair every six (6) months or sooner, if necessary. 6 MEA MOU FINAL 2006-2007 MEA MOU 2. Safety Glasses Prescription safety glasses shall be provided upon the approval of the Supervisor. The cost of prescription safety glasses shall not exceed two hundred ninety-nine dollars ($299.00) in each two (2) year period, or sooner if medically prescribed. B. Tool Allowance Those employees, who are required to furnish their own personal tools for use on the job, shall be provided with a tool allowance to offset a portion of the cost for said tools that are lost, stolen or broken when in use on the job. Such allowance shall be eight hundred dollars ($800.00) per year, payable in January of each year, separate from payroll checks to those employees on active duty. In the event an employee is hired or separates, his/her tool allowance for that calendar year shall be prorated on the basis of the total number of months in which he/she was employed on the first working day of the year. It is understood that the employee has the responsibility to exercise care and diligence in preventing the loss, theft and breakage of his/her personal tools. The following classifications are eligible to receive tool allowance: Equipment/Auto Maintenance Crewleader Equipment/Auto Maintenance Leadworker Helicopter Maintenance Technician Mechanic I Mechanic II Mechanic III Senior Helicopter Maintenance Technician Senior Vehicle Body Technician Tire Service Worker (T) Vehicle Body Repair Crewleader Vehicle Body Technician C. Vehicle Use The City Vehicle Use Policy is attached in Exhibit C. Approval is required by the City Administrator or designee for any City vehicle to be taken home by an employee. ARTICLE IX — HOURS OF WORK/OVERTIME A. Work Schedule It is the intent of the City to provide an opportunity for employees to select a flexible (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 Administrator or designee. MEA MOU FINAL 2006-2007 MEA MOU 1. Pay Definitions For the purpose of this Agreement, the following definitions shall apply: a. Base Hourly Rate of Pay is defined as the hourly rate of pay that is identified in Exhibit A, Salary Schedules. b. Regular Rate of Pay is defined as the base hourly rate plus (including) special pays as identified in Article VII. c. Overtime Rate of Pay is defined as the base hourly rate of pay times one and one half (1 Y2) plus (including) special pays as identified in Article VII. d. Hours of Work includes; General Leave, Holidays, Sick Leave and Compensatory Time for the purpose of calculating overtime. 2. Defined Workweek under Fair Labor Standards Act (FLSA) It is understood that the City has established a workweek for each covered employee which meets the requirements of the (FLSA) and which will not result in overtime compensation as part of a normal work schedule. Each non-exempt employee shall be assigned a designated FLSA workweek for the correct calculation of overtime. This designated workweek shall not change unless extraordinary circumstances require a change in the employee's regular work schedule due to operational need. A change in the designated FLSA workweek shall be recommended by the Department Head and approved by the Human Resources Manager. 3. Flex Schedule and Alternative Work Schedule - Civic Center Employees With Supervisor and Department Head approval employees may flex regular scheduled start times between the hours of 7:00 A.M. to 9:00 A.M. in half-hour increments (i.e. 7:00 A.M., 7:30 A.M., 8:00 A.M., 8:30 A.M., and 9:00 A.M.). Flex schedules shall not reduce service to. the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. Once a flex schedule is established, an employee shall not change that schedule until the end of the pay period, with the approval of the Department Head. Employees will have the option of working a 5/40 or 9/80 work schedule with Supervisor and Department Head approval. Employees assigned to the Police Department 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 FLSA with City Administrator approval. MEA MOU FINAL 2006-2007 MEA MOU a. 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 (1) hour unpaid lunch during each work shift, totaling a forty (40) hour workweek. The assigned 5/40 work schedule must be in compliance with the requirements of FLSA. b. 9/80 Work Schedule Civic Center Employees The 9/80 work schedule, as outlined in Exhibit E, shall be defined for all employees assigned to the Civic Center as working nine (9) days for eighty (80) hours in a two (2) week pay period by working eight (8) days at nine (9) hours per day and working one (1) day (Friday) for eight (8) hours, plus a one (1) hour unpaid lunch during each work shift, totaling forty (40) hours in each FLSA workweek. The 9/80 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. ii. Non Civic Center Employees The 9/80 work schedule, as outlined in Exhibit E, shall be defined for all employees not assigned to the Civic Center as working nine (9) days for eighty (80) hours in a two (2) week pay period by working eight (8) days at nine (9) hours per day and working one (1) day (Friday) for eight (8) hours, plus a one (1) hour unpaid scheduled lunch during each work shift, totaling forty (40) hours in each FLSA workweek. The 9/80 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. c. 4/10 Work Schedule The 4/10 work schedule, as outlined in Exhibit F, shall be defined as working four (4) ten (10) hour days each week plus a one (1) hour unpaid lunch during each work shift, totaling forty (40) hours in each FLSA workweek. The assigned 4/10 work schedule must be in compliance with the requirements of FLSA. The 4/10 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. d. Existing Alternative Work Schedules Non Civic Center employees who had an alternative work schedule (9/80 or 4/10) prior to February 1, 2003 may retain that alternative work MEA MOU FINAL 2006-2007 MEA MOU schedule. Employees assigned to Beach Operations may be required to work a 4/10 work schedule. Civic Center employees who had an alternative work schedule (9/80) prior to February 1, 2003 may revert to that alternative work schedule (9/80) in the event his/her Supervisor and/or Department Head determine that the 9/80 schedule set forth in this Article is inappropriate for the employee's classification. B. Overtime/Compensatory Time 1. FLSA Workweek and Employee Pay Period Each employee is assigned a designated workweek as a seven (7) day workweek that begins and ends based upon a defined work schedule. Each employee's pay period is a fourteen (14) day cycle that consists of two (2) consecutive workweeks. It is the policy of the City that overtime is to be used only as needed or under emergency conditions, as approved by the City Administrator or designee. 2. Overtime FLSA "non-exempt" employees shall be compensated at the Overtime Rate (in the form of pay or compensatory time) for hours worked over forty (40) hours in a workweek. 3. Work Shift that Exceeds Thirteen (13) Hours An employee who performs authorized work immediately preceding or upon completion of a regular work shift (extension of a workday) that exceeds thirteen (13) hours in a shift shall be compensated as follows: a. One and one-half (1 '/2) times the employee's regular rate of pay for all hours worked in excess of their regular workday, up to and including thirteen (13) hours in any workday, and b. Two (2) times the employee's regular rate for all hours worked in excess of thirteen (13) hours in a workday. 4. The employee's Supervisor shall determine if employee receives overtime pay or compensatory time. Consideration shall be given to effectuating the request of the employee; however, the maximum accrual for compensatory time shall be one hundred forty (140) hours. 5. Two (2) times per fiscal year an employee may cash out hours of banked compensatory time, for maximum annual cash out amount of one hundred ten (110) hours. The employee shall give payroll two (2) weeks advance notice of their decision to exercise such option. 10 MEA MOU FINAL 2006-2007 MEA MOU C. Employee Fatigue An employee who is called back to work following the end of their regularly scheduled work shift and proceeds to work more than five (5) consecutive overtime hours shall then be entitled to an eight (8) hour rest period without compensation, upon completion of the assignment. Regularly scheduled lunch periods are not considered part of this rest period. If the eight (8) hour rest period extends into the employee's next regularly scheduled work shift, the employee shall suffer no loss of pay or accrued leave as a result thereof. As far as is practicable, employees who have earned a rest period shall be relieved at the start of their regular work shift in order to take such rest period. D. Callback Employees called back to work shall be compensated a minimum of two (2) hours of overtime pay at the regular rate of pay. A Supervisor shall notify an employee, in advance, of the need to work overtime. Where overtime is worked as an extension of the workday, it shall not be considered call back. While overtime may be required to be worked, it is the City's policy to discourage the working of overtime, and to provide reasonable notification to an employee should overtime be required. An employee called back to work less than two (2) hours before their shift begins shall not be paid Call Back pay but will be paid in accordance with Article IX.C. Overtime/Compensatory Time. E. Mandatory Standbv An employee who is placed on standby status by their Supervisor shall be compensated at an hourly rate equal to 0.180 of their base hourly rate of pay for the entire period of such assignment. F. Acting Assignment If an employee is formally assigned to work in a higher classification on a temporary basis for greater than three (3) consecutive weeks, the employee shall be compensated for all hours worked in the higher classification at a rate which is at least five and one-half percent (5 1/2%) above their pay step, but such pay increase shall not exceed eleven percent (11 %) not to exceed the top step of the pay range for all hours worked in the higher classification. In the event a non- exempt employee is assigned to act in a classification that is exempt from overtime, the employee shall retain all special pays of their non-exempt classification and shall receive compensation for hours worked over forty (40) hours in the designated FLSA workweek on a hour for hour basis, at the regular rate of pay. Such pay shall be paid or credited to the employee's compensatory time off balance at the discretion of the Department Head or designee. Acting assignments are not intended to exceed six (6) months unless extraordinary circumstances warrant an extension as recommended and approved by the Human Resources Manager. Under no circumstances shall an acting assignment exceed one year nor shall it be considered a reclassification or 11 MEA MOU FINAL 2006-2007 MEA MOU a promotion Employees on acting assignment obtain no property rights in the acting assignment and may be returned to their regular position at any time. Upon promotion to an FLSA exempt classification, all compensatory time off shall be cashed out prior to promotion at the employee's current regular rate of pay in the non-exempt classification. G. Court Standby Time and Court Appearance Time An employee who is required to perform court standby duty in the performance of their official capacity with the City, shall be eligible for Court Standby Time or Court Appearance Time. An employee who is required to be on standby for a court appearance during other than their regularly scheduled work hours shall receive a minimum of three (3) hours time at their regular rate of pay for each morning and afternoon court session. In the event an employee is required to appear in court during other than their regularly scheduled work hours, the employee shall receive a minimum of three (3) hours at the overtime rate; provided however, that if such time overlaps with the employee's regularly scheduled work hours, this provision shall be limited to those hours occurring prior to or after the employee's regularly scheduled work time. A legally served subpoena or the direction of the Department Head shall be required to support the payment of Court Standby or Appearance Time. 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 Office. B. Eligibility, Criteria and Cost 1. 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. 12 MEA MOU FINAL 2006-2007 MEA MOU 2. City Contributions The contributions as detailed in Chart A below shall remain in effect until December 31, 2006. Effective January 1, 2007, the City's contribution shall increase in an amount not to exceed a twelve percent (12%) increase for medical and a five percent (5%) increase for dental or vision. In the event that these caps are exceeded, the following shall apply: a. The employee shall pay any increased amount above the City's contribution cap defined above; except, as outlined below: 1) If the City's increased medical contribution is below twelve percent (12%), the dollar value between the City's increased contribution and the value of twelve percent (12%) of the contribution cap will be applied toward any increases to dental and/or vision above the City's contribution cap of five percent (5%). 2) If the City's increased dental and/or vision contribution is below five percent (5%), the dollar value between the City's contribution and the value of five percent (5%) of the contribution cap will be applied toward any increases to medical above the City's contribution cap of twelve percent (12%). b. 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. 13 MEA MOU FINAL 2006-2007 MEA MOU Chart A - Effective January 1, 2006 through December 31, 2006: �.��. -qn.i. �l[jl,". � r% P %, '9 - 1 h' _ �(54��+ kf.ii �� 4" f',Mv��4 _{ d fq Ytn ", t�X- - ! .Y".. +'<^/��,+�5�'! 9[ • �Y'Z . , . �'b]B•' k, Y.S i ��..:. y,� _ ,�t;''`��, �.. ,�`,`�Y'ii.' c.'