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HomeMy WebLinkAboutMEO - Management Employees Organization - 1971-01-01_a REQUE;�) f FOR CITY C®UNCci' ACTION Date Submitted to: Honorable Mayor and City Council Mem ers Submitted by: Paul E. Cook, City Administrator Pre pared b Robert J. Franz, Chief of Administrative Seri4 p y : MEO Memorandum of Understpow Subject: a December 9, 1987 -- Consistent with Council Policy? [x] Yes ` ew P r Exception?tVS s Statement of Issue, Recommendation, Analysis, Funding Source, Alternative Actions, Attachments: Statement of Issue: The meet and confer process has concluded with the Management Employees' Organization (MEO) and a formal adoption of the changes is necessary to implement the agreed changes. Recommended Action: Approve the attached resolution adopting the MOU between the City and MEO. Analysis: Attached is a description of the settlement with MEO which was previously approved by Council as a part of your deliberations during the meet and confer process with MEO. The memorandum of understanding implements those changes as identified. Funding Source: Salary and benefit accounts. Alternative Action: 1. Do not approve agreement. 2. Modify language of agreement after further meeting and conferring. Attachments: 1. Summary 2. Resolution 3. Memorandum of Understanding 3542j Plo 5/85 PEn.so Nay I '� ' pp Sh�til DoNo�m REQUES 1 FOR CITY COUNCL -ACTION IT • •l- .• Submitted to: Honorable Mayor and City Council Members Submitted by: Paul E. Cook, Interim City Administrator- i Prepared by: Robert J. Franz, Depute City Administra AF'FROVL Fy C: Subject: Veteran's Day Holiday Consistent with Council Policy? [XI Yes _._�j .:[. j. New Policy or Exception Statement of Issue, Recommendation, Analysis, Funding Source, Alternative Actions, Attachments: Objective: To change the scheduling of the City holiday in observance of Veteran's Day from Wednesday, November 11, 1987 to Monday, November 9, 1987. Recommendation: Approve the attached two resolutions designating Monday, November 9, 1987 as the Veteran's Day Holiday. Analysis: The trend to schedule holidays on Mondays has extended to Veteran's Day in the past few years. City employees have been consulted on this issue and the attachments include the recommendation from the two affected groups (MEA and MEW to schedule the Veteran's Day Holiday for Monday, November 9, 1987 instead of the previously scheduled date of Wednesday, November 11, 1987. Funding Source: Not applicable. Attachments: 1. 2. 3459j MOU Amendment - MEA- Resolution MOU Amendment - MEO - Resolution Pin 5/ffi RESOLUTION NO. 5820 RESOLUTION AMENDING ARTICLE IX:G. OF THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF HUNTINGTON BEACH AND THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES ORGANIZATION WHEREAS, the designated representatives of the City of Huntington Beach and the Huntington Beach Management Employees Organization (MEO) have met and conferred in good faith with respect to the subject of this Amendment; NOW THEREFORE, this Amendment to the Memorandum of Understanding is made, to become effective the 19th day of October, 1987 and it is agreed that said Memorandum of Understanding, Article IX.G. be amended to read as follows: G. The following are paid holidays: 1. New Year's Day 2. Washington's Birthday (third Monday in February) 3. Memorial Day (last Monday in May) 4. Independence Day (July 4) 5. Labor Day (first Monday in September) 6. Veteran's Day (November 9, 1987) 7. Thanksgiving Day (fourth Thursday in November) 8. The Friday after Thanksgiving 9. Christmas Day (December 25) 10. Martin Luther King, Jr., (third Monday in January) 11. Any day declared by the President of the United States to be a national holiday or by the Governor of the State of California to be a state holiday and adopted as an employee holiday by the City Council of Huntington Beach. All other terms and conditions not specifically amended herein shall remain the same. 1. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 2nd day of November , 1987 ATTEST: City Clerk _ City Administrator F �f r D AS TO FORM: I itT A torneqX Deputy C-ity'Admini t for 2. Res. No. 5820 STATE OF CALIFORNIA ) COUNTY OF ORANGE CITY OF HUNTINGTON BEACH ) I, ALICIA M. WENTWORTH, 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 more than a majority of all the members of said City Council at a regular meeting thereof held on the 2nd day of November , 19 87 , by the following vote: AYES: Councilmen: Winchell, Mays, Finley, Kelly, Erskine, Green, Bannister NOES: Councilmen: None ABSENT: Councilmen: None City Clerk and ex-officio Clerk of the City Council of the City of Huntington Beach, California 3016 j REQUES e FOR CITY COUNCIL ACTION Date March 10, 1987 Submitted to: Honorable Mayor and City Council Members Submitted by: Charles W. Thompson, City Administrator " �9 Prepared by: Robert J. Franz, Chief of Administrative Services / >. 4�ioeD: Subject: Amendment to Agreement with Management Employees Organization CITY! CLLr� Consistent with Council Policy? [ ] Yes [X] New Policy or Exceptio os Statement of Issue, Recommendation, Analysis, Funding Source, Alternative Actions, Attachments: Statement of Issue: To amend the current one year agreement with the Management Employees Organization. Recommendation: Adopt the attached resolution approving the amendment to the agreement with the Huntington Beach Management Employees Organization. Analysis: One of the members of the Management Employees Organization requested relief from a restriction in the current contract with the MEO which prohibits the reporting of certain contributions as salary for more than a 12 month period of time during the employee's career with the City. This modified reporting is normally requested by employees for the 12 months prior to their retirement in order to maximize their final year's salary which in turn increases slightly their retirement pension. The requested amendment would allow such modified reporting for more than the maximum 12 months that is allowed under the current MEO agreement. The recent agreement with the Police Management Association (representing Police Captains and Police Lieutenants) modified this same provision to allow for such modified reporting for a maximum of 18 months during the employee's career. This modification would appear to be appropriate for MEO and would help the employee who has requested the amendment. The amendment would benefit any person in the future who were to change their retirement date slightly by delaying such date and, therefore, allow their final year's salary to be maximized. The City and MEO representatives have met to discuss this proposed amendment and the MEO has agreed to assist the City in some important communications to members regarding use of personal time for conducting employee organization business. This assistance will greatly assist the City and, therefore, is considered adequate exchange for the processing of a mid -year amendment to assist retiring employees. There is a very minor cost to the City for the additional months of reported salary for retiring employees. Funding Source: Salary accounts in adopted budgets. Alternatives: Do not approve the amendment and incorporate into normal meet and confer process. Attachments: 1. Resolution 2. Amendment to the Memorandum of Understanding between the City and the Management Employee Organization % 9 PIO 5/85 RESOLUTION NO. 5765 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH APPROVING AN AMENDMENT TO THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE MANAGEMENT EMPLOYEES ORGANIZATION RELATING TO PERS ELIGIBILITY The City Council of the City of Huntington Beach does resolve as follows: The First Amendment to the Memorandum of Understanding between the City and the Huntington Beach Management Employees Organization ("ORGANIZATION") amending Paragraph C of Article 5 concerning eligibility for retirement under the PERS system, is approved, and the City Administrator is authorized to execute the amendment on behalf of the city. A copy of such amendment is attached hereto and by reference incorporated herein. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 16th day of March , 1987. a or ATTEST: APPROVED AS TO FORM: City Clerk y 7 City Attorney C REVI ED AND APPR ED: X QED IV ROVED: City Administrator Administ!rati(ye Servic FIRST AMENDMENT TO THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES ASSOCIATION This first amendment is made to that certain Memorandum of Understanding between the CITY OF HUNTINGTON BEACH ("CITY") and the HUNTINGTON BEACH MANAGEMENT EMPLOYEES ORGANIZATION, a California Association, ("ORGANIZATION"), dated November 3, 1986, and approved by the City Council by Resolution No. 5724 on November 3, 1986. The memorandum of understanding shall be amended to change Paragraph C of Article 5 to read as follows: "C. Each employee, eligible for service retirement, may have his/her PERS pickup reported as compensation for all or any part of the twelve month period prior to his/her service retirement date upon written request to the Finance Director. Such modified reporting shall be limited to a maximum period of eighteen months preceding retirement." Except as amended, said Memorandum of Understanding shall continue in full force and effect. IN WITNESS WHEREOF, the parties have executed this amendment on the 16th day of March , 1987. APPROVED/ -AS TO FORM: GAIL HUTTON- City Attorney APPRO,D ERT J. FRANZ Chief, Administrative Servicgs CITY OF HUNTINGTON_BEACH B y CHARLES W. THOMP ON ►Y City Administrator HUNTINGTON BEACH MANAGEMENT EMPLOYEES ORGANIZATION IN By By By By By Res. . 5765 STATE OF CALIFORNIA ) COLWTY OF OBANCE ) s s CITY OF EM ING°TON BEACH ) I, ALICIA M. WENTWORTH, 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 more than a majority of all the members of said City Council at a regular meeting thereof held on the 16th day of March 19 87 , by the following vote: AYES: Councilmen: Winchell, Mays, Finley, Kelly, Erskine. Green, Bannister NOES: Councilmen: None ABSENT: Councilmen: None r City Clerk and ex-officio Clerk of the City Council of the City of Huntington Beach, California REQUEST FOR CITY COUNCIL ACTION 4 Date October 31, 1986 Submitted to: Honorable Mayor and City Council Members Submitted by: Charles W. Thompson, City Administrator Prepared by: Robert J. Franz, Chief of Administrative Services Subject: MEO Memorandum of Understanding Consistent with Council Policy? [X] Yes [ ] New Policy or Exception Statement of Issue, Recommendation, Analysis, Funding Source, Alternative Actions, Attachments: Issue/Objective: To approve a one year agreement with the Management Employees Organization (MEO) specifying salaries and benefits. Recommended Action: Adopt resolution. Analysis: MEO represents the mid -level management employees of the City, including division managers, supervisors and professional employees. Council has been briefed numerous times in the past months on the negotiations with MEO. The attached Memorandum of Understanding will implement the agreed upon changes in salaries and benefits, as outlined in Attachment A which is the list of changes approved by Council previously. Funding Source: 1986/87 Budget. Alternative Actions: Do not approve the Memorandum of Understanding. Attachments: 1. Resolution 2. Memorandum of Understanding between the City and MEO 2822j Pto 5/85 RESOLUTION NO. �r- A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH APPROVING AND IMPLEMENTING A MEMORANDUM OF UNDERSTANDING WITH THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION FOR 1986-1987 The City Council of the City of Huntington Beach does hereby resolve as follows: The Memorandum of Understanding between the City of Huntington Beach and the Huntington Beach Management Employees' Organization effective July 1, 1986, a copy of which is attached hereto and by reference made a part hereof, is hereby adopted and ordered implemented in accordance with the terms and conditions thereof, and the City Administrator is authorized to execute such Agreement. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 3rd day of Novent)er , 1980. Mayor ATTEST: APPROVED AS TO FORM: City Clerk APPROVED AS TO CONTENT: City Administrator City Attorney l� APPROV Resolution No. 5274 STATE OF CALIFORNIA ) COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON ) I, ALICIA M. WENTWORTH, 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 a majority of all the members of said City Council at a regular meeting thereof held on the 3rd day of November , 1986, by the following vote: AYES: Council Members: Kelly, MacAllister, Finley, Mandic, Bailey, Green, Thomas NOES: Council Members: None ABSENT: Council Members: None ity Cler an ex -of icio ler o the City Council of the City of Huntington Beach, California MEO MOU TABLE OF CONTENTS TITLE PAGE Table of Contents i Preamble 1 Article 1 Representational Unit 1 Article 2 Existing Conditions of Employment 1 Article 3 Salary Schedules 1 Article 4 Optional Benefits 2 Article 5 Public Employee's Retirement System 2 Article 6 Insurance 3 Article 7 Income Protection Plan 4 Article 8 Sick Leave Pay 5 Article 9 Vacations and Holidays 6 Article 10 Grievances 7 Article 11 Vehicle Policy 8 Article 12 Bereavement Leave and Family Illness Leave 8 Article 13 Education Costs 8 Article 14 Uniform Allowance 9 Article 15 Time Off 9 Article 16 Physical Examinations 9 Article 17 Term of Memorandum of Understanding 9 Article 18 City Council Approval 10 Exhibit A Salary Schedule - Effective 06/28/86 Salary Schedule - Effective 12/27/86 Exhibit B Physical Examination Description- -i- MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF HUNTINGTON BEACH AND THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION 1986-1987 This Memorandum of Understanding is entered into by and between the CITY OF HUNTINGTON BEACH, a Municipal Corporation of the State of California, herein called "CITY", and the HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION, a California Association, herein called "ORGANIZATION." 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 ORGANIZATION, a duly recognized employee organization, 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 fiscal year 1986-1987. WHEREAS, except as otherwise expressly provided herein, all terms and conditions of this Agreement shall apply to all employees represented by the ORGANIZATION, and WHEREAS, the representatives of the CITY and the ORGANIZATION des:tre to reduce their agreements to writing, NOW THEREFORE, this Memorandum of Understanding is made, to become effective July 1, 1986, and it is agreed as follows: ARTICLE I REPRESENTATIONAL UNIT It is recognized that ORGANIZATION is the employee organization which has the right to meet and confer in good faith with the CITY on the behalf of employees whose classifications are listed in Exhibit A, attached hereto and incorporated by reference herein. ARTICLE II EXISTING CONDITIONS OF EMPLOYMENT Except as otherwise expressly provided herein, the adoption of this Memorandum of Understanding shall not change existing benefits and terms and conditions of employment which have been established in prior Memoranda of Understanding, and/or provided for in the Personnel and Departmental Rules of the City of Huntington Beach. ARTICLE III SALARY SCHEDULES Employees shall be compensated at monthly salary rates by classification title and salary range during the term of this Agreement as set out in Exhibit A, attached hereto and incorporated herein. ARTICLE IV OPTIONAL BENEFITS The City and the ORGANIZATION will conduct a joint study on a Management Optional Benefit Plan. Said study will include, but not be limited to, the areas of: optional benefit selection, funding of post retirement medical benefits, reinvestment of sick leave payoff accruals, and/or benefit restructuring. A joint report to the City Administrator on the results of the study will be submitted no later than February 1, 1987. On those issues which result in mutual agreement, the date of implementation shall be July 1, 1987. ARTICLE V PUBLIC EMPLOYEES' RETIREMENT SYSTEM A. Each employee covered by this Agreement shall continue to be reimbursed once every two weeks in an amount equal to 7 % of the employee's base salary as a pickup of the employee's contribution, or portion of such 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. B. In the event a member elects Option #2 (Section 21333) or Option #3 (Section 21334) of the Public Employees' Retirement law, the CITY shall pay the difference between such elected option and the unmodified allowance which the member would have received for his or her life alone. This payment shall be made only to the member, shall be payable by the CITY during the life of the member, and upon that member's death, the CITY'S obligation shall cease. The method of funding this benefit shall be at the sole discretion of the CITY. This benefit is vested for employees covered by this agreement. (Note: The options provide that the allowance is payable to the member until his or tier death, and then either the entire allowance (Option #2) or one-half of the allowance (Option #3) is paid to the beneficiary for life.) C. Each employee, eligible for service retirement, may have his/her PERS pickup reported as compensation for all or any part of the twelve month period prior to his/her service retirement date upon written request to the Finance Director. Such modified reporting shall be limited to a maximum period of twelve months preceding retirement. (Government Code Section 20022). D. Each employee, eligible for service retirement, may have his/her optional vehicle allowance reported as compensation for all or any part of the twelve month period prior to his/her service retirement date upon written request to the Director of Finance. Such modified reporting shall not be retroactive and shall be for a maximum of twelve months. -2- ARTICLE VI INSURANCE A. The CITY shall continue to provide group medical benefits to all employees with coverage and other benefits comparable to the group medical plans currently in effect. B. The group medical insurance plan shall be 100 % of the usual customary and reasonable charges for out patient pre -admission testing and out patient surgery. C. All elective surgeries will require a second surgical opinion from a list of authorized physicians. The City shall provide such list of physicians mutually agreeable to CITY and the ORGANIZATION. It is understood that should an employee elect a surgical procedure without a second opinion or contrary to the recommendation of a second or third opinion, the benefit charges will be reimbursed at 50 % of the normal benefits payable. Attachment 2 to the Employee Health Plan Document, providing procedures and definitions for implementation of this paragraph and approved by ORGANIZATION, shall be on file with the Insurance and Benefits Manager, and a copy shall be delivered by City to each member of ORGANIZATION. D. The CITY will assume payment for dependent health insurance effective the first of the month following the month during which the employee completes one (1) year Of full time continuous service with the CITY. Any additional premium amounts for the optional Health Maintenance Organization (HMO) Plan will be paid bythe employee. For purposes of determining continuous service, there shall be no accrual of hours for the period of time an employee is on a non -pay status for a complete pay period. E. The City's obligation to pay for health insurance premiums shall be limited to Four Hundred Dollars ($400) per month for full family coverage for eligible employees. F. The city's medical plan shall include the following provisions: 1. A hospital pre -admission certification from OCMR shall be required prior to hospital admittance for non -emergencies. If the required certification is not obtained, the benefit entitlement will be subject to a $100 deductible against the charges for hospital costs. 2. The Medical Insurance Plan shall exclude coverage of pre-existing medical conditions of new employees and dependents, except under the following conditions: a. The employee or dependent is free from treatment for the pre-existing condition for three consecutive months after the effective date of coverage under the plan. b. A pre-existing condition of the employee is covered after an employee completes.six months of continuous employment. c. A pre-existing condition of any dependent who has been enrolled in the plan is covered after the employee completes twelve months of continuous service. -3- 3. The N. cal Insurance Plan deductible .. 11 be One Hundred' and Twenty -Five Dollars ($125) per person; and the maximum deductible per family shall be Three Hundred and Seventy -Five Dollars ($375) per family during any period of benefit entitlement as described in the City's Employee Health Plan. 4. Eligibility for dependent coverage shall be restricted to: a. Spouses of employees, b.. Their unmarried children to age 19, C. Unmarried children from age 19 to 23 if dependent on their parents for at least half their support and living at home or enrolled as a full time student; and d. Totally disabled children of any age who were enrolled in this plan prior to age 23. G. Each employee under age sixty-five (65) shall be provided with $40,000 life insurance and $40,000 accidental death and dismemberment insurance paid for by the CITY. Each employee shall have the option, at his or her own expense, to purchase an additional amount of life insurance in the amount of either $10,000 or $20,000, and accidental death and dismemberment insurance in the amount of $10,000, $20,000, $50,000 or $100,000. Evidence of insurability is contingent upon total participation in additional amounts. H. The CITY shall provide a dental insurance plan comparable to Private Medical Care, Inc. Plan, CXP 201. Said plan to cover the employee and his or her dependents With total cost of plan to be paid by the CITY. I. When an employee is off work without pay for reason of medical disability, the CITY shall maintain the employee's insurance premiums during the period the employee is in a non -pay status for the length of said leave, not to exceed twenty-four (24) months. J. Upon retirement, whether service or disability connected, each employee shall be entitled to cause himself or herself, spouse and dependents to participate fully in the city's group health insurance program at the equivalent of the city's group premium rate. Such participation shall be at employee's expense and upon terms, conditions and restrictions currently in effect. K. A joint committee shall be established by the City and MEO to discuss the actuarial report of the PERS Medical Plan. Such committee shall make recommendations regarding the study by February 1, 1987 on any areas of mutual agreement. ARTICLE VII INCOME PROTECTION PLAN This program provides, for each incident of illness or injury, a waiting period of sixty (60) calendar days, during which the employee may use accumulated sick leave, vacation a pay, or the employee may elect to be in a non -pay status. Subsequent to the sixty (60) day waiting period, the employee will be covered by an insurance plan paid for by the CITY, providing 66-2/3 percent of the first $6,000 of the employee's basic monthly earnings. -4- The maximum be► period for disability due to illne. shall be two years if under F age 65, reduced to 12 months by age 69. The maximum benefit period for disability due to injury shall be to age 65 or 12 months, whichever is longer. Days and months refer to calendar days and months. Benefits under the plan are integrated with sick leave, Worker's Compensation, Social Security and other non -private program benefits to which the employee may be entitled. Disability is defined as: "The inability to perform all of the duties of regular occupation during two years, and thereafter the inability to engage in any employment or occupation for which he is fitted by reason of education, training or experience." Rehabilitation benefits are provided in the event the individual, due to disability, must engage in other occupation. Survivor's benefits continues plan payment for three months beyond death. A copy of the plan is on file in the Administrative Services Department. ARTICLE VIII SICK LEAVE PAY A. Employees covered by this agreement and on the payroll on November 20, 1978 shall be entitled to the following sick leave payoff plan: At involuntary termination by reason of disability, or by death, or by retirement, employees shall be compensated at their then current rate of pay for seventy-five percent (75 %) of all unused sick leave accumulated as of July 1, 1972, plus fifty percent (50%) of unused sick leave accumulated subsequent to July 1, 1972, up to a maximum of 720 hours of unused, accumulated sick leave, except as provided in paragraph D below. Upon termination for any other reason, employees shall be compensated at their then current rate of pay for fifty percent (50 % ) of all unused accumulated sick leave, up to a maximum 720 hours of such accumulated sick leave. B. Employees hired after November 20, 1978 shall be entitled to the following sick leave payoff plan: Upon termination, all employees shall be paid, at their then current salary rate, for twenty-five percent (25%) of unused, earned sick leave to 480 hours accrued, and for thirty-five percent (35 % ) of all unused, earned sick leave in excess of 480 hours, but not to exceed 720 hours, except as provided in paragraph D below. C. Except as provided in paragraph D below, no employee shall be paid at termination for more than 720 hours of unused, accumulated sick leave. However, employees may utilize accumulated sick leave on the basis of "last in, first out," meaning that sick leave accumulated in excess of the maximum for payoff may be utilized first for sick leave, as defined in Personnel Rule 18-8. D. Provided, however, that employees who had unused, accumulated sick leave in excess of 720 hours as of July 5, 1980, shall be compensated for such excess sick leave remaining on termination under the formulas described in paragraphs A and B above. In -5- no event shall any en Yee be compensated upon termine,"' for any accumulated sick .leave in excess of the "cap" established by this paragraph (i.e., 720, hours plus the amount over 720 hours existing on July 5, 1980). Employees may continue to utilize sick leave accrued after that date in excess of such "cap" on a "last in, first out" basis. To the extent that any such "capped" amount of excess sick leave over 720 hours is utilized, the maximum compensabee amount shall be correspondingly reduced. (Example: Employee had 1,000 hours accumulated. Six months after July 5, 1980, employee has accumulated another 48 hours. Employee is then sick for 120 hours. Employee's maximum sick leave "cap" for compensation at termination is now reduced by 72 hours to 928 hours.) ARTICLE IX VACATIONS AND HOLIDAYS A. Vacation leave shall be accrued as follows: Years of Service Vacation Allowance First through Fourth Year 112 hours Fifth through Ninth Year 136 hours Tenth through Fourteenth Year 160 hours Fifteenth Year and Thereafter 192 hours B. All accrued vacation may be taken after