`Y_r,. �=S^✓ 'ham: f,�� ' 3 .a ,; 'aee-"^-'a',:�'.g'4�a .,^,�� M°P �:�, .;rn.,,'' '��'Y'. >''+s` N��:�Y �`�,�'b�."�,...d $533.10 •I"Ol��°• .�i.�';} , s �_ s. - �: d r "?ti,�',;. #'•z �,�ar°�'�';is';. i'J^ �i; ,.� �t';�w;4 �. �.� aEas., s8 " .� 'f y�:",r .�, ��'£.��'�.Y �'��:�e%" ' y!-gk"' a �,...,'¢e,�t�%�..'�•-'+`A ,.��S�"�a "' .� -s¢ EE ONLY $302.52 $398.19 $263.77 $24.87 $61.67 $22.81 EE + 1 $659.00 $1,152.49 $841.91 $577.68 $42.29 $115.16 $22.81 EE + 2 OR MORE $853.54 $1,495.47 $1,043.26 $759.67 $64.67 $151.78 $22.81 F ' �xP" 6jAS G' r ° j6 -� 3. 4v'E -/.g- .. f .,+✓r L rt %gt ` Y i»i'"* "baj .� k .��^' n -1�,e iz:.�3e^:+;y �� 3:. ;, 3,aGw.. '� vSz»:.E-1.". 1� ' .'�_ ti��- >�� 'P�. ,' 5.� .!„,"!.'; :r'iS5! •- "'%ta,�2 s'�_ _, ..:+Y :._„' i EE ONLY $302.52 $533.10 $398.19 $263.77 $23.48 $56.80 $22.31 EE + 1 $659.00 $1,052.74 $838.27 $574.11 $39.95 $106.65 $22.31 EE + 2 OR MORE $848.86 $1,299.43 $972.76 $744.59 $61.07 $143.42 $22.31 p,..:'4'�`Q�%�: .��!.." z Y�,,-;ax�.�}z (�I�+Lfi� ��f� :•WTC.-,,.v �drC�>�� '�„ ��°;-•''��[#�.��;{e..i«tS��,``'°F''",ea�, 'tf'�i`- c�k°�'�'"„` 7✓�f�k H- EE ONLY $0.00 $0.00 $0.00 $0.00 $1.39 $4.88 $0.50 EE + 1 $0.00 $99.75 $3.64 $3.58 $2.34 $8.52 $0.50 EE + 2 OR MORE $4.68 $1�ry9�x6�.04 $70.50 $15.08 $3.60 $8.36 $0.50 8 BSC IIG-1 BSCLOW, _ 15E#2 4Delta . . - ; <;za�, r• � �-:v--'�' � T �I I�;PPt)+`f' . �� ,�.,' i"'�1i:.?I^V :C" - �P= ==;i7M0 � ,n.E:'� ':=.':r',: i'fs'dyi»' EE ONLY $0.00 $0.00 $0.00 $0.00 $0.64 $2.25 $0.23 EE + 1 $0.00 $46.04 $1.68 1 $1.65 $1.08 $3.93 $0.23 EE + 2 OR MORE $2.16 $90.48 $32.54 1 $6.96 $1.66 $3.86 $023 3. Part Time Employee Contributions Part-time employees hired after July 1, 2006, shall receive a pro -rated amount of ' the City's contribution rate as established for full-time employees based on the employee's work schedule, either fifty percent (50%) for half-time (1/2) or seventy-five percent (75%) for three-quarter time (3/4). 4. Employee payroll deductions shall be made on a pre-tax basis. 5. The dental insurance maximum coverage is two thousand dollars ($2,000.00) per year. C. COBRA Employees who terminate their employment with the City and their dependent(s) shall have any and all the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) benefits as well as Cal -COBRA (AB1401) to which the law entitles them. 14 MEA MOU FINAL 2006-2007 MEA MOU D. Life and Accidental Death and Dismemberment Insurance Each employee shall be provided with fifty -thousand dollars ($50,000.00) of life insurance and fifty -thousand dollars ($50,000.00) of accidental death and dismemberment insurance coverage paid for by the City. Each employee shall have the option, at his/her own expense, to purchase additional amounts of life insurance and accidental death and dismemberment insurance to the extent provided by the City's current providers. E. Long Term Disability Insurance (LTD) The City shall provide for each employee at the City's expense a long term disability insurance plan comparable to the Group Disability Insurance Plan in effect on February 1, 1995. Such plan shall be modified effective November 21, 1988. The parties agree to exclude the first year of job related illness or injury from coverage on condition that the plan provides for a coordination with Sick Leave, General Leave and holidays which is satisfactory to the Association. A copy of the LTD insurance plan may be obtained from the Human Resources Office. F. Medical Cash -Out An employee who is covered by a medical program outside of a City provided program (evidence of which must be supplied to Human Resources), may elect to discontinue City medical coverage and receive ninety-two dollars and thirty- one cents ($92.31) bi-weekly to deposit into their deferred compensation account or any other pre-tax program offered or approved by the City. If the pre-tax contribution is not permitted by any applicable Internal Revenue Service (IRS) code or regulation, an equivalent payment will be made payable as compensation on a bi-weekly basis and shall be taxable. G. Section 125 Plan This plan allows employees to use pre-tax salary deductions to pay for regular childcare, adult dependent care and/or unreimbursed medical expenses. H. Miscellaneous 1. Nothing in this Article shall be deemed to restrict the City's right to change insurance carriers or self -fund should circumstance warrant. City shall, however, notify the Association of any proposed change and allow the Association an opportunity to review any proposed change and make recommendations to the City. 2. Nothing in this Article shall be deemed to obligate the City to improve the benefits outlined in this Article. 3. When the City grants an employee leave without pay for reason of medical disability, the City shall continue to contribute its share of the employee's insurance premiums, pursuant to Article X.B.2. for the time the employee is in a non -pay status for the length of said leave not to exceed twenty-four 15 MEA MOU FINAL 2006-2007 MEA MOU (24) months. The City shall provide timely written notification of employee rights under this Article and the LTD Plan and will assist the employee in processing LTD claims so that undue delay in receiving LTD payments is avoided. 4. 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 benefits available for employees. 5. Health Plan Over -Payments Employees shall be responsible for accurately reporting changes in the status of dependent(s), which affect their eligibility for health plan coverage ninety (90) days after the date of such status change. The City shall use its best efforts to advise all employees of their obligation to report changes in the status of dependent(s), which affect their eligibility. If an employee fails to report a status change that affects eligibility within ninety (90) days, the City shall have the right to recover any premiums paid by the City, on behalf of ineligible dependents. Recovery of such overpayments shall be made as follows: a. The employee's bi-weekly salary warrant shall be reduced by one- half (1/2) of the amount of the bi-weekly overpayment. Such reduction shall continue until the entire amount of the overpayment is recovered. b. The City shall be entitled to recover a maximum of twelve (12) months premium overpayments. Neither the employee nor the dependent shall be liable to the City other than as provided herein. 1. Retiree Medical Coverage for Retirees Not Eligible for the City Retiree Medical Subsides Employees who retire from the City after January 1, 2004 and are granted a retirement allowance by the California Public Employees Retirement System (CaIPERS) and are not eligible for the City's Retiree Medical Subsidy 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 CaIPERS and are not eligible for the City's Retiree Medical Subsidy Plan and choose not to participate in City sponsored medical insurance, upon retirement permanently lose eligibility for this insurance. 16 MEA MOU FINAL 2006-2007 MEA MOU However, if a retiree who is not eligible for the City's Retiree Medical Subsidy Plan chooses not to participate in a City sponsored medical insurance plan 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). J. Post-65 Supplemental Medicare Coverage Retirees who are participating in the Retiree Medical Subsidy 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 a City sponsored medical insurance plan that is supplemental to Medicare. A retiree or qualified dependent must choose to participate in a City sponsored medical insurance plan that is 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 a City sponsored medical insurance plan that is 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 a City sponsored medical insurance plan that is supplemental to Medicare, permanently lose eligibility for this insurance. K. Health Savings Account for Post Retirement Medical Insurance The City shall implement a health savings account plan, during the term of the Agreement, for the purpose of allowing the opportunity for employees to voluntarily fund qualified post medical retirement health expenses. ARTICLE XI — RETIREMENT A. Benefits 1. Self -Funded Supplemental Retirement Benefit Employees hired prior to December 27, 1997 are eligible for the Self - Funded Supplemental Retirement Benefit, which provides that: a. In the event a PERS member elects Option #2 (Section 21456) or Option #3 (Section 21457) of the Public Employees' Retirement law, the City shall pay the difference between the employee's elected option and the unmodified allowance which the retiree would have received for his/her life alone. This payment shall be made only to the 17 MEA MOU FINAL 2006-2007 MEA MOU retiree and shall be payable by the City during the life of the member, and upon that retiree's death, the City's 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 (Note: The Options provide that the allowance is payable to the retiree until his/her death, and then either the entire allowance ([Option #2] or one- half (1/2) of the allowance [Option #31 is paid to the beneficiary for life). b. Employees hired on or after December 27, 1997 shall not be eligible for this benefit referenced in A.1.a. herein above. 2. Deferred Compensation Any employee who contributes one dollar ($1.00) or more per pay period to his/her deferred compensation account shall receive an employer contribution in the amount of five dollars and fifty cents ($5.50) per pay period to the employee's deferred compensation account, medical insurance premiums or other City provided or approved pre-tax program. If an employee elects that the five dollars and fifty cents ($5.50) be contributed to medical insurance premiums, such election shall only be made during an announced open enrollment period. 3. Medical Insurance for Retirees a. Upon retirement, whether service or disability, each employee shall have the following options in regards to medical insurance under City sponsored plans: 1) With no change in benefits, retirees can stay in any of the plans offered by the City, at the retiree's own expense, for the maximum time period allowed by federal law (COBRA), state law (Cal -COBRA) or 2) Retirees may participate in the Retiree Medical Subsidy Plan, attached hereto as Exhibit D, as amended, or the Health Maintenance Organization (HMO) plan currently being offered to retirees, based upon the eligibility requirements described in Exhibit D. 3) The value of any unused earned leave benefits may be transferred to deferred compensation at 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. 18 MEA MOU FINAL 2006-2007 MEA MOU B. California Public Employees' Retirement System (CaIPERS) 1. Employee's Contribution Each employee covered by this Agreement shall be reimbursed an amount equal to seven percent (7%) of the employee's base salary as a pickup of the employee's contribution to the CaIPERS. The above CaIPERS pickup is not base salary, but is done pursuant to Section 414 (h)(2) of the Internal Revenue Code. 2. Two Percent at Age 55 Formula Employees shall be covered by the two percent at age 55 formula (2% @ 55) as identified in Government Code Section 21354. 3. Pre -Retirement Optional Settlement 2 Death Benefit Employees shall be covered by the Pre -Retirement Optional Settlement 2 Death Benefit as identified in Government Code Section 21548. 4. Fourth Level of 1959 Survivor Benefits Employees shall be covered by the Fourth Level of the 1959 Survivor Benefit as identified in Government Code Section 21574. 19 MEA MOU FINAL 2006-2007 MEA MOU ARTICLE XII — LEAVE BENEFITS A. Leave With Pay 1. General Leave a. Accrual Employees accrue leave at the accrual rates outlined below. General Leave may be used for any purpose, including vacation, Sick Leave, and personal leave. Years of Full -Time Three -Quarter One -Half Time Service Time First through 176 Hours 132 Hours 88 Hours Fourth Year Fifth through 200 Hours 150 Hours 100 Hours Ninth Year Tenth through 224 Hours 168 Hours 112 Hours Fourteenth Year Fifteenth Year 256 Hours 192 Hours 128 Hours and Thereafter b. 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 hire date anniversary. Employees shall not be 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. Employees may not use their General Leave to advance their separation date on retirement or other separation from employment. C. Conversion to Cash Two (2) times during each fiscal year, each employee shall have the option to convert into a cash payment or deferred compensation up to a total of one hundred -twenty (120) hours of accrued General Leave per fiscal year. The value of each hour of conversion is at the employee's current base hourly rate of pay, as reflected in Exhibit A. The employee shall give payroll two (2) weeks advance notice of their decision to exercise such option. 20 MEA MOU FINAL 2006-2007 MEA MOU d. One (1) Week Minimum Vacation Requirement Employees in the following positions, or their reclassified equivalent, in the Office of the City Treasurer or the Finance Department, shall take a minimum of one (1) week (i.e., five (5) consecutive workdays) paid vacation each calendar year: Office of the City Treasurer - Accounting Technician I; Accounting Technician II; Senior Accounting Technician; Accounting Technician Supervisor; Field Service Representative Finance Department - Senior Accountant (responsible for bank reconciliation) 2. City Paid Holidays a. Full-time employees shall be compensated for the employee's regularly scheduled work shift for the following holidays: 1. New Year's Day 2. Martin Luther King Day (third Monday in January) 3. President's Day (third Monday in February) 4. Memorial Day (last Monday in May) 5. Independence Day (July 4) 6. Labor Day (first Monday in September) 7. Veteran's Day (November 11) 8. Thanksgiving Day (fourth Thursday in November) 9. The Friday after Thanksgiving 10. Christmas Day (December 25) Any day declared by the President of the United States to be a national holiday or by the Governor of the State of California to be a state holiday and adopted as an employee holiday by the City Council of Huntington Beach. b. City Observed Holiday - Holidays which fall on Sunday shall be observed the following Monday, and those falling on Saturday shall be observed the preceding Friday. c. Holiday Paid Time Off for Part -Time Employees Half-time (1/2) or three quarter -time (3/4) employees shall have the holiday paid as time off with a pro -rated amount of hours, respectively for the holidays listed above in Article XI1.2.A. . 21 MEA MOU FINAL 2006-2007 MEA MOU d. Holiday Pa v For Work on a City Observed Holiday In the event an employee is assigned to work on the City observed holiday, in addition to being paid for the holiday at the employee's regular rate of pay, whether it is or is not the employee's regularly scheduled workday, the employee shall be paid for working the holiday at the regular rate of pay. unless FLSA overtime provisions apply, meaning the employee will be paid over time. e. Holiday Pay for Work on an Actual Holiday (Not the Citv Observed Date) An employee who works on the actual holiday as listed in Article XI1.2.A. 1-10, in addition to being paid for the holiday at the employee's regular rate of pay, the employee shall be compensated at the overtime rate. f. An employee who is assigned or required to work on both the City observed holiday date and on the actual date that the holiday falls, shall only be paid for one City holiday (as applicable per section E. or F. above). g. CalPERS Reporting of Holiday Pav Employees who are required to work on a holiday observed by the City, either on the date observed by the City or on the date that the actual holiday falls as a part of their regular work schedule, shall have their holiday pay reported to CalPERS. Classifications eligible for this CalPERS reporting are: Beach Equipment Operator, Beach Maintenance Crewleader, Beach Maintenance Worker, Crime Scene Investigator, Parking/Camping Crewleader, Parking/Camping Leadworker, Parking Meter Repair Technician, Parking Meter Repair Worker, Parking Control Officer, Police Records Supervisor, Police Records Technician, Custodian assigned to the Police Department, Police Records Specialists assigned to the Records Bureau, Police Service Specialists assigned to the Records Bureau and Police Systems Coordinator. h. If an employee is scheduled to work a holiday and will lose that holiday time due to their General Leave bank having reached the maximum cap of six hundred forty (640) hours, at the employee's request, the employee may cash out the part of their holiday time they will lose. 3. Sick Leave a. Accrual No employee shall accrue Sick Leave. 22 MEA MOU FINAL 2006-2007 MEA MOU b. Credit Employees hired prior to March 30, 2002 shall be credited with their Sick Leave accrued as of March 29, 2002. c. Usage Employees may use accrued Sick Leave for the same purposes for which it was used prior to March 30, 2002. d. Payoff at Termination Upon termination, all employees shall be paid, at their current salary rate, for twenty-five percent (25%) of unused, earned Sick Leave from four hundred and eighty (480) hours through seven hundred and twenty (720) hours, and for fifty percent (50%) of all unused, earned Sick Leave in excess of seven hundred and twenty (720) hours. e. Extended Absences Sick Leave shall not be used to extend absences due to work related (industrial) injuries or illnesses. 4. Bereavement Leave Employees shall be entitled to bereavement leave not to exceed three (3) work shifts 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, stepgrandfather, 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. 5. Association Business An allowance of eight hundred (800) hours per year shall be established for the purpose of allowing duly authorized representatives of the Association to conduct lawful Association activities. The parties agree to meet and confer during the term of the Agreement to establish guidelines for use of Association Business time. 6. Jury Duty Employees who are regularly scheduled to work on swing or graveyard shifts as defined in Article VII.B.2. shall be placed on a day shift if they are required to appear for jury duty or selection for a period of more than one day. 23 MEA MOU FINAL 2006-2007 MEA MOU 7. Leave Benefits Entitlement The City shall comply with all state and federal leave benefit entitlement laws. An eligible employee on an approved leave shall be allowed to use earned Sick Leave, General Leave, and/or Compensatory Time for serious and non -serious family or personal health issues. For more information on employee leave options, contact the Human Resources Division. ARTICLE XIII — CITY RULES 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. ARTICLE XIV —MISCELLANEOUS A. Grievance Arbitration Any grievance as defined and described in Rules 19 and 20 of the City Personnel Rules (Resolution No. 3960), shall be settled in accordance with the procedures set forth in said Rules except that the parties to the grievance may, by mutual agreement, submit the grievance to a neutral arbitrator whose decision shall be final and binding on the parties. The arbitrator shall be selected by the parties from listings of and pursuant to the rules of the American Arbitration Association. This procedure, if adopted by the parties, shall be in lieu of Step 5 of Rule 19, or Step 4 of Rule 20, and the fees charged by the arbitrator or hearing officer and court reporter shall be paid equally, fifty-fifty (50-50) by the City and the Association. B. Promotional Procedures 1. Tie Scores When promotions are to be made, and two or more employees are found to be equal as a result of promotional examinations conducted by the City, the employee with the greatest length of service with the City shall receive the promotion. 2. Salary Upon Promotion Upon promotion, an employee shall be compensated at the same step in the salary range for his/her new classification, subject to the following provisions: a. Except for the employee shall upon promotion. provisions of sub -paragraphs b and c below, no receive greater than eleven percent (11 %) increase MEA MOU FINAL 2006-2007 24 MEA MOU b. If "A" Step of the classification upon promotion is greater than eleven percent (11 %) increase, the employee shall be compensated at "A" step upon promotion. c. If the employee would be eligible for a step increase within eleven (11) months of the date of promotion in his/her classification before promotion, then the Human Resources Manager may authorize an increase greater than eleven percent (11 %) upon promotion. C. Labor -Management Relations Committee The City and MEA participate in a Labor -Management Relations Committee as follows: 1. The Association and the City recognize that the participation of employees in the formulation and implementation of personnel policy and practices affects their well-being and the efficient administration of the Government. The parties further recognize that the entrance into a formal agreement with each other is but one act of joint participation, and that the success of a labor-management relationship is further assured if a forum is available and used to communicate with each other. The parties therefore agree to the structure of Labor -Management Relations Committees (LMRC) for the purpose of exchanging information and the discussion of matters of concern or interest to each of them, in the broad area of working conditions, wages and hours. 2. The City of Huntington Beach shall have an LMRC. The formation of this LMRC shall not serve as the basis for reopening the meet and confer process to modify this MOU. 3. The LMRC shall meet monthly. The City shall be represented by the City Administrator (or designee), the Human Resources Manager (or designee), and Department Heads. Four (4) representatives at these meetings shall represent the Association. 4. The City agrees that any meeting conducted under this Article shall be conducted in facilities furnished by the City, and Association representatives shall be released from their duties at work to attend the LMRC. 5. The parties shall exchange agenda items five (5) workdays before each scheduled LMRC meeting described in this section. Matters not on the agenda may be discussed by mutual consent. If either party timely forwards an agenda, the meeting will be held. 25 MEA MOU FINAL 2006-2007 MEA MOU D. Copies of MOU The City agrees to print this Memorandum of Understanding for each employee requesting a copy. E. Position Classification Issues 1. Class Specifications The City shall send the Association a copy of each new job description approved for classifications within the representation unit. 2. Reclassification Impact It is not the intention of the City to demote or layoff an employee through reclassification. Prior to imposing a Y-rating, or layoff resulting from classification reviews, the City agrees to meet and confer with Association representatives. F. Class A and B Driver License Fees The City shall reimburse employees for costs associated with obtaining and renewing Class A and Class B driver licenses where required by the City for the position. G. Job Sharinq The City shall direct the Labor -Management Relations Committee (LMRC) to review the feasibility of developing and implementing a Job Sharing Program. H. Deferred Compensation Loan Program Employees may utilize this program, under which employees may borrow up to fifty percent (50%) of their deferred compensation funds for critical needs such as medical costs, college tuition, or purchase of a home. Performance EvaluationsM/ritten Reprimand Appeals Employees may appeal the results of a performance evaluation or written reprimand. Such appeals shall be initiated through the appropriate chain of command (which may include the LMRC) and any decision made by the Department Head shall be considered final. J. MEA Letter of Introduction A one -page letter of introduction from MEA, and of MEA's choosing, regarding the benefits and purpose of joining the MEA, will be included in all MEA eligible new employee orientation packets. 26 MEA MOU FINAL 2006-2007 MEA MOU K. Voluntary Catastrophic Leave Donation Program Guidelines The City and Association agree to meet and confer during the term of the Agreement to develop and implement Voluntary Catastrophic Leave Donation Program Guidelines. L. Department of Transportation (DOT) Random Alcohol and Controlled Substance Testing During the term of the Agreement, the City and the Association agree to meet and confer to update the policy in accordance with law. M. 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. N. Required Fingerprinting of Employees The City requires that all employees who are hired, transferred, or promoted to positions 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 hired, transferred or promoted into positions with oversight responsibilities for senior citizens or oversight responsibilities for confidential, and or sensitive documents or equipment. O. Beach Parkinq Employees may purchase a City beach parking pass at the Senior discount rate. P. Reasonable Suspicion Alcohol and Controlled Substance Testing 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. The policy to implement such testing shall be established by the City and the Association during the term of the Agreement. Q. 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. 27 MEA MOU FINAL 2006-2007 MEA MOU ARTICLE XV — CITY COUNCIL APPROVAL It is the intent of the City and Association that this Memorandum of Understanding represents an "Agreement" between the undersigned within the meaning of Section 8-2 of the Huntington Beach Employer -Employee Relations Resolution; however, this Memorandum of Understanding is of no force or effect whatsoever unless 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 19th day of June, 2006. Huntington Beach City of Huntington Beach Municipal Employees' Association By: By: Penn ulbreth-Graft, DPA r Elisabeth Bodine MEA President XW By: By: , Z/� Bob Hall William Davis Deputy City Administrator Chief Negotia or U 1), By: i By: 1�, Renee Mayne J ofif H. Vot V1 olle Chie Negotia or KfA Acting Vice -President By: By: I a Youss h ail Bapdhe H an Resources Manager ME argaining m ttee By: By: Aennifef Lampman I feiiy tle Negotiations Team Member MEA mrgaining C mmittee By: i By: ` urchi i liam Appl e Negotiations Team Member MEA Bargain' g Committee APPROVED AS TO FORM: v �ennifer . McGrath nun �ity Attorney 2s MEA MOU FINAL 2006-2007 MEA LIST OF MOU EXHIBITS a "EXI (BITS ..';:g�.:2r -, t:? t5a:-,7 z � SUBJECT p ..+R d53 �. '� � .a{.f�.ii� :L�c�Zix` s. ., iFl,. �>i�i°�.'