six (6) months' service. C. Vacation (and sick leave) accrued time are to be computed from hiring date anniversary. D. Upon one (1) week's written notification to the Chief of Administrative Services, an employee represented herein shall be entitled to receive his earned vacation pay, less deductions, in advance, prior to his regularly scheduled annual vacation. Such -advancements are limited to one during each calendar year. E. Once during each fiscal year, each employee shall have the option to convert into a cash payment or deferred compensation up to a total of eighty (80) hours of earned vacation benefits. Such play may be reported to PERS as salary. The employee shall give two (2) weeks' advance notice of his/her desire to exercise such option. F. The maximum vacation accumulation shall be 400 hours. G. The following are paid holidays: 1. New Year's Day 2. Washington's Birthday (third Monday in February) 3. Memorial Day (last Monday in May) 4. Independence Day (July 4) 5. Labor Day (first Monday in September) 6. Veteran's Day (November 11) -6- f 7. Thanks ng Day (fourth Thursday in Noven. ) 8. The Friday after Thanksgiving 9. Christmas Day (December 25) 10. Martin Luther King, Jr., (third Monday in January) t 11. Any day declared by the President of the United States to be a national holiday or by the Governor of the State of California to be a state holiday and adopted as an employee holiday by the City Council of Huntington Beach. Holidays which fall on Sunday shall be observed the following Monday, and those falling on Saturday shall be observed the' preceding Friday. ARTICLE X GRIEVANCES A. Representation. In an effort to encourage the resolution of employee grievances at the level closest to their point of origin, and to further encourage an equitable handling of employee grievances, it is agreed that in any grievance proceeding the aggrieved employee may appear in person and/or by his representative or counsel. B. Procedure. The City Administrator or his designee shall act as hearing officer and shall conduct all hearings and proceedings in non -disciplinary grievances pursuant to Step 4 of Rule 19 of the Personnel Rules of the City of Huntington Beach. C. Arbitrator. In lieu of the hearing noted in Personnel Rules 19 and 20, the CITY and the ORGANIZATION may by mutual agreement submit a grievance to a neutral arbitrator whose decision shall be final and binding on the parties. D. Personnel Rules. The ORGANIZATION agrees to meet and confer during .the term of this agreement, when requested by the CITY, on modification and/or revision of the city Personnel Rules and/or Departmental Rules. E. The City and the ORGANIZATION agree to implement the following rule and accordingly revise the Personnel Rules as described herein: 1. 8-3. Layoff in Accordance with Length of Service. Determination of Length of Service. Professional, Scientific and Executive Classes. Layoff shall be made in accordance with the relative length of service of the employees in the service; provided, however, that no permanent employee shall be laid off until all temporary, acting and probationary employees in the competitive service holding positions in the same class in the same department are first laid off. In determining length of service scores, one point shall be allowed for each complete month of full-time, continuous service in the class of layoff or demotion and in classes that, at the time notice of layoff is given, have the same or a higher maximum salary. One-half point shall be allowed for -7- r Each complete month full-time, continuous service in other classes. Full-time, continuous.service shall be computed based on the most recent term of continuous service with the city. "Continuous" service shall mean permanent or part-time permanent service with the city which is unbroken by a permanent separation from the service of more than ninety (90) days. 2. Maternity Leave - An employee shall be entitled to a leave of absence without pay due to inability to work due to pregnancy. The employee will be entitled to use available sick leave during this period. Said leave must be requested in writing from the Department Head and must include a written notification from the employee's attending physician stating the last day the employee may work and estimated duration of leave. The employee must obtain written authorization to return to work from the attending physician. Said authorization must be filed with the Department Head and the Personnel Manager. ARTICLE XI VEHICLE POLICY The City Vehicle Use Policy currently in effect shall be amended to: 1. Add to the non -department head employees eligible for an auto allowance, those employees covered by this agreement who are assigned a vehicle on a permanent basis, as of the date of this agreement. 2. Effective July 1, 1986, 'increase the Automobile Allowance to Two Hundred and Fifty Dollars ($250) per month for non -department heads. ARTICLE XII BEREAVEMENT LEAVE AND FAMILY ILLNESS LEAVE Employees shall be entitled to bereavement leave not to exceed three (3) working days per calendar year in case of death in the immediate family. "Immediate family" is defined as father, stepfather, mother, stepmother, sisters, brothers, stepsisters, stepbrothers, mother-in-law, father-in-law, spouse, children or stepchildren. Sick leave may be used for an absence due to illness of the employee's spouse or child when the employee's presence is required at home, provided that such absences shall be limited to five (5) days per calendar year. ARTICLE XIII EDUCATION COSTS A. Education costs shall be paid to employees on the basis of full refund for tuition, fees, books and supplies; provided, however, that maximum reimbursement shall be at the rates currently in effect in the University of California system or the California State Fire Academy., B. Those employees enrolled in an approved course or program of study prior to date of this agreement may complete said course and be reimbursed the actual costs of tuition, fees, books and supplies. -8- C. Upon approv,.- of the Department Head and the Deputy City Administrator Administrative Services, employees may be compensated for actual cost of tuition, books, fees, at accredited educational institutions that charge higher rates than the University of :.' California, if it can be demonstrated by the employee that said educational institution presents the only accredited course or program within a reasonable commuting distance of the employee. D. Tuition reimbursement shall be limited to job related courses or approved degree objectives and require prior approval of the Department Head. E. Refunds shall be made when the employee presents proof to the Chief of Administrative Services that he/she has paid such costs and successfully completed the course. ARTICLE XIV UNIFORM ALLOWANCE CITY agrees to provide uniforms to employees on active duty who are required to wear uniforms to the same extent as in the past. ARTICLE XV TIME OFF Employees represented herein shall not be eligible for overtime compensation. However, time off for such employees may be granted by their respective department heads. ARTICLE XVI PHYSICAL EXAMINATIONS Employees covered by this agreement shall be provided once every two years :with a city paid physical examination. Said exam shall be comprehensive in nature and shall include: A. A complete medical history, physical exam, laboratory testing and review of results by a physician. (See Exhibit B, Physical Exam Description.) B. A stress EKG will be provided for employees forty years of age or older. No more than one-half of the eligible employees shall receive examinations in any one fiscal year. ARTICLE XVII TERM This Agreement shall be in effect for a period of one year commencing July 1, 1986, and ending at midnight, June 30, 1987. MIZ ARTICLE XVIII CITY COUNCIL APPROVAL It is the understanding of the CITY and ORGANIZATION that this Memorandum of Understanding is of no force or effect unless and until adopted by resolution of the City Council of the City of Huntington Beach. IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of Understanding this 3rd of November , 19 86 . CITY OF HUNTINGTON BEACH HUNTINGTON BEACH MANAGEMENT A Munieiga-FCorooration EMPLOYEES ORGANIZATION W. Thompson Sminis or Deputy Ci APPR9VED AS TO FORM: //X/ ..Virginia Mason, President ��'kCe }ems. ►tem pe i -10- EXHIBIT A CITY OF HUNTINGTON BEACH ADMINISTRATIVE SERVICES DEPARTMENT June 28, 1986 Management Employee's Organization Salary Schedule Job Code Title Range Salary 0259 Accounting Officer 430 $ 3226-3995 1203 Art/Cultural Manager 384 2567-3.181 0211 Assistant City Attorney 476 4058-5027 0231 Battalion Chief 454 3638-4507 0264 Beach Operations Supv 416 3009-3728 0264 Beach Services Manager 458 3711-4597 1212 Chief Electrical Inspector 401 2792-3461 1214 Chief Plumbing Inspector 401 2792-3461 0271 Chief Public Works Inspector 416 3009-3728 1215 Chief Special Services 401 2792-3461 1213 Chief Structural Inspector 401 2792-3461 1204 Circulation Librarian 384 2567=3181 0210 City Engineer 493 4418-5474 1209 Civil Engineer Assoc. 423 3118-3862 0249 Community Development Specialist Sr. 437 3342-4141 1248 Department Analyst 362 2300-2850 1249 Department Analyst Sr. 384 2567-3181 1235 Deputy Attorney 400 2780-3444 1233 Deputy Attorney II 438 3359-4162 1230 Deputy Attorney III 465 3841-4760 0224 Deputy Building Official 454 3638-4507 0221 Deputy Director, Planning 454 3638-4507 0286 Director Library 470 3940-4881 0290 Director of Finance 475 4039-5002 0230 Division Engineer 460 3747-4642 0213 Division Fire Chief 475 4039-5002 1253 Fire Administrative Deputy 384 2567-3181 2201 Fire Protection Analyst 404 2836-3513 0247 Information Systems Manager 454 3638-4507 0288 Insurance and Benefits Manager 448 3529-4371 1218 y Librarian Senior 353 2198-2725 . 0233 Marine Safety Captain 429 3210-3976 1247 Operations Supervisor 384 2567-3181 EXHIBIT A June 28, 1986 Manavement Emplovees Orzanization Salary Schedule Job Code Title Range Salary 1211 Planner Assoc. 396 $ 2725-3375 0243 Planner Senior 422 3101-3843 0226 Principal Accountant 394 2697-3340 0244 Principal Development Planner 437 3342-4141 1260 Principal Engineer 438 3359-4162 0220 Program Manager Hsng/Redev 459 3728-4619 0262 Property Manager 454 3638-4507 0235 Public Information Officer 416 3009-3728 1265 Public Liability Claims Coordinator 395 2709-3357 1217 Public Service Librarian 392 2669-3305 1239 Purchasing/Central Services Manager 417 ! 3025-3747 0266 Rec & Human Svcs/Park Dev. Spclst Sr. 395 2709-3357 0245 Redevelopment Specialist 396 2725-3375 1263 Structural Engineer 444 3460-4287 0257 Supt. Parks, Trees & Landscape 438 3359-4162 0260 Supt. Rec. & Human Services 438 3359-4162 0261 Supt. Rec. & Park Development 438 3359-4162 0272 Sup. Building Maintenance 416 3009-3 7 28 0273 Sup. Mechanical Maintenance 416 3009-3728 0274 Sup. Parks 416 3009=3728 0269 Sup. Rec. Adult Sports 370 2392-2962 0275 Sup. Sewer Maintenance 416 3009-3728 0276 Sup. Street Maintenance 416 3009-3728 0277 Sup. Street Tree Maintenance 416 3009-3728 0279 Sup. Water Maintenance 416 3009-3728 0280 Sup. Water Production 416 3009-3728 1219 Tech. Service Librarian 384 2567-3181 0237 Traffic Engineer 444 3460-4287 0258 Water Superintendent 460 3747-4642 1255 Workers Compensation Coordinator 394 2697-3340 0349X EXHIBIT A CITY OF HUNTINGTON BEACH ADMINISTRATIVE SERVICES DEPARTMENT December 27, 1986 Management Employee's Organization Salary Schedule Job Code Title Range 0259 Accounting Officer 433 1263 Art/Cultural Manager 387 0211 Assistant City Attorney 479 0231 Battalion Chief 457 0264 Beach Operations Supv 419 0234 Beach Services Manager 461 1212 Chief Electrical Inspector 404 1214 Chief Plumbing Inspector 404 0271 Chief Public Works Inspector 419 1215 Chief Special Services 404 1213 Chief Structural Inspector 404 1204 Circulation Librarian 387 0210 City Engineer 496 1209 Civil Engineer Associate 426 0249 Community Development Specialist Sr. 440 1248 Department Analyst 365 1249 Department Analyst Sr. 387 1235 Deputy Attorney I 403 1233 : Deputy Attorney II 441 1230 . Deputy Attorney III 468 0224 Deputy Building Official 457 0221 Deputy Director, Planning 457 0286 Director Library 473 0290 Director of Finance 478 0230 Division Engineer 463 0213 Division Fire Chief 478 1253 Fire Administrative Deputy 387 2201 Fire Protection Analyst 407 0247 Information Systems Manager 45T 0288 Insurance and Benefits Manager 451 1218 Librarian Senior 356 0233 Marine Safety Captain 432 1247 Operations Supervisor 387 Salary $ 3274-4058 2605-3227 4118-5105 3692-4574 3056-3786 3767-4664 2836-3513 2836-3513 3056-3786 2836-3513 2836-3513 2605-3227 4488-5557 3163-3919 3392-4203 2335-2891 2605-3227 2822-3496 3411-4224 3900-4833- 3692-4574 3692-4574 3999-4954 4099-5079 3803-4711 4099-5079 2605-3227 2879-3565 3692-4574 3581-4439 2233-2766 3260-4037 2605-3227 EXHIBIT A December 27, 1986 Management Employees Organization Salary Schedule Job Code Title Range Salary 1211 Planner Associate 399 $ 2765-3427 0243 Planner Senior 425 3149-3900 0226 Principal Accountant 397 2737-3392 0244 Principal Development Planner 440 3392-4203 1260 Principal Engineer 441 3411-4224 0220 Program Manager Hsng/Redev 462 3782-4687 0262 Property Manager 457 3692-4574 0235 Public Information Officer 419 3056-3786 1265 Public Liability Claims Coordinator 398 2753-3409 1217 Public Service Librarian 395 2709-3357 1239 Purchasing/Central Services Manager 420 3073-3805 0266 Rec & Human Svcs/Park Dev. Spclst Sr. 398 2753-3409 0245 Redevelopment Specialist 399 2765-342 7 1263 Structural Engineer 447 3510-4349 0257 Supt. Parks, Trees & Landscape 441 3411-4224 0265 Supt. Rec. & Human Services 441 3411-4224 0261 Supt. Rec. & Park Development 441 3411-4224 0272 Sup. Building Maintenance 419 3056-3785 0273 Sup. Mechanical Maintenance 419 3056-3786 0274 Sup. Parks 4119 3056-3786 0269 Sup. Rec. Adult Sports 373 2428-3009 0275 Sup. Sewer Maintenance 419 3056-3 7 86 0276 Sup. Street Maintenance 419 3056-3786 0277 Sup. Street Tree Maintenance 419 3056-3786 0279 Sup. Water Maintenance 419 3056-3786 0280 Sup. Water Production 419 3056-3786 1219 Tech. Service Librarian 387 2605-3227 0237 Traffic Engineer 447 3510-4349 0258 Water Superintendent 463 3803-4711 1255 Workers Compensation Coordinator 397 2737-3392 0349X `preventive , i ic®ne JSSEII M. MORGAN. M.D. medical Sroup, Inc. MEDICAL DIRECTOR 9355 CMAPMAN AVE. SUITE 104. GARDEN GROVE CA 92641 Q 14) 539-8986 HEALTHEX 1700 TEST PANEL 109 I. COMPLETE HEALTH HISTORY II. COMPLETE PHYSICAL EXAMINATION BY -PHYSICIAN III. COMPUTER PRINTOUT A. Physiological Tests 1. Temperature 2. Height 3. Weight 4. Vision 5. Audiometry (hearing screening) 6. Blood pressure 7. Pulse 8. Chest X-Ray 9. EKG 10. History 11. Tonometry (glaucoma) for patients 35 and over 12. Spirometry�(Breathing) B. Lab Tests 1. Blood Chem,'istry screening tests SGPT SGOT LDH Alk. Phosphatase Total Bilirubin Total Protein Albumin -Serum Globulin Cholesterol 2. Complete Blood count 3. Urinalysis 4. Stool Test for blood l 5. RPR 6. Pap smear on females 7. HDL IV. EXAMINATION FINDINGS Triglycerides Glucose Fasting BUN Creatinine Uric Acid Calcium Inorganic Phosphate Sodium Potassium A. Consultation with M.D. B. Written Report of findings EXHIBIT B ATTACHMENT A The parties have agreed to the following: 1. Term Memorandum of Understanding shall be in effect for one (1) year commencing July 1, 1986, and ending June 30, 1987. 