��Y•�'is A Class/Salary Schedule B Uniform Policy B-1 Uniform Listing by Category/Class C Vehicle Use Policy D Provisions of the Retiree Medical Subsidy Plan E 9/80 Work Schedule F 4/10 Work Schedule G Agency Shop Agreement MEA MOU FINAL 2006-2007 29 EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JULY 1, 2006 MAW 0111 Accountant 491 $25.24 $26.63 $28.09 $29.63 $31.26 0286 Accounting Technician 1 418 $17.55 $18.51 $19.53 $20.60 $21.73 0287 Accounting Technician II 437 $19.28 $20.34 $21.46 $22.64 $23.89 0294 Accounting Technician Supervisor 466 $22.28 . $23.51 $24.80 $26.16 $27.60 0445 Admin Environmental Specialist 522 $29.47 $31.09 $32.80 $34.60 $36.50 0428 Administrative Aide 487 $24.74 $26.10 $27.54 $29.05 $30.65 0289 Administrative Secretary 434 $19.00 $20.04 $21.14 $22.30 $23.53 0254 Alarm Services Coordinator 464 $22.06 $23.27 $24.55 $25.90 $27.32 0297 Art Programs Curator 464 $22.06 $23.27 $24.55 $25.90 $27.32 0296 Arts Education Coordinator 437 $19.28 $20.34 $21.46 $22.64 $23.89 0108 Assistant Planner 496 $25.89 $27.31 $28.81 $30.39 $32.06 0267 Assistant Social Worker 423 $17.99 $18.98 $20.02 $21.12 $22.28 0358 Beach Equip Operator 449 $20.46 $21.59 $22.78 $24.03 $25.35 0149 Beach Maint Crewleader 501 $26.53 $27.99 $29.53 $31.15 $32.86 0452 Beach Maint Service Worker 432 $18.81 $19.84 $20.94 $22.08 $23.29 0210 Building Inspector 1 475 $23.30 $24.58 $25.93 $27.36 $28.86 0211 Building Inspector II 495 $25.75 $27.17 $28.66 $30.24 $31.90 0208 Building Inspector III 515 $28.45 $30.01 $31.66 $33.40 $35.24 0176 Building Plan Checker 1 513 $28.17 $29.72 $31.35 $33.07 $34.89 --0520-BLlilding Plan Checker II 547 $33.36 $35.20 $37.14 $39.18 $41.34 _ 0112 Bu er 488 $24.86 $26.23 $27.67 $29.19 $30.80 0340 Carpenter 467 $22.39 $23.62 $24.92 $26.29 $27.74 0106 Civil Engineering Assistant 522 $29.47 $31.09 $32.80 $34.60 $36.50 0162 Civilian Check Investigator 442 $19.76 $20.85 $22.00 $23.21 $24.49 0186 Code Enforcement Officer 1 443 $19.87 $20.96 $22.11 $23.33 $24.61 0182 Code Enforcement Officer II 485 $24.50 $25.85 $27.27 $28.77 $30.35 0511 Code Enforcement Tech 406 $16.52 $17.43 $18.39 $19.40 $20.47 0335 Communications Technician 475 $23.30 $24.58 $25.93 $27.36 $28.86 0263 Community Relations Specialist 453 $20.88 $22.03 $23.24 $24.52 $25.87 0252 Communit Svcs Rec Coordinator 474 $23.18 $24.45 $25.80 $27.22 $28.72 0258 -Community Svcs Rec Supervisor 497 $26.01 $27.44 $28.95 $30.54 $32.22 0179 Computer Drafting Technician 506 $27.19 $28.69 $30.27 $31.94 $33.70 0345 Concrete Finisher 459 $21.51 $22.69 $23.94 $25.26 $26.65 0172 Construction Inspector 1 475 $23.30 $24.58 $25.93 $27.36 $28.86 0463 Construction Inspector 11 495 $25.75 $27.17 $28.66 $30.24 $31.90 0312 jCourt Liaison Specialist 430 1 $18.61 $19.63 $20.71 $21.85 $23.05 0166 Crime Analyst 487 $24.74 $26.10 $27.54 $29.05 $30.65 MEA MOU FINAL 2006-2007 30 EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JULY 1, 2006 0255 Crime Scene Investigator 475 $23.30 $24.58 $25.93 P $27.36 $28.86 0119 Criminalist 497 $26.01 $27.44 $28.95 $30.54 $32.22 0192 Cross Connection Control Spec 485 $24.50 $25.85 $27.27 $28.77 $30.35 0462 Crossing Guard Coordinator 453 $20.88 $22.03 $23.24 $24.52 $25.87 0299 Cultural Services Aide 464 $22.06 $23.27 $24.55 $25.90 $27.32 0400 Custodian 411 $16.93 $17.86 $18.84 $19.88 $20.97 0134 De ut City Clerk 410 $16.84 $17.77 $18.75 $19.78 $20.87 0138 Development Specialist 497 $26.01 $27.44 $28.95 $30.54 $32.22 0456 Distribution Services Clerk 407 $16.61 $17.52 $18.48 $19.50 $20.57 0375 Electrical Leadworker 484 $24.39 $25.73 $27.14 $28.63 $30.20 0339 Electrician 482 $24.13 $25.46 $26.86 $28.34 $29.90 0232 Emergency Medical Svcs Coord 567 $36.88 $38.91 $41.05 $43.31 $45.69 0198 Emergency Services Coordinator 537 $31.75 $33.50 $35.34 $37.28 $39.33 0175 En ineerin Aide 453 $20.88 $22.03 $23.24 $24.52 $25.87 0180 Enaineerina Technician 506 $27.19 $28.69 $30.27 $31.94 $33.70 0382 Equip Services Crewleader 507 $27.34 $28.84 $30.43 $32.10 $33.87 0142 Equip/Auto Maint Crewleader 507 $27.34 $28.84 $30.43 $32.10 $33.87 0472 Equip/Auto Maint Leadworker 488 $24.86 $26.23 $27.67 $29.19 $30.80 0383 Equipment Support Assistant 438 $19.38 $20.45 $21.57 $22.76 $24.01 0143 Facilities Maint Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0407 Facilities Maint Leadworker 456 $21.19 $22.36 $23.59 $24.89 $26.26 0391 Facilities Maintenance Technician 440 $19.57 $20.65 $21.79 $22.99 $24.25 0398 Field Service Representative 446 $20.16 $21.27 $22.44 $23.67 $24.97 0260 Fire Safety Program Specialist 467 $22.39 $23.62 $24.92 $26.29 $27.74 0173 Fire Training Maintenance Tech 474 $23.18 $24.45 $25.80 $27.22 $28.72 0204 Fire Training Media Specialist 471 $22.83 $24.09 $25.42 $26.82 $28.30 0470 Forensic Systems Specialist 463 $21.94 $23.15 $24.42 $25.76 $27.18 0178 GIS Analyst 516 $28.59 $30.16 $31.82 $33.57 $35.42 0352 Grader Equip Operator 465 $22.16 $23.38 $24.67 $26.03 $27.46 0187 Graphics Admin Specialist 443 $19.87 $20.96 $22.11 $23.33 $24.61 0390 Groundsworker 406 $16.52 $17.43 $18.39 $19.40 $20.47 0190 Haz Mat Program Specialist 513 $28.17 $29.72 $31.35 $33.07 $34.89 0337 Helicopter Maintenance Tech 471 $22.83 $24.09 $25.42 $26.82 $28.30 0139 Housing Development Specialist 496 $25.89 $27.31 $28.81 $30.39 $32.06 0113 Human Services Program Su yr 497 $26.01 $27.44 $28.95 $30.54 $32.22 0115 Info Systems Analyst 1 506 $27.19 $28.69 $30.27 $31.94 $33.70 0505 Info Systems Analyst II 522 $29.47 $31.09 $32.80 $34.60 $36.50 0117 Info Systems Analyst III 1 535 $31.44 $33.17 $34.99 $36.91 $38.94 0118 Info Systems Analyst IV 1 554 $34.55 $36.45 $38.46 $40.58 $42.81 31 MEA MOU FINAL 2006-2007 EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JULY 1, 2006 I ME 11, op's = 0212 Info Systems Specialist 1 444 $19.96 $21.06 $22.22 $23.44 $24.73 0213 Info Systems Specialist II 463 $21.94 $23.15 $24.42 $25.76 $27.18 0313 Info Systems Specialist III 492 $25.36 $26.76 $28.23 $29.78 $31.42 0495 Info Systems Technician 1 420 $17.73 $18.70 $19.73 $20.81 $21.95 0494 Info Systems Technician II 444 $19.96 $21.06 $22.22 $23.44 $24.73 0493 Info Systems Technician III 467 $22.39 $23.62 $24.92 $26.29 $27.74 0492 Info Systems Technician IV 487 $24.74 $26.10 $27.54 $29.05 $30.65 0155 Irrigation Crewleader 501 $26.53 $27.99 $29.53 $31.15 $32.86 0357 Irrigation Specialist 443 $19.87 $20.96 $22.11 $23.33 $24.61 0359 Landscape Equip Operator 449 $20.46 $21.59 $22.78 $24.03 $25.35 0145 Landscape Maint Crewleader 501 $26.53 $27.99 $29.53 $31.15 $32.86 0402 Landscape Maint Leadworker 465 $22.16 $23.38 $24.67 $26.03 $27.46 0163 Latent Fingerprint Examiner 489 $24.99 $26.36 $27.81 $29.34 $30.95 0164 Latent Fingerprint Exam Trainee 451 $20.66 $21.80 $23.00 $24.27 $25.61 0300 Legal Secretary 436 $19.19 $20.25 $21.36 $22.53 $23.77 0114 Librarian 469 $22.63 $23.87 $25.18 $26.56 $28.02 0311 Library Clerk 377 $14.30 $15.09 $15.92 $16.80 $17.72 0305 Library Clerk Specialist T 377 $14.30 $15.09 $15.92 $16.80 $17.72 0432 Library Facilities Coordinator 448 $20.36 $21.48 $22.66 $23.91 $25.22 0310 -Library Processing Clerk 397 $15.79 $16.66 $17.58 $18.55 $19.57 0451_ Lib ary Services Clerk 397 $15.79 $16.66 $17.58 $18.55 $19.57 0257 -Library Specialist 432 $18.81 $19.84 $20.94 $22.08 $23.29 0302 Literacy Program Specialist 469 $22.63 $23.87 $25.18 $26.56 $28.02 0392 Maint Service Worker 432 $18.81 $19.84 $20.94 $22.08 $23.29 0394 Maintenance Worker 406 $16.52 1 $17.43 $18.39 $19.40 $20.47 0448 Marine Equipment Mechanic 486 $24.62 1 $25.97 $27.40 $28.91 $30.50 0344 Masonry Worker 467 $22.39 $23.62 $24.92 $26.29 $27.74 0384 Mechanic 1 439 $19.48 $20.55 $21.68 $22.87 $24.13 0348 Mechanic II 460 $21.62 $22.81 $24.06 $25.38 $26.78 0347 Mechanic 111 472 $22.96 $24.22 $25.55 $26.96 $28.44 0206 Media Production Coordinator 459 $21.51 $22.69 $23.94 $25.26 $26.65 0380 Media Services Specialist 432 $18.81 $19.84 $20.94 $22.08 $23.29 0285 Medical Claims Examiner 412 $17.00 $17.94 $18.93 $19.97 $21.07 0306 Office Assistant 1 364 $13.39 $14.13 $14.91 $15.73 $16.60 0304 Office Assistant II 401 $16.11 $17.00 $17.94 $18.93 $19.97 0290 Office Specialist 412 $17.00 $17.94 $18.93 $19.97 $21.07 0341 Painter 467 $22.39 $23.62 $24.92 $26.29 $27.74 0378 Painter Leadworker 483 $24.26 $25.59 $27.00 $28.48 $30.05 32 MEA MOU FINAL 2006-2007 EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JULY 1, 2006 �1. 0485 Paralegal 487 $24.74 $26.10 $27.54 $29.05 $30.65 0153 Park Maintenance Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0177 Parking Meter Repair Tech 460 $21.62 $22.81 $24.06 $25.38 $26.78 0395 Parking Meter Repair Worker 444 $19.96 $21.06 $22.22 $23.44 $24.73 0459 Parking/Camping Crewleader 501 $26.53 $27.99 $29.53 $31.15 $32.86 0401 Parking/Camping Leadworker 465 $22.16 $23.38 $24.67 $26.03 $27.46 0455 Parking/Traffic Control Coord 453 $20.88 1 $22.03 $23.24 $24.52 $25.87 0262 Parking/Traffic Control Officr 406 $16.52 $17.43 $18.39 1 $19.40 $20.47 0295 Permit Technician 423 $17.99 $18.98 $20.02 $21.12 $22.28 0154 Pest Control Advisor Crewleader 501 $26.53 $27.99 $29.53 $31.15 $32.86 0367 Pest Control Specialist 443 $19.87 $20.96 $22.11 $23.33 $24.61 0136 Planning Aide 453 $20.88 $22.03 $23.24 $24.52 $25.87 0342 Plumber 477 $23.53 $24.82 $26.19 $27.63 $29.15 0197 Police Photo/imagingPhoto/imaging Specialist 474 $23.18 $24.45 $25.80 $27.22 $28.72 0307 Police Records Specialist 412 $17.00 $17.94 $18.93 $19.97 $21.07 0283 Police Records Supervisor 443 $19.87 $20.96 $22.11 $23.33 $24.61 0282 Police Records Technician 392 $15.40 $16.25 $17.14 $18.08 $19.07 0308 Police Services Specialist 432 $18.81 $19.84 $20.94 $22.08 $23.29 0215 Police Systems Coordinator 463 $21.94 $23.15 $24.42 $25.76 $27.18 0399 Printing Services Technician 417 $17.45 $18.41 $19.42 $20.49 $21.62 0259 Property Officer 451 $20.66 $21.80 $23.00 $24.27 $25.61 0205 Public Information Specialist 487 $24.74 $26.10 $27.54 $29.05 $30.65 0207 Public Works Plan Checker 517 $28.73 $30.31 $31.98 $33.74 $35.60 0515 SCADA Coordinator 496 $25.89 $27.31 $28.81 $30.39 $32.06 0346 SCADA Technician 472 $22.96 $24.22 $25.55 $26.96 $28.44 0110 Senior Accountant 519 $29.03 $30.63 $32.31 $34.09 $35.96 0288 Senior Accounting Technician 456 $21.19 $22.36 $23.59 $24.89 $26.26 0434 Senior Code Enforcement Officer 505 $27.06 $28.55 $30.12 $31.78 $33.53 0171 Senior Construction Inspector 515 $28.45 $30.01 $31.66 $33.40 $35.24 0165 Senior Crime Analyst 518 $28.87 $30.46 $32.14 $33.91 $35.78 0120 Senior Criminalist 537 $31.75 $33.50 $35.34 $37.28 $39.33 0135 Senior Deputy City Clerk 459 $21.51 $22.69 $23.94 $25.26 $26.65 0343 Senior Facilities Maint Tech 472 $22.96 $24.22 $25.55 $26.96 $28.44 0334 Senior Helicopter Maint Tech 522 $29.47 $31.09 $32.80 $34.60 $36.50 0491 Senior Info Systems Technician 501 $26.53 $27.99 $29.53 $31.15 $32.86 0188 Senior Inspector Water Constr 506 $27.19 $28.69 $30.27 $31.94 $33.70 0309 Senior Library Services Clerk 416 $17.36 $18.32 $19.33 $20.39 $21.51 0450 Senior Library Specialist 450 $20.57 $21.70 $22.89 $24.15 $25.48 0363 Senior Marine Equip Mechanic 507 $27.34 $28.84 $30.43 $32.10 $33.87 0437 Senior Permit Technician 472 $22.96 $24.22 $25.55 $26.96 $28.44 0168 Senior Printing Services Tech 454 $20.99 $22.14 $23.36 $24.64 $26.00 33 MEA MOU FINAL 2006-2007 EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JULY 1, 2006 0265 Ew" Senior Services Assistant 351 '§' Of AE'. $12.56 "' 3�R/ $13.25 $13.98 $14.75 WN $15.56 0481 Senior Services Transp Coord 445 $20.06 $21.16 $22.32 $23.55 $24.85 0350 Senior Vehicle Body Technician 460 $21.62 $22.81 $24.06 $25.38 $26.78 0349 Senior Wastewtr Pump Mechanic 449 $20.46 $21.59 $22.78 $24.03 $25.35 0396 Senior Water Meter Reader 442 $19.76 $20.85 $22.00 $23.21 $24.49 0436 Sr Workers'Comp Claims Exam 494 $25.62 $27.03 $28.52 $30.09 $31.74 0338 Signs Leadworker 469 $22.63 $23.87 $25.18 $26.45 $28.02 0148 Signs/Markings Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0354 Signs/Markings Equip Operator 449 $20.46 $21.59 $22.78 $24.03 $25.35 0266 Social Worker 464 $22.06 $23.27 $24.55 $25.90 $27.32 0386 Stock Clerk 406 $16.52 $17.43 $18.39 $19.40 $20.47 0361 Street Equip Operator 449 $20.46 $21.59 $22.78 $24.03 $25.35 0150 Street Maint Crewleader 501 $26.53 $27.99 $29.53 $31.15 $32.86 0406 Street Maint Leadworker 475 $23.30 $24.58 $25.93 $27.36 $28.86 0478 Street Services Leadworker 475 $23.30 1 $24.58 $25.93 $27.36 $28.86 0183 Survey Party Chief 525 $29.91 $31.55 $33.28 $35.11 $37.04 0174 Survey Technician 1 453 $20.88 $22.03 $23.24 $24.52 $25.87 0185 Survey Technician II 469 $22.63 $23.87 $25.18 $26.56 $28.02 0195 Telecommunications Specialist 526 $30.06 $31.71 $33.45 $35.29 $37.23 0203 Television Producer/Director 487 $24.74 $26.10 $27.54 $29.05 $30.65 0433 Theater/Media Technician 432 $18.81 $19.84 $20.94 $22.08 $23.29 0388 Tire Service Worker T 433 $18.89 1 $19.93 $21.03 $22.19 $23.41 0181 Traffic Engineering Technician 506 $27.19 $28.69 $30.27 $31.94 $33.70 0389 Traffic Maint Service Worker 432 $18.81 $19.84 $20.94 $22.08 $23.29 0410 Traffic Markings Leadworker 465 $22.16 $23.38 $24.67 $26.03 $27.46 0140 Traffic Signal/Light Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0374 Traffic Signal/Light Leadworkr 490 $25.10 $26.48 $27.94 $29.48 $31.10 0336 Traffic Signals Electrician 485 $24.50 $25.85 $27.27 $28.77 $30.35 0365 Tree Equipment Operator 449 $20.46 $21.59 $22.78 $24.03 $25.35 0460 Trees Maint Leadworker 465 $22.16 $23.38 $24.67 $26.03 $27.46 0144 Trees Maintenance Crewleader 501 $26.53 $27.99 $29.53 $31.15 $32.86 0372 Vehicle Body Repair Crewleader 488 $24.86 $26.23 $27.67 $29.19 $30.80 0351 Vehicle Body Technician 407 $16.61 $17.52 $18.48 $19.50 $20.57 0137 Video Engineer Supervisor 514 $28.30 $29.86 $31.50 $33.23 $35.06 0268 Volunteer Services Coordinator 445 $20.06 $21.16 $22.32 $23.55 $24.85 0385 Warehousekee er 453 $20.88 1 $22.03 $23.24 $24.52 $25.87 0362 Wastewater Equip Operator 449 $20.46 $21.59 $22.78 $24.03 $25.35 0454 Wastewater Maint Service Worker 432 $18.81 $19.84 $20.94 $22.08 $23.29 0146 Wastewater O s Crewleader 501 $26.53 $27.99 $29.53 $31.15 $32.86 0404 Wastewater O s Leadworker 465 $22.16 $23.38 $24.67 1 $26.03 $27.46 34 MEA MOU FINAL 2006-2007 EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JULY 1, 2006 Dcrp g a, 0387 Wastewater Pump Mechanic 444 $19.96 $21.06 $22.22 $23.44 $24.73 0189 Water Construction Inspector 486 $24.62 $25.97 $27.40 $28.91 $30.50 0151 Water Dist Maint Crewleader 501 $26.53 $27.99 $29.53 $31.15 $32.86 0379 Water Dist Maint Leadworker 481 $24.02 $25.34 $26.73 $28.20 $29.75 0147 Water Dist Meters Crewleader 501 $26.53 $27.99 $29.53 $31.15 $32.86 0377 Water Dist Meters Leadworker 465 $22.16 $23.38 $24.67 $26.03 $27.46 0364 Water Equip Operator 465 $22.16 $23.38 $24.67 $26.03 $27.46 0397 Water Meter Reader 426 $18.25 $19.25 $20.31 $21.43 $22.61 0356 Water Meter Repair Technician 448 $20.36 $21.48 $22.66 $23.91 $25.22 0152 Water Operations Crewleader 501 $26.53 $27.99 $29.53 $31.15 $32.86 0371 Water Operations Leadworker 487 $24.74 $26.10 $27.54 $29.05 $30.65 0156 Water Quality Coordinator 501 $26.53 $27.99 $29.53 $31.15 $32.86 0191 Water Quality Technician 475 $23.30 $24.58 $25.93 $27.36 $28.86 0461 Water Service Worker 438 $19.38 $20.45 $21.57 $22.76 $24.01 0368 Water Systems Technician 1 438 $19.38 $20.45 $21.57 $22.76 $24.01 0369 Water Systems Technician II 451 $20.66 1 $21.80 $23.00 $24.27 $25.61 0370 Water Systems Technician III 471 $22.83 $24.09 $25.42 $26.82 $28.30 0449 Water Utility Locator 475 $23.30 $24.58 $25.93 $27.36 $28.86 0202 Workers'Comp Claims Examiner 412 $17.00 $17.94 $18.93 $19.97 $21.07 35 MEA MOU FINAL 2006-2007 EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JANUARY 1, 2007 r 0111 Accountant 496 $25.89 $27.31 $28.81 $30.39 $32.06 0286 Accounting Technician 1 423 $17.99 $18.98 $20.02 $21.12 $22.28 0287 Accounting Technician II 442 $19.76 $20.85 $22.00 $23.21 $24.49 0294 Accounting Technician Supervisor 471 $22.83 $24.09 $25.42 $26.82 $28.30 0445 Admin Environmental Specialist 527 $30.21 $31.87 $33.62 $35.47 $37.42 0428 Administrative Aide 492 $25.36 $26.76 $28.23 $29.78 $31.42 0289 Administrative Secretary439 $19.48 $20.55 $21.68 $22.87 $24.13 0254 Alarm Services Coordinator 469 $22.63 $23.87 $25.18 $26.56 $28.02 0297 Art Programs Curator 469 $22.63 $23.87 $25.18 $26.56 $28.02 0296 Arts Education Coordinator 442 $19.76 $20.85 $22.00 $23.21 $24.49 0108 Assistant Planner 501 $26.53 $27.99 $29.53 $31.15 $32.86 0267 Assistant Social Worker 428 $18.43 $19.44 $20.51 $21.64 $22.83 0358 Beach Equip Operator 454 $20.99 $22.14 $23.36 $24.64 $26.00 0149 Beach Maint Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0452 Beach Maint Service Worker 437 $19.28 $20.34 $21.46 $22.64 $23.89 0210 Building Inspector 1 480 $23.90 $25.21 $26.60 $28.06 $29.60 0211 Building Inspector II 500 $26.40 $27.85 $29.38 $31.00 $32.70 0208 Building Inspector III 520 $29.18 $30.78 $32.47 $34.26 $36.14 0176 Building Plan Checker 1 518 $28.87 $30.46 $32.14 $33.91 $35.78 0520 Building Plan Checker II 552 $34.22 $36.10 $38.09 $40.18 $42.39 0112 Buyer 493 $25.49 $26.89 $28.37 $29.93 $31.58 0340 Carpenter 472 $22.96 $24.22 $25.55 $26.96 $28.44 0106 Civil Engineering Assistant 527 $30.21 $31.87 $33.62 $35.47 $37.42 0162 Civilian Check Investigator 447 $20.25 $21.36 $22.54 $23.78 $25.09 0186 Code Enforcement Officer 1 448 $20.36 $21.48 $22.66 $23.91 $25.22 0182 Code Enforcement Officer II 490 $25.10 $26.48 $27.94 $29.48 $31.10 0511 Code Enforcement Tech 411 $16.93 $17.86 $18.84 $19.88 $20.97 0335 Communications Technician 480 $23.90 $25.21 1$26.60 $28.06 $29.60 0263 Community Relations Specialist 458 $21.41 $22.591 $23.83 $25.14 $26.52 0252 Community Svcs Rec Coordinator 479 $23.76 $25.07 1 $26.45 $27.91 $29.45 0258 Community Svcs Rec Supervisor 502 $26.65 $28.12 $29.67 $31.30 $33.02 0179 Computer Drafting Technician 511 $27.89 $29.42 $31.04 $32.75 $34.55 0345 Concrete Finisher 464 $22.06 $23.27 $24.55 $25.90 $27.32 0172 Construction Inspector 1 480 $23.90 $25.21 $26.60 $28.06 $29.60 0463 Construction Inspector II 500 $26.40 $27.85 $29.38 $31.00 $32.70 0312 Court Liaison Specialist 435 $19.09 $20.14 $21.25 $22.42 $23.65 0166 Crime Analyst 492 $25.36 $26.76 $28.23 $29.78 $31.42 36 MEA MOU FINAL 2006-2007 EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JANUARY 1, 2007 a 'Mm_. .. 0255 Crime Scene Investigator 480 $23.90 $25.21 $26.60 $28.06 $29.60 0119 Criminalist 502 $26.65 $28.12 $29.67 $31.30 $33.02 0192 Cross Connection Control Spec 490 $25.10 $26.48 $27.94 $29.48 $31.10 0462 Crossing Guard Coordinator 458 $21.41 $22.59 $23.83 $25.14 $26.52 0299 Cultural Services Aide 469 $22.63 $23.87 $25.18 $26.561 $28.02 0400 Custodian 416 1$17.36 $18.32 $19.33 $20.39 $21.51 0134 Deputy City Clerk 415 $17.27 $18.22 $19.22 $20.28 $21.40 0138 Development Specialist 502 $26.65 $28.12 $29.67 $31.30 $33.02 0456 Distribution Services Clerk 412 $17.00 $17.94 $18.93 $19.97 $21.07 0375 Electrical Leadworker 489 $24.99 $26.36 $27.81 $29.34 $30.95 0339 Electrician 487 $24.74 $26.10 $27.54 $29.05 $30.65 0232 Emergency Medical Svcs Coord 572 $37.82 $39.90 $42.09 $44.40 $46.84 0198 Emergency Services Coordinator 542 $32.56 $34.35 $36.24 $38.23 $40.33 0175 Engineering Aide 458 $21.41 $22.59 $23.83 $25.14 $26.52 0180 Engineering Technician 511 $27.89 $29.42 1$31.04 $32.75 $34.55 0382 Equip Services Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72 0142 Equip/Auto Maint Crewleader 512 $28.02 $29.56 $31.19 $32.91 $34.72 0472 Equip/Auto Maint Leadworker 493 $25.49 $26.89 $28.37 $29.93 $31.58 0383 Equipment Support Assistant 443 $19.87 $20.96 $22.11 $23.33 $24.61 0143 Facilities Maint Crewleader 511 $27.89 $29.42 $31.04 $32.75 $34.55 0407 iFacilities Maint Leadworker 461 $21.73 $22.92 $24.18 $25.51 $26.91 0391 Facilities Maintenance Tech 445 $20.06 $21.16 $22.32 $23.55 $24.85 0398 Field Service Representative 451 $20.66 $21.80 $23.00 $24.27 $25.61 0260 Fire Safety Program Specialist 472 $22.96 $24.22 $25.55 $26.96 $28.44 0173 Fire Training Maintenance Tech 479 $23.76 $25.07 $26.45 $27.91 $29.45 0204 Fire Training Media Specialist 476 $23.41 $24.70 $26.06 $27.49 $29.00 0470 Forensic Systems Specialist 468 $22.50 $23.74 $25.05 $26.43 $27.88 0178 GIS Analyst 521 $29.33 $30.94 $32.64 $34.43 $36.32 0352 Grader Equip Operator 470 $22.73 $23.98 $25.30 $26.69 $28.16 0187 Graphics Admin Specialist 448 $20.36 $21.48 $22.66 $23.91 $25.22 0390 Groundsworker 411 $16.93 $17.86 $18.84 $19.88 $20.97 0190 Haz Mat Program Specialist 518 $28.87 $30.46 $32.14 $33.91 $35.78 0337 Helicopter Maintenance Tech 476 $23.41 $24.70 $26.06 $27.49 $29.00 0139 Housing Development Specialist 501 $26.53 $27.99 $29.53 $31.15 $32.86 0113 Human Services Program Su v 502 $26.65 $28.12 1$29.67 $31.30 $33.02 0115 Info Systems Analyst 1 511 $27.89 $29.42 $31.04 $32.75 $34.55 0505 Info Systems Analyst II 527 $30.21 $31.87 $33.62 $35.47 $37.42 0117 Info Systems Analyst 111 540 $32.24 $34.01 $35.88 $37.85 $39.93 0118 Info Systems Analyst IV 559 $35.43 $37.38 $39.44 $41.61 $43.90 37 MEA MOU FINAL 2006-2007 EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JANUARY 1, 2007 0212 ' of ',.-%9 Info Systems Specialist 1 '''£f,,; •% �_-,'"4se�f� rY �� s i ;� 9 0 1` 449 $20.46 $21.59 $22.78 $24.03 $25.35 0213 Info Systems Specialist II 468 $22.50 $23.74 $25.05 $26.43 $27.88 0313 Info Systems Specialist 111 497 $26.01 $27.44 $28.95 $30.54 $32.22 0495 Info Systems Technician 1 425 $18.17 $19.17 $20.22 $21.33 $22.50 0494 Info Systems Technician II 449 $20.46 $21.59 $22.78 $24.03 $25.35 0493 Info Systems Technician III 472 $22.96 $24.22 $25.55 $26.96 $28.44 0492 Info Systems Technician IV 492 $25.36 $26.76 $28.23 $29.78 $31.42 0155 Irrigation Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0357 Irrigation Specialist 448 $20.36 $21.48 $22.66 $23.91 $25.22 0359 Landscape Equip Operator 454 $20.99 $22.14 $23.36 $24.64 $26.00 0145 Landscape Maint Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0402 Landscape Maint Leadworker 470 $22.73 $23.98 $25.30 $26.69 $28.16 0164 Latent Fingerprint Exam Trainee 456 $21.19 $22.36 $23.59 $24.89 $26.26 0163 Latent Fingerprint Examiner 494 $25.62 $27.03 $28.52 $30.09 $31.74 0300 Legal Secretary 441 $19.68 $20.76 $21.90 $23.10 $24.37 0114 Librarian 474 $23.18 $24.45 $25.80 $27.22 $28.72 0311 Library Clerk 382 $14.66 $15.47 $16.32 $17.22 $18.17 0305 Library Clerk Specialist T 382 $14.66 $15.47 $16.32 $17.22 $18.17 0432 Library Facilities Coordinator 453 $20.88 $22.03 $23.24 $24.52 $25.87 0310 Library Processing Clerk 402 $16.20 $17.09 $18.03 $19.02 $20.07 0451 Library Services Clerk 402 $16.20 $17.09 $18.03 $19.02 $20.07 0257 Library Specialist 437 $19.28 $20.34 $21.46 $22.64 $23.89 0302 Literacy Program Specialist 474 $23.18 $24.45 $25.80 $27.22 $28.72 0392 Maint Service Worker 437 $19.28 $20.34 $21.46 $22.64 $23.89 0394 Maintenance Worker 411 $16.93 $17.86 $18.84 $19.88 $20.97 0448 Marine Equipment Mechanic 491 $25.24 $26.63 $28.09 $29.63 $31.26 0344 Masonry Worker 472 $22.96 $24.22 $25.55 $26.96 $28.44 0384 Mechanic 1 444 $19.96 $21.06 $22.22 $23.44 $24.73 0348 Mechanic 11 465 $22.16 $23.38 $24.67 $26.03 $27.46 0347 Mechanic III 477 $23.53 $24.82 $26.19 $27.63 $29.15 0206 Media Production Coordinator 464 $22.06 $23.27 $24.55 $25.90 $27.32 0380 Media Services Specialist 437 $19.28 $20.34 $21.46 $22.64 $23.89 0285 Medical Claims Examiner 417 $17.45 $18.41 $19.42 $20.49 $21.62 0306 Office Assistant 1 369 $13.72 $14.47 $15.27 $16.11 $17.00 0304 Office Assistant II 406 $16.52 $17.43 $18.39 $19.40 $20.47 0290 Office Specialist 417 $17.45 $18.41 $19.42 $20.49 $21.62 0341 Painter 472 $22.96 $24.221 $25.55 $26.96 $28.44 0378 Painter Leadworker 488 $24.86 $26.23 1 $27.67 $29.19 $30.80 38 MEA MOU FINAL 2006-2007 EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JANUARY 1, 2007 0485 Paralegal 492 $25.36 $26.76 $28.23 $29.78 $31.42 0153 Park Maintenance Crewleader 511 $27.89 $29.42 $31.04 $32.75 $34.55 0177 Parking Meter Repair Tech 465 1$22.16 $23.38 $24.67 $26.03 $27.46 0395 Parking Meter Repair Worker 449 $20.46 $21.59 $22.78 $24.03 $25.35 0459 Parking/Camping Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0401 Parking/Camping Leadworker 470 $22.73 $23.98 $25.30 $26.69 $28.16 0455 Parking/Traffic Control Coord 458 $21.41 $22.59 $23.83 $25.14 $26.52 0262 Parking/Traffic Control Officer 411 $16.93 $17.86 $18.84 $19.88 $20.97 0295 Permit Technician 428 $18.43 $19.44 $20.51 $21.64 $22.83 0154 Pest Control Advisor Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0367 Pest Control Specialist 448 $20.36 $21.48 $22.66 $23.91 $25.22 0136 Planning Aide 458 $21.41 $22.59 $23.83 $25.14 $26.52 0342 Plumber 482 $24.13 $25.46 $26.86 $28.34 $29.90 0197 Police Photo/imagingPhoto/imaging Specialist 479 $23.76 $25.07 $26.45 $27.91 .$29.45 0307 Police Records Specialist 417 1$17.45 $18.41 $19.42 $20.49 $21.62 0283 Police Records Supervisor 448 $20.36 $21.48 $22.66 $23.91 $25.22 0282 Police Records Technician 397 $15.79 $16.66 $17.58 $18.55 $19.57 0308 Police Services Specialist 437 $19.28 $20.34 $21.46 $22.64 $23.89 0215 Police Systems Coordinator 468 $22.50 $23.74 $25.05 $26.43 $27.88 0399 Printing Services Technician 422 $17.89 $18.87 $19.91 $21.01 $22.17 0259 Property Officer 456 $21.19 $22.36 $23.59 $24.89 $26.26 0205 Public Information Specialist 492 $25.36 $26.76 $28.23 $29.78 $31.42 0207 Public Works Plan Checker 522 $29.47 $31.09 $32.80 $34.60 $36.50 0515 SCADA Coordinator 501 $26.53 $27.99 $29.53 $31.15 $32.86 0346 SCADA Technician 477 $23.53 $24.82 $26.19 $27.63 $29.15 0110 Senior Accountant 524 $29.75 $31.39 $33.12 $34.94 $36.86 0288 Senior Accounting Technician 461 $21.73 $22.92 $24.18 $25.51 $26.71 0434 Senior Code Enforcement Officer 510 $27.75 $29.28 $30.89 $32.59 $34.38 0171 Senior Construction Inspector 520 $29.18 $30.78 $32.47 $34.26 $36.14 0165 Senior Crime Analyst 523 $29.61 $31.24 $32.96 $34.77 $36.68 0120 Senior Criminalist 542 $32.56 $34.35 $36.24 $38.23 $40.33 0135 Senior Deputy City Clerk 464 $22.06 $23.27 $24.55 $25.90 $27.32 0343 Senior Facilities Maint Tech 477 $23.53 $24.82 $26.19 $27.63 $29.15 0334 Senior Helicopter Maint Tech 527 $30.21 $31.87 $33.62 $35.47 $37.42 0491 Senior Info Systems Technician 506 $27.19 $28.69 $30.27 $31.94 $33.70 0188 Senior Inspector Water Constr 511 $27.89 $29.42 $31.04 $32.75 $34.55 0309 Senior Library Services Clerk 421 $17.81 $18.79 $19.82 $20.91 $22.06 0450 Senior Library Specialist 455 $21.10 $22.26 $23.48 $24.77 $26.13 0363 Senior Marine Equip Mechanic 512 $28.02 $29.56 $31.19 $32.91 $34.72 0437 Senior Permit Technician 477 $23.53 $24.82 $26.19 $27.63 $29.15 0168 Senior Printing Services Tech 459 $21.51 $22.69 $23.94 $25.26 $26.65 39 MEA MOU FINAL 2006-2007 EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JANUARY 1, 2007 0265 Senior Services Assistant 356 $12.88 $13.59 $14.34 $15.13 $15.96 0481 Senior Services Transp Coord 450 $20.57 $21.70 $22.89 $24.15 $25.48 0350 Senior Vehicle Body Technician 465 $22.16 $23.38 $24.67 $26.03 $27.46 0349 Senior Wastewater Pump Mechanic 454 $20.99 $22.14 $23.36 $24.64 $26.00 0396 Senior Water Meter Reader 447 $20.25 $21.36 $22.54 $23.78 $25.09 0436 Senior Workers'Comp Claims Examiner 499 1$26.27 $27.71 $29.23 $30.84 $32.54 0338 Signs Leadworker 474 $23.18 $24.45 $25.80 $27.22 $28.72 0148 Sign/Markings Crewleader 511 $27.89 $29.42 $31.04 $32.75 $34.55 0354 Signs/Markings Equip Operator 454 $20.99 $22.14 $23.36 $24.64 $26.00 0266 Social Worker 469 $22.63 $23.87 $25.18 $26.56 $28.02 0386 Stock Clerk 411 $16.93 $17.86 $18.84 $19.88 $20.97 0361 Street Equip Operator 454 $20.99 $22.14 $23.36 $24.64 $26.00 0150 Street Maint Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0406 Street Maint Leadworker 480 1$23.90 $25.21 $26.60 $28.06 $29.60 0478 Street Services Leadworker 480 $23.90 $25.21 $26.60 $28.06 $29.60 0183 Survey Party Chief 530 $30.66 $32.35 $34.13 $36.01 $37.99 0174 Survey Technician 1 458 $21.41 $22.59 $23.83 1 $25.14 $26.42 0185 Survey Technician II 474 $23.18 $24.45 $25.80 $27.22 $28.72 0195 Telecommunications Specialist 531 $30.82 $32.51 $34.30 $36.19 $38.18 0203 Television Producer/Director 492 $25.36 $26.76 $28.23 $29.78 $31.42 0433 Theater/Media Technician 437 $19.28 $20.34 $21.46 $22.64 $23.89 0388 Tire Service Worker T 438 $19.38 $20.45 $21.57 $22.76 $24.01 0181 Traffic Engineering Technician 511 $27.89 $29.42 $31.04 $32.75 $34.55 0389 Traffic Maint Service Worker 437 1$19.28 $20.34 1 $21.46 $22.64 1$23.89 0410 Traffic Markings Leadworker 470 $22.73 $23.98 $25.30 $26.69 $28.16 0140 Traffic Signal/Light Crewleader 511 $27.89 $29.42 $31.04 $32.75 $34.55 0374 Traffic Signal/Light Leadworker 495 $25.75 $27.17 $28.66 $30.24 $31.90 0336 Traffic Signals Electrician 490 $25.10 $26.48 $27.94 $29.48 $31.10 0365 Tree Equipment Operator 454 $20.99 $22.14 $23.36 $24.64 $26.00 0460 Trees Maint Leadworker 470 $22.73 $23.98 $25.30 $26.69 $28.16 0144 Trees Maintenance Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0372 Vehicle Body Repair Crewleader 493 $35.49 $26.89 $28.37 $29.93 $31.58 0351 Vehicle Body Technician 412 $17.00 $17.94 $18.93 $19.97 $21.07 0137 Video Engineer Supervisor 519 $29.03 $30.63 $32.31 $34.09 $35.96 0268 Volunteer Services Coordinator 450 $20.57 $21.70 $22.89 $24.15 $25.48 0385 Warehousekee er 458 $21.41 $22.59 $23.83 $25.14 $26.42 0362 Wastewater Equip Operator 454 $20.99 $22.14 $23.36 $24.64 $26.00 0454 Wastewater Maint Service Workr 437 $19.28 $20.34 $21.46 $22.64 $23.89 