2. Salary Increase 5% Effective June 28, 1986 1.5% Effective December 27, 1986 3. Medical Insurance A. The City will assume payment for dependent health insurance effective the first month following the month during which the employee completed one (1) year of full time continuous service with the City. B. Prior to admission to a hospital for non -emergency procedures, a pre -admission certification shall be obtained from the Orange County Medical Review. If the pre -admission -- certification is not obtained from the Orange County Medical Review, the benefit entitlement shall be subject to a $100.00 deductible against the charges for hospital costs. 4. Physical Exams Article XVI of the Memorandum of Understanding which expired June 30, 1986, shall be amended to provide as follows: Employees covered by this agreement shall be provided once every two years with a City paid physical examination. Said exam shall be comprehensive in nature and shall include: A. A complete medical history, physical exam, laboratory testing and review of results by a physician. B. A stress EKG will be provided for employees forty years of age or older. No more than one-half of the eligible employees shall receive examinations in any one (1) fiscal year. S. vacation Converted to Cash Payment'May be Reported As Salary Currently, up to eighty (80) hours of vacation can be converted into cash payments each year. The City shall provide all employees covered by the Memorandum of Understanding who are eligible for PERS retirement, the option of reporting this eighty (80) hours of payment to PERS as compensation. 6. vehicle Allowance A. The City shall provide all employees covered by the Memorandum of Understanding who are eligible for a PERS retirement, the option of reporting his or her vehicle allowance as compensation for all or any part of the twelve month period prior to receiving a PERS retirement. B. Effective July 1, 1986, the vehicle allowance shall be increased to two hundred and fifty dollars ($250.00) per month. 7. P.E.R.S. Retirees Medical Establish a joint committee to discuss P.E.R.S. report and make recommendations regarding the study. REQUEST FOR CITY COUNCIL FACTION Date July 8, 1985 s' Submitted to: Honorable Mayor and City Council Y GIT G Submitted by: Charles W. Thompson, City Administrato ^,� �� 19• Prepared by: Robert J. Franz, Chief of Administrative Service Amendment to Resolution #5424, Memorandum of Understandi cxTNZ cL . Subject: between the City and the Management Employees Organ'z Consistent with Council Policy? VI Yes [ ] New Policy or Exception S Res Statement of Issue, Recommendation, Analysis, Funding Source, Alternative Actions, Attachments:__ Statement of Issue: Amend Resolution #5424 to include classifications and salary schedules in the Memorandum of Understanding between the City and the Management Employees Organization. Recommendation: Approve Amendment to Resolution #5424. Analysis: In April of 1985, the Management Employees Organization requested their unit be modified to include eleven classifications of management, supervisors and professional employees. The City granted the request based on the "appropriateness of unit criteria" outlined in the Employer -Employee Relations Resolution #3335. The Municipal Employees Association did not challenge or appeal this action. Under the M.E.A. agreement incumbents in these eleven classifications had .5% of salary deposited in a Medical Retirement Fund. This fund has since been transferred to a Deferred Compensation account for each M.E.A. covered employee in fiscal year 1985-86. Since the eleven classifications have been transferred to the M.E.O., which has no similar benefit, all parties have agreed to a .5% salary increase rather than continue in a Deferred Compensation plan utilized by the M.E.A. Maximum fiscal year cost for all incumbents in subject classifications would be $3,276. There would be an offsetting reduction in the Deferred Compensation amount utilized for M.E.A. covered employees. Funding Source: No cost. Alternative Actions: Make no changes with resulting .5% loss for classifications switching to Management Employees Organization. Attachment: Amendment to Resolution #5424 0615X PI O 4/84 ( � 1 AMENDMENT TO THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF HUNTINGTON BEACH AND THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION This Amendment to the Memorandum of Understanding is entered into by and between the City of Huntington Beach, a municipal corporation of the State of California, herein called "CITY," and the Huntington Beach Management Employees' Organization, a Cali- fornia association, herein called "ORGANIZATION." Du= ATrnT'M WHEREAS, pursuant to California law, the CITY, acting by and through its designated representatives, duly appointed by the governing body of CITY, and the representatives of the ORGANIZA- TION, have met and conferred in good faith with regard to certain classifications being added to the Bargaining Unit; and The parties have reached agreement as to the terms and con- ditions under which such classifications shall be added to the Management Employees' Organization Bargaining Unit, and the parties desire to reduce this agreement to writing, NOW, THEREFORE, this Amendment to the Memorandum of Under- standing is executed by the representatives of the parties, to become effective upon the City Council's adoption of an appro- priate resolution, and it is agreed as follows: 1. Article I - Representational Unit shall be amended by adding those classifications reflected in Exhibit "A" attached hereto and incorporated 'herein by this reference. 2. The effective date of the Amendment to Article I above shall be April 30, 1985. 3. All incumbents in the classifications listed in Exhibit "A" hereto who have occupied those classifications during fiscal year 7/1/84 through 4/30/85, shall receive a deposit of $150 in -1- the City of Huntington Beach Deferred Compensation Plan. Said deposit shall be in full settlement of any and all claims to any portion of the Medical Insurance Retirement Fund afforded members of the Municipal Employees Association. 4. Additionally, such classifications shall receive a one -range (.5%) adjustment in full satisfaction of any and all claims for future entitlements to the above Medical Insurance Retirement Fund. This adjustment, plus the 5.5% increase granted all Management Employees' Organization members as of June 29, 1985, results in the proposed ranges specified in item 5 herein. 5. As of June 29, 1985, the salaries for the classifica- tions added to the Bargaining Unit by this agreement shall be as follows: JOB TITLE Assoc. Civil Eng. Assoc. Planner Chief Elect. Insp. Chief Struc. Insp. Crlief Plumb. Insp. Chief Pub. Works Insp. Chief Spec. Services Plan Check Eng. Public Serv. Librarian Senior Librarian Tech. Serv. Librarian PROPOSED (85/86) 413 (2964-3671) 386 (2591-3212) 391 (2655-3290) 391 (2655-3290) 391 (2655-3290) 391 (2655-3290) 391 (2655-3290) 413 (2964-3671) 382 (2541-3149) 343 (2089-2588) 369 (2378-2947) 6. All the terms and conditions of the Memorandum of Understanding between the parties adopted by Resolution No. 5424 not specifically amended by this Agreement shall remain the same. -2- RESOLUTION NO. 5543 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH APPROVING AND IMPLEMENTING AN AMENDMENT TO THE MEMO- RANDUM OF UNDERSTANDING in'LTH THE HUNTINGTON BEACH MANAGMENT EMPLOYEES' ORGANIZATION The City Council of the City of Huntington Beach does hereby resolve as follows: The Amendment to the Memorandum of Understanding between the City of Huntington Beach and the Huntington Beach Management Employees' Organization, effective April 30, 1985, a copy of which is attached hereto and by reference made a part hereof, is hereby adopted and ordered implemented in accordance with the terms and conditions thereof, and the City Administrator is authorized to execute such Amendment. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 154L-.h day of July 1985. ATTEST: r 17 City Clerk PROVED AS TO CONTENT: C?ity Administrator m Mayor l APPROVED AS TO FORM: ��City Attor ey r IN WITNESS WHEREOF, the parties hereto have executed this Amendment to the Memorandum of Understanding this 15th day of July, 1985. CITY OF HUNTINGTON EACH MANAGEMENT EMPLOYEES' ORGANIZATION BERT J. _riANZ, Chief / Administrative-Services/f NAND CEWIS, Personnel Manager APPROVED AS TO FORM: k7" I City Att rney -3- ODFREY, President JOHN E. O' MALLY Business Agent CLASSIFICATIONS ADDED TO BARGAINING UNIT HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION Associate Civil Engineer Association Planner Chief Electrical Inspector Chief Structural Inspector Chief Plumbing Inspector Chief Public Works Inspector Chief Specialized Services Plan Check Engineer Public Service Librarian .w,._ Senior Librarian Technical Services Librarian EXHIBIT "A" O < � 0 Res. No. 5543 STATE OF CALIFORNIA ) COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) I, ALICIA M. WENTWORTH, 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 more than a majority of all the members of said City Council at a regular meeting thereof held on the 15th day of July lg 85 , by the following vote: AYES: Councilmen: Kelly, MacAllister, Mandic, Bailey, Finley, Green NOES: Councilmen: None ABSENT: Councilmen: Thomas City Clerk and ex-officio Clerk of the City Council of the City of Huntington Beach, California 1 REQUEb- r FOR CITY COUNCIL ACTION v� Date JULY 30,,1 �03st4 4 Submitted to: Honorable Mayor and City Council p 8`1 GiS �� 19�' Submitted by: Charles W. Thompson, City Administ o O —00 -g ' zY evE Prepared by: Robert J. Franz, Chief of Administrative Service Subject: Approval of Memorandum of Understanding with the a ent Employees' Organization for 1984-85 and 1985-86 Fiscal Years Statement of Issue, Recommendation, Analysis, Funding Source, Alternative Actions, Attachments: `--Ak__ STATEMENT OF ISSUE: After completing the meet and confer process, the City and the Management Employees' Organization have come to mutual agreement as outlined in the attached Memorandum of Understanding outlining compensation and conditions of employment for 1984-85 fiscal year and 1985-86 fiscal year. RECOMMENDATION: City Council adopt the attached Resolution and Memorandum of Understanding. ANALYSIS: The agreement with MEO provides for the following changes in salaries and benefits for fiscal years 84-85 and 85-86. Estimated Additional Annual Costs FY 84-85 FY 85-86 1. Employees represented by MEO will receive $140,000 $155,000 a 5% salary adjustment effective 06/30/84, and a 5.5% salary adjustment effective 07/01/85. 2. Improved dental plan 9,000 3. Increased auto allowance to $225 on 07/01/85 350 4. Implement medical plan cost containment Cost Savings Cost Savings amendments 5. PERS pickup shift for retirees Minor Cost Minor Cost 6. CAP medical premiums to $400 or full No Cost No Cost rate as of 01/01/86. 7. New language to require City Council No Cost No Cost approval of special holidays. 8. Reopener clause FY 85-86 No Cost Unknown Totals $149,000 $155,350 PIO 4/81 REQUEST FOR CITY COUNCIL ACTION APPROVAL OF MOU WITH MEO FOR 1984-85 AND 1985-86 FISCAL YEARS FUNDING SOURCE: General Fund: 1984-85 Personnel Services Salary Accounts 1985-86 Personnel Services Salary Accounts ALTERNATIVE ACTIONS: Continue negotiations ATTACHMENTS: Resolution approving Memorandum of Understanding, Memorandum of Understanding C WT:RJF:skd 04790 -2- RESOLUTION NO. 5424 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH APPROVING AND IMPLEMENTING A MEMORANDUM OF UNDERSTANDING WITH THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION FOR 1984-1986 The City Council of the City of Huntington Beach does hereby resolve as follows: The Memorandum of Understanding between the City of Huntington Beach and the Huntington Beach Management Employees' Organization effective June 301, 1984, a copy of which is attached hereto and by reference made a part hereof, is hereby adopted and ordered implemented in accordance with the terms and conditions thereof, and the City Administrator is authorized to execute such Agreement. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 6th of August, 1984. ATTEST: r&uirt—yc APPROVED AS TO CONTENT: City Administrator LIP•. 7./Aia APPROVED AS TO FORM: A;1Z-t;:7 City Attorney TABLE OF CONTENTS TITLE PAGE Table of Contents i Preamble 1 Article I Representational Unit I Article 2 Existing Conditions of Employment 1 Article 3 Salary Schedules 2 Article 4 Reopeners 2 Article 5 Public Employee's Retirement System 2 Article 6 Insurance 3 Article 7 Income Protection Plan 5 Article 8 Sick Leave Pay 6 Article 9 Vacations and Holidays 7 Article 10 Grievances 8 Article 11 Vehicle Policy 9 Article 12 Bereavement Leave and Family Illness Leave 9 Article 13 Education Costs 9 Article 14 Uniform Allowance 10 Article 15 Time Off 10 Article 16 Physical Examinations 10 Article 17 Term of Memorandum of Understanding 11 Article 18 City Council Approval 11 Exhibit A Salary Schedule- Effective 06/30/84 Salary Schedule - Effective 06/29/85 -i- MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF HUNTINGTON BEACH AND THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION 1984-1986 This Memorandum of Understanding is entered into by and between the CITY OF HUNTINGTON BEACH, a Municipal Corporation of the State of California, herein called "CITY", and the HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION, a California Association, herein called "ORGANIZATION." PREAMBLE WHEREAS, pursuant to California law, the CITY, acting by and through its designated respresentatives, duly appointed by the governing body of said city, and the representatives of the ORGANIZATION, a duly recognized employee organization, 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 fiscal year 1984-1985 and 1985-1986. WHEREAS, except as otherwise expressly provided herein, all terms and conditions of this Agreement shall apply to all employees represented by the ORGANIZATION, and WHEREAS, the representatives of the CITY and the ORGANIZATION desire to reduce their agreements to writing, NOW THEREFORE, this Memorandum of Understanding is made, to become effective June 30, 1984, and it is agreed as follows: ARTICLE I REPRESENTATIONAL UNIT It is recognized that ORGANIZATION is the employee organization which has the right to meet and confer in good faith with the CITY on the behalf of employees whose classifications are listed in Exhibit A, attached hereto and incorporated by reference herein. ARTICLE II EXISTING CONDITIONS OF EMPLOYMENT Except as otherwise expressly provided herein, the adoption of this Memorandum of Understanding shall not change existing benefits and terms and conditions of employment which have been established in prior Memoranda of Understanding, and/or provided for in the Personnel and Departmental Rules of the City of Huntington Beach. ARTICLE III SALARY SCHEDULES Employees shall be compensated at monthly salary rates by classification title and salary range during the term of this Agreement as set out in Exhibit A, attached hereto and incorporated herein. ARTICLE IV REOPENERS A. In the event that the salary and benefit settlement reached in the meet and confer process with the Huntington Beach Municipal Employees' Association, the Huntington Beach Firemen's Association, the Huntington Beach Marine Safety Officers' Association, or the Huntington Beach Police Officer's Association, or any of them, exceeds a 6.5% increase in existing salary and benefits, or is less than a 4.5% increase for fiscal year 1985-86, then this agreement shall be reopened for the limited purpose of renegotiating salary and fringe benefits. B. If the increase in the Consumer Price Index (CPI) for "All Urban Consumers, U.S. City Average (1967 = 100)" exceeds 7% for the twelve (12) month period ending 06/30/85, according to the Department of Labor, Bureau of Labor Statistics, this agreement shall be reopened for the limited purpose of renegotiating salary and fringe benefits. ARTICLE V PUBLIC EMPLOYEES' RETIREMENT SYSTEM A. Each employee covered by this Agreement shall continue to be reimbursed once every two weeks in an amount equal to 7 % of the employee's base salary as a pickup of the employee's contribution, or portion of such 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. B. In the event a member elects Option #2 (Section 21333) or Option #3 (Section 21334) of the Public Employees' Retirement law, the CITY shall pay the difference between such elected option and the unmodified allowance which the member would have received for his or her life alone. This payment shall be made only to the member, shall be payable by the CITY during the life of the member, and upon that member's death, the CITY'S obligation shall cease. The method of funding this benefit shall be at the sole discretion of the CITY. This benefit is vested for employees covered by this agreement. (Note: The options provide that the allowance is payable to the member until his or her death, and then either the entire allowance (Option #2) or one-half of the allowance (Option #3) is paid to the beneficiary for life.) -2- C. Each employee, eligible for service retirement, may have his/her PERS pickup reported as compensation for all or any part of the twelve month period prior to his/her service retirement date upon written request to the Finance Director. Such modified reporting small be limited to a maximum period of twelve months preceding retirement. (Government Code Section 20022). ARTICLE VI INSURANCE A. The CITY shall continue to provide group medical benefits to all employees with coverage and other benefits comparable to the group medical plans currently in effect. B. The group medical insurance plan shall be .100% of the usual customary and reasonable changes for out patient pre -admission testing and out patient surgery. C. All elective surgeries will require a second surgical opinion from a list of authorized physicians. The City shall provide such list of physicians mutually agreeable to CITY and the ORGANIZATION. It is understood that should an employee elect a surgical procedure without a second opinion or contrary to the recommendation of a second or third opinion, the benefit charges will be reimbursed at 50% of the normal benefits payable. Attachment 2 to the Employee Health Plan Document, providing procedures and definitions for implementation of this paragraph and approved by ORGANIZATION, shall be on file with the Insurance and Benefits Manager, and a copy shall be delivered by City to each member of ORGANIZATION. D. The CITY will assume payment for dependent health insurance effective the first of the month following the month during which the employee completes three (3) years of full time continuous service with the CITY. Any additional premium amounts for the optional Health Maintenance Organization (HMO) Plan will be paid by the employee. For purposes of determining continuous service, there shall be no accrual of hours for the period of time an employee is on a non -pay status for a complete pay period. E. Effective January 1, 1986, the City's obligation to pay for health insurance premiums shall be limited to the higher of: 1. Four Hundred Dollars ($400) per month for full family coverage for eligible employees, or 2. The maximum premium or rate as of January 1, 1986 for full family coverage under any plan maintained by the City. -3- F. The city's me..scal plan shall be modified in the ..,flowing manner, effective August 1, 1984. 1. A hospital preadmission notification to the claims administrator will be required prior to hospital admittance for non -emergencies. If the required notification is not given by the employee, the benefit entitlement will be subject to a $100 deductible against the charges for hospital costs. 2. The Medical Insurance Plan shall exclude coverage of pre-existing medical conditions of new employees and dependents, except under the following conditions: a. The employee or dependent is free from treatment for the pre-existing condition for three consecutive months after the effective date of coverage under the plan. b. A pre-existing condition of the employee is covered after an employee completes six months of continuous employment. c. A pre-existing condition of any dependent who has been enrolled in the plan is covered after the employee completes twelve months of continuous service. 3. The Medical Insurance Plan shall be modified to increase the deductible from One Hundred ($100) to One Hundred and Twenty -Five Dollars ($125) per person; and the maximum deductible per family shall be increased from Three Hundred ($300) to Three Hundred and Seventy -Five Dollars ($375) per family during any period of benefit entitlement as described in the City's Employee Health Plan. rill 4. Eligibility for dependent coverage shall be restricted to: a. Spouses of employees, b. Their unmarried children to age 19, c. Unmarried children from age 19 to 23 if dependent on their parents for at least half their support and laving at home or enrolled as a full time student; and d. Totally disabled children of any age who were enrolled in this plan prior to age 23. G. Each employee under age sixty-five (65) shall be provided with $40,000 life insurance and $40,000 accidental death and dismemberment insurance paid for by the CITY. Each employee shall have the option, at his or her own expense, to purchase an additional amount of life insurance in the amount of either $10,000 or $20,000, and accidental death and dismemberment insurance in the amount of $10,000, $2000009 $50,000 or $100,000. Evidence of insurability is contingent upon total participation in additional amounts. H. The CITY shall provide a dental insurance plan comparable to Private Medical Care, Inc. Plan, CXP 201. Said plan to cover the employee and his or her dependents with total cost of plan to be paid by the CITY. QM I. When an employee is off work without pay for reason of medical disability, the CITY shall maintain the employee's insurance premiums during the period the employee is in a non -pay status for the length of said leave, not to exceed twenty-four (24) months. J. Upon retirement, whether service or disability connected, each employee shall be entitled to cause himself or herself, spouse and dependents to participate fully in the city's group health insurance program at the equivalent of the city's group premium rate. Such participation shall be at employee's expense and upon terms, conditions and restrictions currently in effect. K. The City and the ORGANIZATION will conduct a joint study on a Management Optional Benefit Plano Said study will include, but not be limited to, the areas of: optional benefit selection, funding of post retirement medical benefits, reinvestment of sick leave payoff accruals, and/or benefit restructuring. A joint report to the City Administrator on the results of the study will be submitted no later than February 1, 1985. On those issues which result in mutual agreement, the date of implementation shall be July 1, 1985. ARTICLE VII INCOME PROTECTION PLAN This program provides, for each incident of illness or injury, a waiting period of sixty (60) calendar days, during which the employee may use accumulated sick leave, vacation pay, or the employee may elect to be in a non -pay status. Subsequent to the sixty (60) day waiting period, the employee will be covered by an insurance plan paid for by the CITY, providing 66-2/3 percent the first $6,000 of the employee's basic monthly The maximum benefit period for disability due to illness shall be two years if under age 65, reduced to 12 months by age 69. The maximum benefit period for disability due to injury shall be to age 65 or 12 months, whichever is longer. Days and months refer to calendar days and months. Benefits under the plan are integrated with sick leave, Worker's Compensation, Social Security and other non -private program benefits to which the employee may be entitled. Disability is defined as: "The inability to perform all of the duties of regular occupation during two years, and thereafter the inability to engage in any employment or occupation for which he is fitted by reason of education, training or experience." Rehabilitation benefits are provided in the event the individual, due to disability, must engage in other occupation. Survivor's benefits continues plan payment for three months beyond death. A copy of the plan is on file in the Administrative Services Department. -5- ARTICLE VIII SICK LEAVE PAY A. Employees covered by this agreement and on the payroll on November 20 1978 shall be entitled to the followingsick leave payoff plan: IJI" At involuntary termination by reason of disability, or by death, or by retirement, employees shall be compensated at their then current rate of pay for seventy-five percent (75%) of all unused sick leave accumulated as of July 1, 19721, plus fifty percent (50%) of unused sick leave accumulated subsequent to July 19 1972, up to a maximum of 720 hours of unused, accumulated sick leave, except as provided in paragraph D below. Upon termination for any other reason, employees shall be compensated at their then current rate of pay for fifty percent (50%) of all unused accumulated sick leave, up to a maximum 720 hours of such accumulated sick leave. B. Employees hired after November 20, 1978 shall be entitled to the following sick leave payoff plan: Upon termination, all employees