0146 Wastewater O s Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0404 Wastewater O s Leadworker 470 $22.73 $23.98 $25.30 $26.69 1$28.16 40 MEA MOU FINAL 2006-2007 EXHIBIT A - CLASS/SALARY SCHEDULE EFFECTIVE JANUARY 1, 2007 0387 Wastewater Pump Mechanic 449 $20.46 $21.59 $22.78 $24.03 $25.35 0189 Water Construction Inspector 491 $25.24 $26.63 $28.09 $29.63 $31.26 0151 Water Dist Maint Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0379 Water Dist Maint Leadworker 486 $24.62 $25.97 1$27.40 $28.91 $30.50 0147 Water Dist Meters Crewleader 506 $27.19 $28.69 $30.27 $31.94 $33.70 0377 Water Dist Meters Leadworker 470 $22.73 $23.98 $25.30 $26.69 $28.16 0364 Water Equip Operator 470 $22.73 $23.98 $25.30 $26.69 $28.16 0397 Water Meter Reader 431 $18.70 $19.73 $20.82 $21.96 $23.17 0356 Water Meter Repair Technician 453 $20.88 $22.03 $23.24 $24.52 $25.87 0152 Water Operations Crewleader 506 $27.19 $28.69 $30.27 $31.94 1 $33.70 0371 Water Operations Leadworker 492 $25.36 $26.76 $28.23 $29.78 $31.42 0156 Water Quality Coordinator 506 $27.19 $28.69 $30.27 $31.94 $33.70 0191 Water Quality Technician 480 $23.90 $25.21 $26.60 $28.06 $29.60 0461 Water Service Worker 443 $19.87 $20.96 $22.11 $23.33 $24.61 0368 Water Systems Technician 1 443 $19.87 $20.96 $22.11 $23.33 $24.61 0369 Water Systems Technician II 456 $21.19 $22.36 $23.59 $24.89 $26.26 0370 Water Systems Technician III 476 $23.41 $24.70 $26.06 $27.49 $29.00 0449 Water Utility Locator 480 $23.90 $25.21 $26.60 $28.06 $29.60 0202 Workers'Comp Claims Examiner 417 $17.45 $18.41 1$19.42 1 $20.49 $21.62 41 MEA MOU FINAL 2006-2007 EXHIBIT B — UNIFORM POLICY A. General 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 Employees All employees listed in Exhibit B-1 shall wear a standard City adopted uniform. Each Department Head shall determine which employees must wear a uniform. The Uniform Listing by Category/Class shall be indicated in the document attached hereto and by this reference incorporated herein as Exhibit B-1. C. Personal Protective Equipment (PPE) All personal protective equipment as related to employee job duties and responsibilities shall be provided based upon Supervisor designated need. Examples of personal protective equipment include, but may not be limited to the following: hardhats, foul weather gear, steel -toed rubber boots, steel -toed caps, wood heat resistant soles, special hazard gloves, safety glasses, face shields, ear protectors and arm and shin guards. R-1 safety vests shall be furnished to all employees having occasion to work within travel ways. D. Safety Shoes 1. Safety toe shoes or boots as each assignment dictates. a. Two pair per year. b. Damaged shoes shall be turned into operating Supervisor who shall authorize replacement or repair. 2. The maximum amount to be reimbursed for a pair of safety shoes will not exceed two hundred and twenty-five dollars ($225.00) per pair every six months or sooner, if necessary. 3. Shoes or boots shall be purchased through designated standard outlets. 42 MEA MOU FINAL 2006-2007 E. 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, etc). 3. To wash and provide minimum repair (i.e., buttons, small tears, etc). 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 the Supervisor of the 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 Supervisor of the division. F. Cit Responsibilities 1. To furnish funding for the agreed uniform allowances. 2. To report to the California Public Employees Retirement System (CaIPERS) the cost of uniforms provided as set forth in Uniform Listing by Category/Class, Exhibit B-1,for each class 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 and maintain one or more retail clothing outlets for the various allotments. City reserves the right to name vendor. 4. To maintain records of purchases. 43 MEA MOU FINAL 2006-2007 G. Department Head or Designee Responsibilities 1. To ensure employee compliance with the Uniform Policy. 2. To approve replacement of deteriorated uniform component(s) and personal protective equipment as required and to maintain a listing for each eligible employee, by name and class, 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 Office. 4. To report to the Human Resources Manager any changes to the Uniform Listing by Category/Class (Exhibit B-1). The City reserves the right to add, delete, change or modify the Uniform Listing as required. 44 MEA MOU FINAL 2006-2007 Exhibit B-1 Category of Uniform Group 1: 5 Shirts, T-Shirts and Pants, Patches, 1 Jacket PW/CS Field Issue), Group 2: 1 Blue Suit, 2 Pants/ Polo Shirts, 1 Sweater, 1 Pair Shoes Fire Group 3: 2 Blue Shirts, 3 Pants/Skirts, 1 choice Jacket/Sweater/Sweatshirt PD Group 4: 2 Polo Shirts, 2 Pants or 2 Shorts, 1 Hat CS Group 5: 5 Polo Shirts, 1 Jacket, 1 Windbreaker (not annually), 1 Hat (Inspection), Shoes PPE/Safety for Inspectors only not CaIPERS reportable Group 6: 2 T-Shirts CS Group 8: 4 Battle Dress Uniform, 4 Polo Shirts, 1 Jacket, 1 Rain suit PD Group 9: 4 Blue Pants, 2 Shorts, 4 Polos or Blue Shirts,1 Jacket, 1 Rain suit PD Group 10: 5 Shirts, 5 Pants, Shoes PPE/Safety not PERS reportable Group 11: 3 Shirts, 3 Pants, Boots PPE/Safety not PIERS reportable Group 12: 5 Polo Shirts, 3 Pants, 1 Sweatshirt or Windbreaker IS Uniform Listing by Category/Class* :m_ t _�:`, w .y 70s1 ..s- ,,-y,.� "' rS.�:vrD:.�..eF '[•.�}�.^�'�'�._' emoM�d�. �'., a>ap.As�,„lea'�e. f ��a�'�s� ;t.3,i*e , �b,..,C, MRM rn:ti Bldg & Safety 0210 Inspector 1 5 Bldg & Safety _Building 0211 Inspector II 5 Bldg & Safety _Building 0208 Building Inspector III 5 Comm Svcs 0358 Beach Equip Operator 1 Comm Svcs 0149 Beach Maint Crewleader 1 Comm Svcs 0452 Beach Maint Service Worker 1 Daily wear not required. Used for special events and/or sports leagues. Frequency of use varies - Comm Svcs 0252 Community Svcs Rec Coordinator 6 seasonal from weekly to month) Daily wear not required. Used for special events and/or sports leagues. Frequency of use varies - Comm Svcs 0258 Community Svcs Rec Supervisor 6 seasonal from weekly to month) Comm Svcs 0448 Marine Equipment Mechanic 1 Comm Svcs 0177 Parking Meter Repair Tech 1 Comm Svcs 0395 Parking Meter Repair Worker 1 Comm Svcs 0459 Parking/Camping Crewleader 4 Comm Svcs 0401 Parking/CampingParking/Camping Leadworker 4 Comm Svcs 0363 Senior Marine Equip Mechanic 1 Comm Svcs 0265 Senior Services Assistant 6 Bus Driver only Comm Svcs Library Police 0400 Custodian 1 Comm Svcs Police 0262 Parking/Traffic Control Officer 3 *Note: unless otherwise indicted, uniforms are required for daily wear. 45 MEA MOU FINAL 2006-2007 9 4'`�r;�` `K[3e a_ ,merit �n:� e .: "Hd.? e'sisai Mvs<.' � hr��.��:>";#t.�..� �,< 3�Q `' 3', ,',F g4" •� ns„ �Gtass`°i r, r, a.Kdx%P.;�^,..�' ^::.,.n,� ,-_mod? -.s,-Px.,,...".ti3j R✓iaiF ,0 ,' -�, 9, xY�� ': ,.i�{,Z, V,�Ik;Qr��9 �`' .bs.' tE:, ,��. �°.. � :;=' ��. � - � tF,a, ,*..� �a':�`.+Y ., i;+S,a #`a?•�'r5E Fire 0232 _EmergencyMedical Svcs Coord 2 Fire 0198 Emergency Services Coordinator 2 Daily wear not required Fire 0173 Fire Training Maintenance Tech 11 Fire 0190 Haz Mat Program Specialist 10 Information Services 0492 Info Systems Technician IV 12 4 of 5 ees issued uniform; 2 in the field & 2 in radio repair shop Planning 0186 Code Enforcement Officer 1 5 Planning 0182 Code Enforcement Officer II 5 Planning 0511 Code Enforcement Tech 5 Planning 0434 Senior Code Enforcement Officer 5 Police 0263 Community Relations Specialist 3 Daily wear not required Police 0255 Crime Scene Investigator 8 Police 0462 Crossing Guard Coordinator 9 Police 0337 Helicopter Maintenance Tech 1 Police 0455 ParkingfTraffic Control Coordinator 9 Police 0307 Police Records Specialist 3 In Records Division only Police 0283 Police Records Supervisor 3 Police 0282 Police Records Technician 3 Police 0308 Police Services Specialist 3 In Records Division only Police 0215 Police Systems Coordinator 3 Police 0259 Property Officer 9 Police 0334 Senior Helicopter Maint Tech 1 Public Works 0445 Admin Environmental Specialist 5 Public Works 0340 Carpenter 1 Public Works 0345 Concrete Finisher 1 Public Works 0172 Construction Inspector 1 5 Public Works 0463 Construction Inspector II 5 Public Works 0192 Cross Connection Control Spec 5 Public Works 0375 Electrical Leadworker 1 Public Works 0339 Electrician 1 Public Works 0382 Equip Services Crewleader 1 Public Works 0142 Equip/Auto Maint Crewleader 1 Public Works 0472 Equip/Auto Maint Leadworker 1 Public Works 0383 Equipment Support Assistant 1 Public Works 0407 Facilities Maint Leadworker 1 Public Works 0391 Facilities Maintenance Tech 1 Public Works 0398 Field Service Representative 1 In Public Works only Public Works 0352 Grader Equip Operator 1 Public Works 0390 Groundsworker 1 Public Works 0155 Irrigation Crewleader 1 Public Works 0357 Irrigation Specialist 1 Public Works 0359 Landscape Equip Operator 1 Public Works 0145 Landscape Maint Crewleader 1 Public Works 0402 Landscape Maint Leadworker 1 Public Works 0344 Masonry Worker 1 *Note: unless otherwise indicted, uniforms are required for daily wear. MEA MOU FINAL 2006-2007 46 Public Works 0384 2. ,`,`i✓=*.:�€;;BY,Yix � <� ,� _ M.r Mechanic I '.Y'z5ev'.w, D.'.. �iiif':ia - q�sv. ::.�'x'^{/,yC��Qr. r�". `/ � 573&74�� 1 ��£'J, ?�' ;rer .�:in�'�',In U}�=' �,'F,,;^Ya;;.,;SF;':�; 'f �i3;.' A 'a1(¢r sm"i, Public Works 0348 Mechanic 11 1 Public Works 0347 Mechanic III 1 Public Works 0341 Painter 1 Public Works 0378 Painter Leadworker 1 Public Works 0153 Park Maintenance Crewleader 1 Public Works 0154 Pest Control Advisor Crewleader 1 Public Works 0367 Pest Control Specialist 1 Public Works 0342 Plumber 1 Public Works 0515 SCADA Coordinator 5 Public Works 0346 SCADA Technician 1 Public Works 0171 Senior Construction Inspector 5 Public Works 0343 Senior Facilities Maint Tech 1 Public Works 0188 Senior Inspector Water Construction 5 Public Works 0350 Senior Vehicle Body Technician 1 Public Works 0349 Senior Wastewater Pump Mechanic 1 Public Works 0396 Senior Water Meter Reader 1 Public Works 0338 Signs Leadworker 1 Public Works 0148 Signs/Markings Crewleader 1 Public Works 0354 Signs/Markings Equip Operator 1 Public Works 0361 Street Equip Operator 1 Public Works 0150 Street Maint Crewleader 1 Public Works 0406 Street Maint Leadworker 1 Public Works 0478 Street Services Leadworker 1 Public Works 0388 Tire Service Worker T 1 Public Works 0389 Traffic Maint Service Worker 1 Public Works 0410 Traffic Markings Leadworker 1 Public Works 0336 raffic Signals Electrician 1 Public Works 0140 Traffic Signal/Light Crewleader 1 Public Works 0374 Traffic Signal/Light Leadworker 1 Public Works 0365 Tree Equipment Operator 1 Public Works 0460 Trees Maint Leadworker 1 Public Works 0144 Trees Maintenance Crewleader 1 Public Works 0372 Vehicle Body Repair Crewleader 1 Public Works 0351 Vehicle Body Technician 1 Public Works 0385 Warehousekeeper 1 Public Works 0362 Wastewater Equip Operator 1 Public Works 0454 Wastewater Maint Service Worker 1 Public Works 0146 Wastewater O s Crewleader 1 Public Works 0404 Wastewater Ops Leadworker 1 Public Works 0387 Wastewater Pump Mechanic 1 Public Works 0189 Water Construction Inspector 5 Public Works 0151 Water Dist Maint Crewleader 1 Public Works 0379 Water Dist Maint Leadworker 1 Public Works 0147 Water Dist Meters Crewleader 1 *Note: unless otherwise indicted, uniforms are required for daily wear. MEA MOU FINAL 2006-2007 47 ' Aux'.^.^3YH-"s`�?;�">z:-::.,-• -De artment.,- '.§i.A. • -.s ::;+ k yk;:'.ci;Class=- Nrri-T e.�a_ WWI - ;mac"?' SKhas„ --- � �.." P. -�_ ,.ac3wwx`-'�:«S" Cate b;' i - `.�: r_«•.<,��ie,`s,"ii` '.;� 'v"' °« .w„ �. :, �•Y,_L,cnsilv Note i -B k,. Public Works 0377 Water Dist Meters Leadworker 1 Public Works 0364 Water Equip Operator 1 Public Works 0397 Water Meter Reader 1 Public Works 0356 Water Meter Repair Technician 1 Public Works 0152 Water Operations Crewleader 1 Public Works 0371 Water Operations Leadworker 1 Public Works 0461 Water Service Worker 1 Public Works 0368 Water Systems Technician 1 1 Public Works 0369 Water Systems Technician 11 1 Public Works 0370 Mater Systems Technician III 1 Public Works 0449 Water Utility Locator 1 *Note: unless otherwise indicted, uniforms are required for daily wear. MEA MOU FINAL 2006-2007 48 EXHIBIT C — VEHICLE USE POLICY Section 1 - Purpose The purpose of these regulations is to establish and implement City policies and procedures relative to the assignment, utilization and control of City -owned vehicles as transportation for employees who engage in official City business, to establish reimbursement procedures for privately -owned vehicles used for City business, and to clarify the City's responsibility for damage and/or liability for private vehicles used on official City business. Section 2 - Scope These regulations cover the use of City and private vehicles for conducting official City business and shall be applicable to all City departments and employees. Section 3 - Policy When necessary during the course of an employee's official duties, transportation or reimbursement therefore shall be provided by the City. In the event no City vehicle is available, the employee may use the personal vehicle with their approval of the Department Head. Employees authorized to drive either their own or a City -owned vehicle on official business must possess a valid California Driver License for the class of vehicle they will be operating. The transportation method authorized will be determined in terms of the best interests of the City. The general program set forth in this regulation will be implemented by the City Administrator Office upon approval of the City Council and administered by the Department Heads in accordance with the policies herein established. It is the responsibility of each Department Head to enforce the provisions of this regulation as it relates to employees of his/her department. City -owned vehicles shall only be used for official City business. City -owned vehicles shall not be driven to and kept at the employee's home or any location other than the regular work location or Corporation Yard, except as provided by this regulation. Section 4 — Vehicle Use Criteria I. Assigned Vehicles: A. Assigned City vehicles may be taken home by employees whose residence is within ten (10) miles of City Hall for the uses as described below: 1. Executive use includes the City Administrator, Deputy City Administrator and Department Heads. 2. Emergency Response Units: a. Employees who are required to respond more than once per week on an average without delay in order to protect the public health, safety and property. b. Employees who are required to carry special emergency equipment in their vehicles, which must be utilized on a regular and frequent MEA MOU FINAL 2006-2007 basis. (A radio in and of itself does not constitute special emergency equipment.) 3. Continuous use outside of regular working hours -- Employees who are called back on an unscheduled basis to perform official city business outside of regular working hours more than once per week on an average and who meet one of the following criteria: a. Mileage driven on official City business exceeds an average of five hundred (500) miles per month, or b. Who regularly and frequently supervises subordinates or conducts inspections in the field, or c. Whose duties require the employee to be away from his/her base workstation greater than fifty percent (50%) of his/her working time, on an average. B. City vehicles, which shall not be taken home, may be assigned based on meeting one of the following criteria: 1. Monthly mileage driven exceeds an average of five hundred (500) miles per month and the vehicle is used for .the purpose of supervision or inspection in the field, or 2. Duties require the employee to be away from his/her workstation, greater than fifty percent (50%) of his/her working time, on an average. ll. Reimbursement of Use of Personal Vehicle: A. Executive Use — The City Administrator, Deputy City Administrator and . Department Heads may, at their option, receive the automobile allowance as established by Resolution. B. Mileage Reimbursement -- Employees, upon authorization of their Department Head, may use their own vehicles on official City business and shall be reimbursed at current Internal Revenue Service (IRS) regulations while driving on official City business. 1. Employees shall submit monthly claims for reimbursement to their Department Head on forms prescribed by the Finance Director. 2. Employees shall not be reimbursed for commuting to and from work, except that employees who are required to attend scheduled meetings outside of normal working hours may be reimbursed for mileage required. 50 MEA MOU FINAL 2006-2007 Section 5 — Insurance Requirements All privately -owned vehicles authorized to be used on official City business shall be insured by the individual employee in the minimum amount of fifty thousand dollars ($50,000.00) public liability for any one person and one hundred thousand dollars ($100,000.00) public liability for all persons, any one accident. They must also be insured for twenty thousand dollars ($25,000.00) property damage and fifteen thousand dollars ($15,000.00) for any one uninsured motorist and thirty thousand dollars ($30,000.00) for all uninsured motorists any one accident. A current certificate of insurance must be filed with the Finance Director. Employee private vehicle information shall be reviewed and updated annually by the respective departments. The record maintained should contain the following current information. • Name of Employee • Operator's License • Insurance Company • Driver's License Expiration Date • Insurance Policy Number • Insurance Expiration Date • Amount of Coverage It shall be the Department Head's responsibility to insure that no privately owned vehicle is operated on City business without insurance coverage and a valid operators license as required by this regulation. Clarification on City Liability on Use of Private Vehicle: In the event of damage to private vehicles, while on City business where a third party is negligent, the employee should collect damages (including insurance deductibles) from the third party. Where the employee is negligent, the City cannot be held liable for damages to the automobile, but the City can be held responsible for liability to third parties. The City shall be responsible to such employee for the first one hundred dollars ($100.00) of comprehensive and/or collision damages suffered by such employee to the extent that such employee's personal automobile insurance policy does not cover such first one hundred dollars ($100.00) damage. The employee's insurance policy is considered as the primary coverage, and the City liability begins after the limitations of the employee's coverage is exhausted. In the event a City employee's personal vehicle is damaged due to accident/collision while being used for official City business and the employee is deprived the use thereof, the City shall furnish such employee with a vehicle during such time as is reasonably required to repair said employee's vehicle. 51 MEA MOU FINAL 2006-2007 EXHIBIT D PROVISIONS OF THE RETIREE MEDICAL SUBSIDY 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. On the date of retirement the employee has a minimum often (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 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 monthly premiums may be adjusted downward or eliminated. Benefit coverage at age sixty five (65) under the City's medical plans shall be governed by applicable plan document. 2. In the event the federal government or state government mandates an employer - funded health plan or program for retirees, or mandates that the City make contributions toward a health plan (either private or public) for retirees, the City's contribution rate as set forth in this plan shall first be applied to the mandatory plan. If there is any excess, that excess may be applied toward the City medical plan as supplemental coverage provided the retired employee pays the balance necessary for such coverage, if any. 3. 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, or 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 D. Minimum Eligibility for Benefits - With the exception of an industrial disability retirement, eligibility for benefits begin after an employee has completed ten (10) years of continuous service with the City of Huntington Beach. Said service must be continuous for ten (10) years unless prior service is reinstated at the time of his/her rehire in accordance with the City's Personnel Rules. MEA MOU FINAL 2006-2007 52 E. Disability Retirees - Industrial disability retirees with less than ten (10) continuous years of service shall receive a maximum monthly payment toward the premium for health insurance of one hundred twenty one dollars ($121.00). Payments shall be in accordance with the stipulations and conditions that exist for all retirees. Payment shall not exceed the dollar amount that is equal to the full cost of premium for employee only. F. Maximum Monthly Subsidy Payments - All retirees, including those retired as a result of disability whose number of continuous years of service on the date of retirement exceeds ten (10), shall be entitled to a maximum monthly payment of premiums by the City for each year of completed City service as follows: Maximum Monthly Payment For Retirements After: Years of Service 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 Note: The above payment amounts may be reduced each month as dependent eligibility ceases due to death, divorce or loss of dependent child status. However, the amount shall not be reduced if such reduction would cause insufficient funds needed to pay the full premium for the employee and the remaining dependents. In the event no reduction occurs and the remaining benefit premium is not sufficient to pay the premium amount for the employee and the eligible dependents, said needed excess premium amount shall be paid by the employee. 53 MEA MOU FINAL 2006-2007 G. 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 (65) is eligible for paid Part A of Medicare, the subsidy shall be for the retiree's Part A only. H. 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 Medical Subsidy 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 COBRA continuation benefits effective as of the retiree's sixty- fifth (651h) 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) and in the event such dependent reaches age sixty-five (65) prior to the retiree reaching age sixty-five (65). MEA MOU FINAL 2006-2007 54 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 Medical Subsidy Plan will be eliminated. 2. Retiree Medical Subsidy Plan and COBRA participants shall be notified of non-payment of premium by means of a certified letter from Human Resources in accordance with the provisions of this Memorandum of Understanding. 3. 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. 55 MEA MOU FINAL 2006-2007 EXHIBIT E 9/80 WORK SCHEDULE This work schedule is known as the "9/80." The 9/80 work schedule is designed to be in compliance with the requirements of the Fair Labor Standards Act (FLSA). In the event that there is a conflict with the current rules, practices and/or procedures regarding work schedules and leave plans, then the rules listed below shall govern. 9/80 Work Schedule Defined The 9/80 work schedule shall be defined as working nine (9) days for eighty (80) hours in a two (2) week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for eight (8) hours, with a scheduled unpaid lunch break during each work shift, totaling forty (40) hours in each FLSA workweek. The 9/80 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. A. The FLSA workweek for each employee on a 9/80 schedule shall begin and end four (4) hours into that employee's regularly scheduled shift on the day of the week that the employee alternatively works an eight (8) hour shift and takes off. For example, employees on a 9/80 schedule who are assigned to the Civic Center shall have an FLSA workweek that starts and ends four (4) hours into the employee's regularly scheduled shift each Friday, as these employees may only have 9/80 schedules that provide for alternating Fridays off with working eight (8) hour days on Fridays. Employees may only take their lunch break on their eight (8) hour day after first having worked four (4) hours in that shift, unless the employee receives prior approval of their Supervisor, as overtime may occur in such situations. B. Two (2) 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 workdays totaling (thirty-six (36) hours) and one (1) four (4) hour Friday and those hours equal forty (40) work hours in each workweek (e.g. the Friday is split into four (4) hours for the A.M. shift, which is charged to workweek one and four (4) hours for the P.M. shift, which is charged to workweek two). C. A/B Schedules — To continue to provide service to the public every Friday, employees on a 9/80 schedule assigned to the Civic Center, 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: 56 MEA MOU FINAL 2006-2007 aaa �a nnnn aaa0000a a' D. Schedule Changes — FLSA non-exempt employees cannot change their assigned schedules, without prior approval of their Supervisor, Department Head, and the Human Resources Manager or designee. The purpose of this authorization is to review the impact on overtime. FLSA exempt employees may change their schedules at the beginning of any pay period with Supervisor and Department Head approval. E. Emergencies — All employees on the 9/80 work schedule are subject to be called to work any time to meet any and all emergencies or unusual conditions which, in the opinion of the City Administrator, Department Head or designee may require such service from any of said employees. Overtime Defined FLSA Non -Exempt Employees — All non-exempt employees under the 9/80 work schedule shall earn overtime for all hours worked after the first forty (40) hours in their designated FLSA workweek as required under FLSA. Employees are required to obtain Supervisor authorization prior to working any overtime. 1. Overtime Compensation — As stated in Article IX.B. 2. Compensatory Time — As stated in Article IX.B. 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 Article XII.A.1. 2. Sick Leave — As stated in Article XII.A.3. 3. Bereavement Leave — As stated in Article XI I.A.4. 4. Holidays a. If a holiday falls on an FLSA non-exempt employee's flex day off, the employee must then take the work shift before or after the holiday off with their Supervisor and Department Head approval. If the employee cannot take the work shift before or after the holiday off, the employee will be 57 MEA MOU FINAL 2006-2007 credited General Leave with the number of hours of the employee's regularly scheduled work shift. b. If a holiday falls on an FLSA exempt employee's flex day off, the employee must then take the work shift before or after the holiday off with Supervisor and Department Head approval. FLSA exempt employees shall not be granted any Administrative/General Leave or any added compensation for not taking a work shift off on a scheduled holiday. 5. Jury Duty - The provisions of the Personnel Rules shall continue to apply, however, if an FLSA exempt employee is called to serve on jury duty during a the employee's flex day off, Saturday or Sunday or on a City holiday, then the jury duty shall be considered the same as having occurred during the employee's day off from work; therefore, the employee will receive no added compensation. 58 MEA MOU FINAL 2006-2007 EXHIBIT F 4/10 WORK SCHEDULE This work schedule is known as the "4/10" work schedule. The 4/10 work schedule is designed to be in compliance with the requirements of the Fair Labor Standards Act (FLSA). In the event that there is a conflict with the current rules, practices and/or procedures regarding work schedules and leave plans, then the rules listed below shall govern. 