shall be paid, at their then current salary rate, for twenty-five percent (25%) of unused, earned sick leave to 480 hours accrued, and for thirty-five percent (35%) of all unused, earned sick leave in excess of 480 hours, but not to exceed 720 hours, except as provided in paragraph D below. C. Except as provided in paragraph D below, no employee shall be paid at termination for more than 720 hours of unused, accumulated sick leave. However, employees may utilize accumulated sick leave on the basis of "last in, first out," meaning that sick leave accumulated in excess of the maximum for payoff may be utilized first for sick leave, as defined in Personnel Rule 18-8. D. Provided, however, that employees who had unused, accumulated sick leave in excess of 720 hours as of July 5, 1980, shall be compensated for such excess sick leave remaining on termination under the formulas described in paragraphs A and B above. In no event shall any employee be compensated upon termination for any accumulated sick leave in excess of the "cap" established by this paragraph (i.e., 720 hours plus the the amount over 720 hours existing on July 5, 1980). Employees may continue to utilize sick leave accrued after that date in excess of such "cap" on a "last in, first out" basis. To the extent that any such "capped" amount of excess sick leave over 720 hours is utilized, the maximum compensable amount shall be correspondingly reduced. (Example: Employee had 1,000 hours accumulated. Six months after July 5, 1980, employee has accumulated another 48 hours. Employee is then sick for 120 hours. Employee's maximum sick leave "cap" for compensation at termination is now reduced by 72 hours to 928 hours.) -6- ARTICLE IX VACATIONS AND HOLIDAYS A. Vacation leave shall be accrued as follows: Years of Service Vacation Allowance First through Fourth Year 112 hours Fifth through Ninth Year 136 hours Tenth through Fourteenth Year 160 hours Fifteenth Year and Thereafter 192 hours B. All accrued vacation may be taken after six (6) months' service. C. Vacation (and sick leave) accrued time are to be computed from hiring date anniversary. D. Upon one (1) week's written notification to the Chief of Administrative Services, an employee represented herein shall be entitled to receive his earned vacation pay, less deductions, in advance, prior to his regularly scheduled annual vacation. Such advancements are limited to one during each calendar year. E. Once during each fiscal year, each employee shall have the option to convert into a cash payment or deferred compensation up to a total of eighty (80) hours of earned vacation benefits. The employee shall give two (2) weeks' advance notice of his/her desire to exercise such option. F. The maximum vacation accumulation shall be 400 hours. G. The following are paid holidays: 1. New Year's Day 2. Washington's Birthday (third Monday in February) 3. Memorial Day (last Monday in May) 4. Independence Day (July 4) 5. Labor Day (first Monday in September) 6. Veteran's Day (November 11) 7. Thanksgiving Day (fourth Thursday in November) 8. The Friday after Thanksgiving 9. Christmas Day (December 25) 10. Martin Luther King, Jr., (Effective January 6, 1986) -7- 11. Any day declared by the President of the United States to be a national holiday or by the Governor of the State of California to be a state holiday and adopted as an employee holiday by the City Council of Huntington Beach. Holidays which fall on Sunday shall be observed the following Monday, and those falling on Saturday shall be observed the preceding Friday. ARTICLE X GRIEVANCES A. Representation. In an effort to encourage the resolution of employee grievances at the level closest to their point of origin, and to further encourage an equitable handling of employee grievances, it is agreed that in any grievance proceeding the aggrieved employee may appear in person and/or by his representative or counsel. B. Procedure. The City Administrator or his designee shall act as hearing officer and shall conduct all hearings and proceedings in nondisciplinary grievances pursuant to Step 4 of Rule 19 of the Personnel Rules of the City of Huntington Beach. C. Arbitrator. In lieu of the hearing noted in Personnel Rules 19 and 20, the CITY and the ORGANIZATION may by mutual agreement submit a grievance to a neutral arbitrator whose decision shall be final and binding on the parties. D. Personnel Rules. The ORGANIZATION agrees to meet and confer during the term of this agreement, when requested by the CITY, on modification and/or revision of the city Personnel Rules and/or Departmental Rules. E. The City and the ORGANIZATION agree to implement the following rule and accordingly revise the Personnel Rules as described herein: 1. 8-3. Layoff in Accordance with Length of Service. Determination of Length of Service. Professional, Scientific and Executive Classes. Layoff shall be made in accordance with the relative length of service of the employees in the service; provided, however, that no permanent employee shall be laid off until all temporary, acting and probationary employees in the competitive service holding positions in the same class in the same department are first laid off. In determining length of service scores, one point shall be allowed for each complete month of full-time, continuous service in the class of layoff or demotion and in classes that, at the time notice of layoff is given, have the same or a higher maximum salary. One-half point shall be allowed for each complete month of full-time, continuous service in all other classes. Full-time, continuous service shall be computed based on the most recent term of continuous service with -8- the c. "Continuous" service shall mk. permanent or part-time permanent service with the city which is unbroken by a permanent separation from the service of more than ninety (90) days. 2. Maternity Leave - An employee shall be entitled to a leave of absence without pay due to inability to work due to pregnancy. The employee will be entitled to use available sick leave during this period. Said leave must be requested in writing from the Department Head and must include a written notification from the employee's attending physician stating the last day the employee may work and estimated duration of leave. The employee must obtain written authorization to return to work from the attending physician. Said authorization must be filed with the Department Head and the Personnel Manager. ARTICLE XI VEHICLE POLICY The city Vehicle Use Policy currently in effect shall be amended to: 1. Add to the non -department head employees eligible for an auto allowance, those employees covered by this agreement who are assigned a vehicle on a permanent basis, as of the date of this agreement. 2. Effective July 1, 1985, increase the Automobile Allowance to Two Hundred and Twenty -Five Dollars ($225) per month for non -department heads. ARTICLE XII BEREAVEMENT LEAVE AND FAMILY ILLNESS LEAVE Employees shall be entitled to bereavement leave not to exceed three (3) working days per calendar year in case of death in the immediate family. "Immediate family" is defined as father, stepfather, mother, stepmother, sisters, brothers, stepsisters, stepbrothers, mother-in-law, father-in-law, spouse, children or stepchildren. Sick leave may be used for an absence due to illness of the employee's spouse or child when the employee's presence is required at home, provided that such absences shall be limited to five (5) days per calendar year. ARTICLE XIII EDUCATION COSTS A. Education costs shall be paid to employees on the basis of full refund for tuition, fees, books and supplies; provided, however, that maximum reimbursement shall be at the rates currently in effect in the University of California system or the California State Fire Academy. -9- B. Those employees enrolled in an approved course or program of study prior to date of this agreement may complete said course and be reimbursed the actual costs of tuition, fees, books and supplies. C. Upon approval of the Department Head and the Chief of Administrative Services, employees may be compensated for actual cost of tuition, books, fees, at accredited educational institutions that charge higher rates than the University of California, if it can be demonstrated by the employee that said educational institution presents the only accredited course or program within a reasonable commuting distance of the employee. D. Tuition reimbursement shall be limited to job related courses or approved degree objectives and require prior approval of the Department Head. E. Refunds shall be made when the employee presents proof to the Chief of Administrative Services that he/she has paid such costs and successfully completed the course. ARTICLE XIV UNIFORM ALLOWANCE CITY agrees to provide uniforms to employees on active duty who are required to wear uniforms to the same extent as in the past. ARTICLE XV TIME OFF Employees represented herein shall not be eligible for overtime compensation. However, time off for such employees may be granted by their respective department heads. ARTICLE XVI PHYSICAL EXAMINATIONS Employees covered by this agreement shall be provided once every two years with a city paid physical examination. Said exam shall be comprehensive in nature and shall include: A. A complete medical history, physical exam and review of results by a physician. B. Health testing including vision, hearing, breathing, chest x-ray and stress EKG. C. Laboratory test including standard chemical test, blood count, HDI., urinalysis and stool test for blood. No more than one-half of the eligible employees shall receive examinations in any one fiscal year. -10- ARTICLE XVII TERM This Agreement shall be in effect for a period of two years commencing June 30, 1984, and ending at midnight, dune 30, 1986. ARTICLE XVIII CITY COUNCIL APPROVAL It is the understanding of the CITY and ORGANIZATION that this Memorandum of Understanding is of no force or effect unless and until adopted by resolution of the City Council of the City of Huntington Beach. IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of Understanding this 6th of August, 1984. APPROVED AS TO FORM: Gail Hutton V City Attorney CITY OF HUNTINGTON BEACH By: - Charles W. T mpson City Administrator HUNTINGTON BEACH MANAGEMENT EMPLOYEES ORGANIZATION inia Mason, Treasurer 03650 -11- EXHIBIT A CITY OF HUNTINGTON BEACH ADMINISTRATIVE SERVICES DEPARTMENT June 30, 1984 Management Employee's OEganization Salary Schedule Job Code Title Range salary 0259 Accounting Officer 409 2907 - 3600 0211 Assistant City Attorney 455 3657 - 4529 0231 Battalion Chief 433 3274 - 4058 0271 Chief Public Works Inspector 395 2709 - 3357 0210 City Engineer 472 3980 - 4930 0250 Community Development Specialist 401 2792 - 3461 0249 Community Development Specialist Sr. 416 3009- 3728 1248 Department Analyst 341 2070 - 2564 1249 Department Analyst Sr. 363 2312 - 2863 1235 Deputy Attorney I 379 2505 - 3103 1233 Deputy Attorney II 417 3025 - 3747 1230 Deputy Attorney III 444 3460 - 4287 0222 Deputy Director, Building 439 3377 - 4183 0221 Deputy Director, Planning 433 3274 - 4058 0286 Director Library 449 3546 - 4394 0290 Director of Finance 454 3638 - 4507 0230 Division Engineer 439 3377 - 4183 0213 Division Fire Chief 454 3638 - 4507 1253 Fire Administrative Deputy 363 2312 - 2863 0247 Information Systems Manager 433 3274 - 4058 0288 Insurance and Benefits Manager 427 3181 - 3938 0233 Marine Safety Captain 417 3025 - 3747 1247 Operations Supervisor 363 2312 - 2863 0263 Park/Camp Facilities Supervisor (Y) 376 2467 - 3056 0243 Planner Senior 401 2792 - 3461 0226 Principal Accountant 373 2428 - 3009 0262 Property Manager 433 3274 - 4058 0235 Public Information Officer 395 2709 - 3357 1265 Public Liability Claims Coordinator 374 2442 - 3025 1239 Purchasing/Central Svcs. Manager 373 2428 - 3009 EXHIBIT A Management Employees' Organization Salary Schedule Job Code Title Range Salary 0219 Special Projects Coordinator 438 3359 - 4162 0257 Supt. Parks, Trees & Landscape 417 3025 - 3747 0265 Supt. Rec. & Human Services 413 2964 - 3671 0272 Sup. Building Maintenance 395 2709 - 3357 0273 Sup. Mechanical Maintenance 395 2709 -3357 0274 Sup. Parks 395 2709 - 3357 0269 Sup. Rec. Adult Sports 349 2157 - 2669 0275 Sup. Sewer Maintenance 395 2709 - 3357 0276 Sup. Street Maintenance 395 2709 - 3357 0277 Sup. Street Tree Maintenance 395 2709 - 3357 0279 Sup. Water Maintenance 395 2709 - 3357 0280 Sup. Water Production 374 2442 - 3025 0266 Sup. Rec. & Human Svcs., Sr. 363 2312 - 2863 0268 Sup. Rec. & Aquatics Youth 349 2157 - 2669 0237 Traffic Engineer 423 3118 - 3862 1255 Worker Compensation Coord. 