4/10 Work Schedule Defined The 4/10 work schedule shall be defined as working four (4) days for forty (40) hours in an FLSA workweek by working four (4) days at ten (10) hours per day, plus a one -hour unpaid lunch during each work shift. The FLSA workweek shall be defined as Saturday 12:00:00 A.M. to Friday 11:59:59 P.M. The 4/10 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator 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 Administrator, Department Head or designee may require such service from any of said employees. Overtime Defined FLSA Non -Exempt Employees — All non-exempt employees under the 4/10 work schedule shall earn overtime for all hours worked after the first forty (40) hours in an FLSA workweek as required under FLSA. Employees are required to obtain Supervisor authorization prior to working any overtime. 1. Overtime Compensation — As stated in Article IX.B. 2. Compensatory Time _ As stated in - Article IX.B. 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 -Article XII.A.1. 2. Sick Leave —As stated in Article XII.A.3. 3. Bereavement Leave — As stated in - Article XII.A.4. 59 MEA MOU FINAL 2006-2007 4. Holidays a. If a holiday falls on an FLSA non-exempt employee's Friday off, the employee must then take the work shift before or after the holiday off with Supervisor and Department Head approval. If the employee cannot take the work shift before or after the holiday off, the employee will be credited with General Leave the number of hours of the employee's regularly scheduled work shift. b. If a holiday falls on an FLSA exempt employee's Friday off, the employee must then take the work shift before or after the holiday off with Supervisor and Department Head approval. FLSA exempt employees shall not be granted any Administrative/General Leave or any added compensation for not taking a work shift off on a scheduled holiday. 5. Jury Duty - The provisions of the Personnel Rules shall continue to apply, however, if an FLSA exempt employee is called to serve on jury duty during a normal Friday off, Saturday or Sunday or on a City holiday, then the jury duty shall be considered the same as having occurred during the employee's day off from work; therefore, the employee will receive no added compensation. 60 MEA MOU FINAL 2006-2007 EXHIBIT G AGENCY SHOP AGREEMENT Legislative Authority The City of Huntington Beach (City) and the Huntington Beach Municipal Employees Association (Association) mutually understand and agree that in accordance with State of California law, per adoption of SB 739 (specifically, Government Code Section 3502.5), the Association will be covered by an Agency Shop. As a result of this Agency Shop Agreement between the City and the Association, and as a condition of continued employment, this Agency Shop Agreement hereby requires that all bargaining unit employees represented by the Association: 1. Elect to join the Association and pay Association Dues; 2. Pay an Agency Fee for representation; 3. Or with a Religious exemption, pay a fee equal to the Agency Fee to be donated to selected charities. The following Agency Shop Agreement will be implemented in conformity with California Government Code Section 3502.5 and applicable law and will be incorporated into any successor Memorandum of Understanding entered into between City and Association, unless rescinded pursuant to the terms of this Agreement. Association Dues/Agency Fee Collection Effective with the pay period beginning July 31, 2004, the City shall deduct Association Dues, Agency Fee and Religious Exemption Fees from all employees who have signed a written authorization, and a copy of that authorization has been provided to the Human Resources Manager at least three weeks before that date. The authorization shall indicate whether Association Dues, Agency Fee or Religious Exemption Fees shall be deducted and shall be jointly developed by the City and the Association. Employees who do not sign the written authorization, or whose written authorization is not provided to the Human Resources Manager at least three weeks before the beginning of the pay period when deductions under this Agency Shop Agreement are to begin, shall be subject to the Agency Fee deduction. Employees on leave without pay or employees who earn a salary less than the Association deduction shall not have Association Dues, Agency Fee, or Religious Exemption Fees deducted for that pay period. The Agency Fee is a fee equal to direct representation costs as determined by the Association's certified financial report. The Association shall notify the Human Resources Manager of the amount of the Association Dues and the Agency Fee to be deducted from the unit members' paychecks three weeks prior to the date of the first deduction and then once per year thereafter by September 1St, for implementation in the first full pay period beginning in October of each year. 61 MEA MOU FINAL 2006-2007 New Hire Notification Effective July 31, 2004, all new hires in the bargaining unit shall be informed by the Human Resources Manager or designee, at the time of hire, that an Agency Shop Agreement is in effect for their classification, by providing a copy of this Agreement, the Memorandum of Understanding and a form, mutually developed between the City and the Association that outlines the employee's choices under the Agency Shop Agreement. The employee shall be provided thirty (30) calendar days from the date of hire to elect their choice and provide a signed copy of that choice to the Human Resources Manager. Deductions under this Agency Shop Agreement for new hires will start with the first full payroll period beginning thirty (30) days after the new hire submits his/her selection to the Human Resources Manager. The Association may request to meet with new hires at a time and place mutually agreed upon between the City and the Association. Failure To Pay Dues/Fees All unit employees who choose not to become members of the Association or resign from Association membership shall be required to pay to the Association a representation service fee (the Agency Fee referenced in this Agency Shop Agreement) that represents such employee's proportionate share of the Association's cost of legally authorized representation services on behalf of unit employees in their relations with the City. Such Agency Fee shall in no event exceed the regular, periodic membership dues paid by unit employees who are members of the Association. Unit employees who change their status (from Association member to Agency Fee payer or to Religious exemption, or vice -versa) after the effective date of this Agency Shop Agreement shall be subject to the terms of the changed status with the first full pay period beginning thirty (30) days or more after the employee informs the Human Resources Manager of the change in writing on a form to be jointly developed by the City and the Association. Religious Exemption Any employee who is a member of a religious body whose traditional tenets or teachings include objections to joining or financially supporting employee organizations shall not be required to pay an Agency Fee, but shall pay by means of mandatory payroll deduction an amount equal to the Agency Fee to a non -religious, non -labor charitable organization exempt from taxation under Section 501(c)(3) of the Internal Revenue Code. Those fees shall be remitted by the Association to any of the non -labor, non -religious charitable organizations offered by the Association for this purpose, at the choice of the employee. To qualify for the Religious exemption the employee must provide to the Association a written statement of objection, along with verifiable evidence of membership in a religious body as described above. The City will implement the change in status, with the first full pay period beginning thirty (30) days or more after the employee submits the appropriate form to the City to change his/her status, unless notified by the Association 62 MEA MOU FINAL 2006-2007 in writing that the requested exemption is not valid. The City shall not be made a party to any dispute arising relative to the determination of Religious exemptions. Records The Association shall keep an adequate itemized record of its financial transactions and shall make a written financial report thereof, in the form of a balance sheet certified as to accuracy by its president and treasurer or corresponding principal officer, or by a certified public accountant, available annually, to the City, to Agency Fee payers and to unit members who elect the Religious exemption relating to this Agency Shop Agreement, within 60 days following the end of its fiscal year. All forms submitted by an employee to the City, or by the Association on behalf of an employee, shall be retained by the City in the employee's personnel file. The Human Resources Manager or designee shall provide the Association a list of all unit members with dues paying status with each Association Dues check remitted to the Association. This list and the Association Dues shall be submitted by the City to the Association within three weeks of each pay period. Rescission Of Agreement The Agency Shop Agreement may be rescinded at any time during the period of time that the Association remains the exclusive bargaining agent for the unit employees by a majority vote of all the employees in the bargaining unit. A request for such vote must be supported by a petition containing the signatures of at least thirty percent (30%) of the employees in the unit. The election shall be by secret ballot and conducted by California State Mediation and Conciliation and in accordance with state law. INDEMINIFICATION The Association shall indemnify, defend and hold the City harmless from and against all claims and liabilities as a result of implementing and maintaining this Agency Shop Agreement. The City and the Association recognize the right of the employees to form, join and participate in lawful activities of employee organizations and the equal alternative right of employees to refuse to join or participate in employee organization activities. During the life of this Agreement all unit members who choose to become members of the Association shall be required to maintain their membership in the Association in good standing, subject however, to the right to resign from membership no sooner than April 15 or later than May 15, of any year this Agreement remains in effect. Any unit member may exercise the right to resign by submitting a written notice to the Association and to the City during the resignation period on the Deduction Authorization/Change in Status form. The change in deductions from the employee's payroll will be effective with the first full pay period beginning thirty (30) days or more after the Human Resources Manager receives the employee's written notice. 63 MEA MOU FINAL 2006-2007 The City and the Association agree that neither shall discriminate nor retaliate against any employee for the employee's participation or non -participation in any Association activity. Payroll Deduction Effective with the pay period beginning July 31, 2004, the City will deduct from each paycheck of unit employees, and remit to the Association, the normal and regular Association Dues and Agency Fees, in the timelines described as voluntarily authorized in writing by the employee, subject to the following conditions: (1) Such deductions shall be made only upon submission of a Deduction Authorization/Change in Status form to the Human Resources Manager. Said form shall be duly completed and signed by the employee. If no form is completed by the employee, the employee shall be subject to the Agency Fee. (2) The City shall not be obligated to put into effect any new, changed or discontinued deduction until the first full pay period commencing thirty (30) days or longer after such submission. Every effort will be made by the City to remit dues to the Association within three (3) weeks of receipt. The Association agrees to indemnify and hold the City harmless against any and all suits, claims, demands and liabilities that may arise out of, or by reason of, any action that shall be taken by the City for the purpose of complying with this Section. 64 MEA MOU FINAL 2006-2007 Res. No. 2006-35 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 the 19th day of June, 2006 by the following vote: AYES: Bohr, Green, Sullivan, Hardy, Hansen, Cook NOES: None ABSENT: Coerper ABSTAIN: None - 000-'V'�) L'M1-JJJW4 - Cittberk and ex-officio erk of the City Council of the City of Huntington Beach, California RCA ROUTING SHEET INITIATING DEPARTMENT: ADMINISTRATION SUBJECT: APPROVAL OF MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE HUNTINGTON BEACH MUNICIPAL EMPLOYEES' ASSOCIATION COUNCIL MEETING DATE: I June 19, 2006 RCA ATTACHMENTS STATUS Ordinance (w/exhibits & legislative draft if applicable) Attached ❑ Not Applicable ❑ Resolution (w/exhibits & legislative draft if applicable) Attached Not Applicable ❑ Tract Map, Location Map and/or other Exhibits Attached ❑ Not Applicable ❑ Contract/Agreement (w/exhibits if applicable) Attached IZI (Signed in full by the City Attorney) Not Applicable ❑ Subleases, Third Party Agreements, etc. Attached ❑ (Approved as to form by City Attorney) Not Applicable ❑ Certificates of Insurance (Approved by the City Attorney) Attached ❑ Not Applicable ❑ Fiscal Impact Statement (Unbudgeted, over $5,000) Attached ❑ Not Applicable ❑ Bonds (If applicable) Attached ❑ Not Applicable ❑ Staff Report (If applicable) Attached ❑ Not Applicable ❑ Commission, Board or Committee Report (If applicable) Attached ❑ Not Applicable ❑ Findings/Conditions for Approval and/or Denial Attached ❑ Not Applicable ❑ EXPLANATION FOR MISSING ATTACHMENTS REVIEWED RETURNED FORWARDED Administrative Staff Assistant City Administrator (Initial) City Administrator (Initial) ( ) ( ) City Clerk ) I EXPLANATION FOR RETURN OF ITEM: I RCA Author: Irma Youssefieh