373 2428 - 3009 EXHIBIT A CITY OF HUNTINGTON BEACH ADMINISTRATIVE SERVICES DEPARTMENT June 29, 1985 Management Employee's Organization Salary Schedule Job Code Title flange Salar 0259 Accounting Officer 420 3073 - 3805 0211 Assistant City Attorney 466 3862 - 4784 0231 Battalion Chief 444 3460 - 4287 0271 Chief Public Works Inspector 406 2863 - 3548 0210 City Engineer 483 4205 - 5209 0250 Community Development Specialist 412 2947 - 3652 0249 Community Development Specialist Sr. 427 3181- 3938 1248 Department Analyst 352 2189 - 2711 1249 Department Analyst Sr. 374 2442 - 3025 1235 Deputy Attorney I 390 2643 - 3274 1233 Deputy Attorney II 428 3195 - 3957 1230 Deputy Attorney III 455 3657 - 4529 0222 Deputy Director, Building 450 3565 - 4417 0221 Deputy Director, Planning 444 3460 - 4287 0286 Director Library 460 3747 - 4642 0290 Director of Finance 465 3841 - 4760 0230 Division Engineer 450 3565 - 4417 0213 Division Fire Chief 465 3841 - 4760 1253 Fire Administrative Deputy 374 2442 -3025 0247 Information Systems Manager 444 3460 - 4287 0288 Insurance and Benefits Manager 438 3359 - 4162 0233 Marine Safety Captain 428 3195 - 3957 1247 Operations Supervisor 374 2442 - 3025 0263 Park/Camp Facilities Supervisor 385 2581 - 3196 0243 Planner Senior 412 2947 - 3652 0226 Principal Accountant 384 2567 - 3181 0262 Property Manager 444 3460 - 4287 0235 Public Information Officer 406 2863 - 3548 1265 Public Liability Claims Coordinator 385 2581 - 3196 1239 Purchasing/Central Svcs. Manager 384 2567 - 3181 EXHIBIT A Management Employees' Organization Salary Schedule Job Code Title Range Salary 0219 Special Projects Coordinator 449 3546 - 4394 0257 Supt. Parks, Trees & Landscape 428 3195 - 3957 0265 Supt. Rec. & Human Services 424 3132 - 3881 0272 Sup. Building Maintenance 406 2863 - 3548 0273 Sup. Mechanical Maintenance 406 2863 - 3548 0274 Sup. Parks 406 2863 - 3548 0269 Sup. Rec. Adult Sports 360 2279 - 2822 0275 Sup. Sewer Maintenance 406 2863 - 3548 0276 Sup. Street Maintenance 406 2863 - 3548 0277 Sup. Street Tree Maintenance 406 2863 - 3548 0279 Sup. Water Maintenance 406 2863 - 3548 0280 Sup. Water Production 385 2581 - 3196 0266 Sup. Rec. & Human Svcs., Sr. 374 2442 - 3025 0268 Sup. Rec. & Aquatics Youth 360 2279 - 2822 0237 Traffic Engineer 434 3293 - 4079 1255 Worker Compensation Coord. 384 2567 - 3181 Resolution No. 5424 STATE OF CALIFORNIA ) COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON ) I, ALICIA M. WENTWORTH, 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 a majority of all the members of said City Council at a regular meeting thereof held on the 6th day of August, 1984, by the following vote: AYES: Councilmembers: Mac Allister. Thomas, Kelly, Finley. Bailey, Mandic NOES: Councilmembers: ABSENT: Councilmembers: Pattinson J/. •. City Clerk and ex-officilo Merk o the City Council of the City of Huntington Beach, California 03650 -12- '41P REQUE FOR CITY COUNCfACTION Date May 30, 1984 Submitted to: Honorable Mayor and City Council Submitted by: Charles W. Thompson, City Administra GITy co Prepared by: Robert J . Franz, Chief of Administrative Ser i ce x9.. Subject: Employee Relations Procedures - Appointed Dep�rment Heads ° Statement of Issue, Recommendation, Analysis, Funding Source, Alternative Actions, Attachments: 24 STATEMENT OF ISSUE: Appointed department heads desire not to be represented by an employee organization for the purpose of their employment relationship with the City. RECOMMENDATION: Adopt the two resolutions (attached) specifying the current salaries and benefits of appointed department heads and the procedure for modifying those salaries and benefits. ANALYSIS: The City and the Hun in ton Beach Man a em 1 n MEO agreed last year that apartment heads would not be represented by MEO in future negotiations. It is necessary to adopt a resolution specifying the current salaries and benefits of department heads in order to implement this part of the MEO agreement. After adoption of the resolution, department head salaries and benefits would be determined under the existing procedure for determining changes to the salaries and benefits of employees in classifications not represented by an employee organization (non -associated employees). A copy of that procedure is attached. The procedure is basically to collect relevant salary and benefit data for such positions and employees, discuss the data with employees and then present recommendations to the City Council based on the data and information. There are minor changes to the procedure that are also identified in the attachments. FUNDING SOURCE: Various salary and benefit accounts in the adopted budget. ALTERNATIVE ACTIONS: Continue to have MEO represent appointed department heads. ©TTArHMFNTC Resolutions 0505j �-1 PIO 4/81 Ole RESOLUTION NO. 5386 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH AMENDING SECTION 11 OF EMPLOYER - EMPLOYEE RELATIONS RESOLUTION NO. 3335 RELATING TO PERSONS NOT IN UNITS WHEREAS, the City Council approved the current Memorandum of Understanding with the Huntington Beach Management Employees Organization by resolution on August 1, 1983, and Such Memorandum of Understanding provides that -"The depart- ment head positions of Chief of Administrative Services, Director of Community Services, Director of Public Works, Director of Development Services, Fire Chief, and Police Chief may cease to be represented by the organization upon mutual agreement . ," and Each such listed department head has so agreed by executing the attached Exhibit "A" hereto, and Section 11 of Resolution No. 3335 does not presently apply to such listed department head positions, and the City Council desires to amend such resolution to include such positions and more clearly articulate the proce- dure to be followed relating to salary and benefit increases, NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Huntington Beach that Section 11 of Resolution No. 3335 is hereby amended to read as follows: Elected and appointed department head positions and all other employees not included within an appropriate unit and, therefore, not represented by a recognized employee organization, hereinafter referred to as "non -associated," shall have their base salary ranges, fringe benefits and other terms and conditions of employ- ment, insofar as such do not conflict with the city Charter, determined in accordance with the following procedure: (a) The City Administrator shall assemble relevant data and information pertinent to the matters encompassed by this section and shall discuss such data and information with all non -asso- ciated individuals who shall have the right to present to the City Administrator additional relevant data and information which shall be duly received and considered in good faith by the City Adminis- trator. The relevant data and information shall be prepared not later than May 1 of each year. Relevant data and information shall include, but not be limited to, salary surveys of comparable cities and data regarding salaries and benefits of other employees of the City of Huntington Beach. (b) The City Administrator shall then present recommendations to the City Council for changes in the salary ranges, fringe bene- fits and other terms and conditions of employment for such employees. Such recommendations shall be presented in written and oral form along with the relevant data and information. (c) After duly considering all relevant data and informa- tion received by it, the City Council shall by resolution deter- mine the matters with which this section is concerned. Such determination shall be based on relevant data and information. In the event the City Council rejects the recommendation of the City Administrator, the City Administrator and the non -associated individuals .shall have the opportunity to appear before and be heard by the City Council, with respect to which such individuals shall have the same rights as enumerated in subsection (a) of this section, prior to the determination by the City Council of such matters. (d) All salary and other adjustments made pursuant to this section shall be effective as of July 1 of each year unless other provision is made, and the funding thereof shall be included in the city's budget. (e) The purpose of this section is to determine salary and other adjustments for a position without regard to the individual occupying such position. Section 11 of Resolution No. 3335 and all other resolutions in conflict herewith are hereby repealed. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the „4th day of June 1984. ATTEST: APPROVED AS TO FORM: City Clerk s-do-JYCity Attorney REVIE APPROV D: City Administrator 2. EXHIBIT "All CONSENT BY APPOINTED DEPARTMENT HEAD POSITIONS We, the undersigned department heads, have read the within Resolution amending Section 11 of Resolution No. 3335, and hereby agree therewith pursuant to the provisions of Article 1 of the Memorandum of Understanding with the Management Employees Organi- zation mentioned therein. V" T"', Police Chief Public Works Director Director, Community Services A-s. No. 5386 STATE OF CALIFORNIA ) COUNTY OF ORANGE ) as: CITY OF HUNTINGTON BEACH ) I, ALICIA M. WENTWORTH, 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 more than a majority of all the members of said City Council at a regular meeting thereof held on the 4th day of June 1984 by the following vote: AYES: Councilmen: MacAllister, Thomas, Kelly, Finley, Bailey, Mandic NOES: Councilmen: None ABSENT: Councilmen: Pattinson rw 1 City Clerk and ex-officio Clerk of the City Council of the City of Huntington Beach, California i' NEQUEOT FOR CITY COUNCIL ACTION Date 8 / 11/83 APPROVED BY CITY COUNCIL Submitted to: MAYOR AND CITY COUNCIL Submitted by: C. W. THOMPSON, CITY ADMINIS Prepared by: ROBERT J. FRANZ, CHIEF ADMINISTRATIVE SERVI *' ciTY cr,Ex Subject: Approval of Memorandum of Understanding witFi`the Management Employees' Organization for 1983 - 84. Statement of Issue, Recommendation, Analysis, Funding Source, Alternative Actions, Attachments: STATEMENT OF ISSUE: After completing the meet and confer process, the City and the Management Employees' Organization have come to mutual agreement as outlined in the attached Memorandum of Understanding outlining compensation and conditions of employment. City Cound.il adopt the attached Resolution. and Memorandum of Understanding. ANALYSIS: The agreement with MEO provide for the following changes in salaries and benefits: Estimated 1. Employees represented by the MEO will receive a 4.5% salary Annual Cost adjustment effective 7/2/83 $ 148,000 2. Physical examinations every two years 3. City funded one-half continuance (retirement option) 4. Effective l/l/84 - implement medical cost containment program. 5. Reopener clause depending on future settlements TOTAL COST ESTIMATE FUIti,)1NG SOURCE: General Fund : 1983-84 Personnel Services Salary accounts ALTERNATIVE ACTION: Continue negotiations. ATTACHMENTS: Resolution approving Memorandum of Understanding Memorandum of Understanding 8,100 2,000 (unknown - savings) (unknown) $ 158,100 PIO 4/81 0 LO RESOLUTION NO. 5292 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH APPROVING AND IMPLEMENTING A MEMORANDUM OF UNDERSTANDING WITH THE HUNTINr- TON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION FOR 1983-1984 WHEREAS, after completing the meet and confer process, the city and the Management Employees' Organization have come to mutual agreement as outlined in the attached Memorandum of Under- standing outlining compensation and conditions of employment. NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Huntington Beach that the Memorandum of Understanding between the City of Huntington Beach and the Huntington Beach Management Employees' Organization, effective July 4, 1983, a copy of which is attached hereto and made a part hereof, is hereby adopted and ordered implemented in accordance with the terms and conditions, thereof and the City Administrator is authorized to execute such Agreement. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a /adjoulraedmeeting thereof held on the 22nd day of _-_-must 1983. ATTEST: --Mayor- —� APPROVED AS TO FORM: r --------City Cler.k---------- 7-ti-Y,3 `�ty tt(:),r.ney� P1-;V1F;W1-;U AND APPROVED: Ilk ---3i�t�-.�'I'h;b��sPiU D� ief i native Ser ces Res. No. 5292 STATE OF CALIFORNIA ) COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) I, ALICIA M. WENTWORTH, 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 more than a majority of all the members of said City Council at a regular adjourned meeting thereof held on the 22nd day of August 19 83 by the following vote: AYES: Councilmen: Pattinson, Thomas Kelly. MacAllister NOES: Councilmen: None ABSENT: Councilmen: Finley, Bailey, Mandic City Clerk and ex-officio Clerk of the City Council of the City of Huntington Beach, California August 10, 1983 MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY OF HUNTINGTON BEACH AND THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION 1983-1984 This Memorandum of Understanding is entered into by and between the CITY OF HUNTINGTON BEACH, a Municipal Corporation of the State of California, herein called "CITY", and the HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION, a California Association, herein called "ORGANIZATION." PREAMBLE WHEREAS, pursuant to California law, the CITY, acting by and through its designated respresentatives, duly appointed by the governing body of said city, and the representatives of the ORGANIZATION, a duly recognized employee organization, 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 fiscal year 1983-1984; and WHEREAS, except as otherwise expressly provided herein, all terms and conditions of this Agreement shall apply to all employees represented by the ORGANIZATION; and WHEREAS, the representatives of the CITY and the ORGANIZATION desire to reduce their agreements to writing, NOW THEREFORE, this Memorandum of Understanding is made, to become effective July 2, 1983, and it is agreed as follows: ARTICLE I REPRESENTATIONAL UNIT A. It is recognized that ORGANIZATION is the employee organization which has the right to meet and confer in good faith with the CITY on the behalf of employees whose classifications are listed in Exhibit A, attached hereto and incorporated by reference herein. -1- B. On or before January 1, 1984 the parties agree that the Department Head positions of Chief of Administrative Services, Director of Community Services, Director of Public Works, Director of Development Services, Fire Chief and Police Chief may cease to be represented by the ORGANIZATION upon the mutual agreement of each listed department head and the CITY. Salaries, benefits and working conditions for those positions shall be dealt with separately by resolution or ordinance of the City Council. In the event such resolution or ordinance is not adopted, said positions will continue to be represented by the ORGANIZATION. ARTICLE II EXISTING CONDITIONS OF EMPLOYMENT. Except as otherwise expressly provided herein, the adoption of this Memorandum of Understanding shall not change existing benefits and terms and conditions of employment which have been established in prior Memoranda of Understanding, and/or provided for in the Personnel and Departmental Rules of the City of Huntington Beach. ARTICLE III SALARY SCHEDULES Employees shall be compensated at monthly salary rates by classification title and salary range during the term of this Agreement as set out in Exhibit A, attached hereto and incorporated herein. ARTICLE IV SALARY In the event that the salary and benefit settlement reached in the meet and confer process with the Huntington Beach Municipal Employees' Association, the Huntington Beach Firemen's Association, the Huntington Beach Marine Safety Officers' Association, or the luntington Beach Police Officer's Association, or any of them, exceeds a 5% increase in existing salary and benefits, then this agreement shall be reopened for the limited purpose of renegotiating salary and fringe benefits. -2- ARTICLE V PUBLIC EMPLOYEES' RETIREMENT SYSTEM A. Each employee covered by this Agreement shall continue to be reimbursed once every two weeks in an amount equal to 7% of the employee's base salary as a pickup of the employee's contribution, or portion of such 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. B. Effective July 2, 1983, in the event a member elects Option #2 (Section 21333) " or Option #3 (Section 21334) of the Public Employees' Retirement law, the CITY shall pay the difference between such elected option and the unmodified allowance which the member would have received for his or her life alone. This payment shall be made only to the member, shall be payable by the CITY during the life of the member, and upon that member's death, the CITY'S obligation shall cease. The method of funding this benefit shall be at the sole discretion of the CITY. This benefit is vested for employees covered by this agreement. (Note: The options provide that the allowance is payable' to the member until his or her death, and then either the entire allowance (Option #2) or one-half of the allowance (Option #3) is paid to the beneficiary for life.) ARTICLE VI INSURANCE A. The CITY shall continue to provide group medical benefits to all employees with coverage and other benefits comparable to the group medical plan currently in effect. B. Effective January 1, 1984 the group medical insurance plan shall be modified to pay 100% of the usual customary and reasonable changes for out patient pre -admission testing and out patient surgery. IBM C. Effective January 1, 1984, all elective surgeries will require a second surgical , opinion from a list of authorized physicians. The City shall provide such list of physicians mutually agreeable to CITY and the ORGANIZATION prior to January 1, 1984. It is understood that should an employee elect a surgical procedure without a second opinion or contrary to the recommendation of a second or third opinion, the benefit charges will be reimbursed at 50% of the normal benefits payable. The CITY and the ORGANIZATION shall develop procedures and definitions to implement this subparagraph prior to its effective date. D. The CITY will assume payment for dependent health insurance effective the first of the month following the month during which the employee completes three (3) years of full time continuous service with the CITY. Any additional premium amounts for the optional Health Maintenance Organization (HMO) Plan will be paid by the employee. For purposes of determining continuous service, there shall be no accrual of hours for the period of time an employee is on a non -pay status for a complete pay period. E. Each employee under age sixty-five (65) shall be provided with $40,000 life insurance and $40,000 accidental death and dismemberment insurance paid for by the CITY. Each employee shall have the option, at his or her own expense, to purchase an additional amount of life insurance in the amount of either $10,000 or $20,000, and accidental death and dismemberment insurance in the amount of $10,000, $20,000, $50,000 or $100,000. Evidence of insurability is contingent upon total participation in additional amounts. F. The CITY shall continue to provide, a dental insurance plan comparable to that in effect on July 1, 1983. Said plan to cover the employee and his or her dependents with total cost of plan to be paid by the CITY. G. When an employee is off work without pay for reason of medical disability, the CITY shall maintain the employee's insurance premiums during the period the employee is in a non -pay status for the length of said leave, not to exceed twenty-four (24) months. -4- H. Upon retirement, whether service or disability connected, each employee shall be entitled to cause himself or herself, spouse and dependents to participate fully in the city's group health insurance program at the equivalent of the city's group premium rate. Such participation shall be at employee's expense and upon terms, conditions and restrictions currently in effect. I. CITY agrees to form a joint committee with ORGANIZATION prior to September 1, 1983, to study problems and needs of retired employees, their spouses and dependents relating to health insurance including issues of extending coverage to spouses and dependents of deceased employees and deceased retired employees. ARTICLE VII INCOME PROTECTION PLAN This program provides, for each incident of illness or injury, a waiting period of sixty (60) calendar days, during which the employee may use accumulated sick leave, vacation pay, or the employee may elect to be in a non -pay status. Subsequent to the sixty (60) day waiting period, the employee will be covered by an insurance plan paid for by the CITY, providing 66-2/3 percent of the employee's monthly salary rate of the first $2,250 and 50 percent of the first $1,000 in excess of $2,250, excluding any special pay, up to a maximurn,of $2,000 per month. The maximum benefit period for disability due to illness shall be two years if under age 63 and if over age 63, until age 65 or 12 months, whichever is longer. The maximum benefit period for disability due to injury shall be to age 65 or 12 months. whichever is longer. Days and months refer to calendar days and months. Benefits under the plan are integrated with sick leave, Worker's Compensation, Social Security and other non -private program benefits to which the employee may be entitled. Disability is defined as: "the inability to perform all of the duties of regular occupation during two years and -5- thereafter the inability to engage in any employment or occupation for which he is fitted, by reason of education, training or experience." Rehabilitation benefits are provided in the event the individual, due to disability, must engage in other occupation. Survivor's benefits continues plan payment for three months beyond death. A copy of the plan is on file in the Administrative Services Department. ARTICLE VIII SICK LEAVE PAY A. Employees covered by this agreement and on the payroll on November 20, 1978 shall be entitled to the following sick leave payoff plan: At involuntary termination by reason of disability, or by death, or by retirement, employees shall be compensated at their then current rate of pay for seventy-five percent (75 %) of all unused sick leave accumulated as of July 1, 1972, plus fifty percent (50 %) of unused sick leave accumulated subsequent to July 1, 1972, up to a maximum of 720 hours of unused, accumulated sick leave, except as provided in paragraph D below. Upon termination for any other reason, employees shall be compensated at their then current rate of pay for fifty percent (50%) of all unused accumulated sick leave, up to a maximum 720 hours of such accumulated sick leave. B. Employees hired after November 20, 1978 shall be entitled to the following sick leave payoff plan: Upon termination, all employees shall be paid, at their then current salary rate, for twenty-five percent (25%) of unused, earned sick leave to 480 hours accrued, and for thirty-five percent (35%) of all unused, earned sick leave in excess of 480 hours, but not to exceed 720 hours, except as provided in paragraph D below. C. Except as provided in paragraph D below, no employee shall be paid at termination for more than 720 hours of unused, accumulated sick leave. However, employees may utilize accumulated sick leave on the basis of "last in, first out," meaning -6- that sick leave accumulated in excess of the maximum for payoff may be utilized first for sick leave, as defined in Personnel Rule 18-8. D. Provided, however, that employees who had unused, accumulated sick leave in excess of 720 hours as of July 5, 1980, shall be compensated for such excess sick leave remaining on termination under the formulas described in paragraphs A and B above. In no event shall any employee be compensated upon termination for any accumulated sick leave in excess of the "cap" established by this paragraph (i.e., 720 hours plus the the amount over 720 hours existing on July 5, 1980). Employees may continue to utilize sick leave accrued after that date in excess of such "cap" on a "last in, first out" basis. To the extent that any such "capped" amount of excess sick leave over 720 hours is utilized, the maximum compensatee amount shall be correspondingly reduced. (Example: Employee had 1,000 hours accumulated. Six months after July 5, 1980, employee has accumulated another 48 hours. Employee is then sick for 120 hours. Employee's maximum sick leave "cap" for compensation at termination is now reduced by 72 hours to 928 hours.) ARTICLE IX VACATIONS AND HOLIDAYS A. Vacation leave shall be accrued as follows: Years of Service First through Fourth Year Fifth through Ninth Year Tenth through Fourteenth Year Fifteenth Year and Thereafter Vacation Allowance 112 hours 136 hours 160 hours 192 hours B. All accrued vacation may be taken after six (6) months' service. C. Vacation (and sick leave) accrued time are to be computed from hiring date anniversary. D. Upon two (2) weeks' written notification to the Chief of Administrative Services, an employee represented herein shall be entitled to receive his earned vacation -7- pay, less deductions, in advance, prior to his regularly scheduled annual vacation. Such advancements are limited to one during each employee's anniversary year. E. Once during each fiscal year, each employee shall have the option to convert into a cash payment or deferred compensation up to a total of eighty (80) hours of earned vacation benefits. The employee shall give two (2) week's advance notice of his/her desire to exercise such option. F. The maximum vacation accumulation shall be 400 hours. G. The following are paid holidays: 1. New Year's Day 2. Washington's Birthday (third Monday in February) 3. Memorial Day (last Monday in May) 4. Independence Day (July 4) 5. Labor Day (first Monday in September) 6. Veteran's Day (November 11) 7. Thanksgiving Day (fourth Thursday in November) 8. The Friday after Thanksgiving 9. Christmas Day (December 25) 10. 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. Holidays which fall on Sunday shall be observed the following Monday and those falling on Saturday shall be observed the preceding Friday. ARTICLE X GRIEVANCES A. Representation. In an effort to encourage the resolution of employee grievances at the level closest to their point of origin, and to further encourage an equitable handling of employee grievances, it is agreed that in any grievance proceeding the aggrieved employee may appear in person and/or by his representative or counsel. B. Procedure. The City Administrator shall act as hearing officer .and shall conduct all hearings and proceedings in nondisciplinary grievances pursuant to Step 4 of Rule 19 of the Personnel Rules of the City of Huntington Beach. C. In lieu of the hearing noted in Personnel Rules 19 and 20, the CITY and the ORGANIZATION may by mutual agreement submit a grievance to a neutral arbitrator whose decision shall be final and binding on the parties. D. The ORGANIZATION agrees to meet and confer during the term of this agreement, when requested by the CITY, on modification and/or revision of the city ~ Personnel Rules and/or Departmental Rules. ARTICLE XI VEHICLE POLICY The city Vehicle Use Policy currently in effect ("Exhibit B") shall be amended to: (1) delete the availability of pool vehicles required by Section 4 (II); (2) provide that appointed Department Heads shall have the option of an assigned city vehicle or an allowance of $250 per month plus reimbursement for out-of-town travel at the approved mileage rate; (3) provide that Division Heads who are assigned a vehicle as of date of this agreement may have an option of $200 a month automobile allowance plus reimbursement for out-of-town mileage at the approved mileage rate, or the assignment of a vehicle; and (4) add that employees who are regularly required to travel to perform official city business but do not have an assigned vehicle or automobile allowance shall be provided with a safe vehicle for such business. ARTICLE XII BEREAVEMENT LEAVE AND FAMILY ILLNESS LEAVE Employees shall be entitled to bereavement leave not to exceed three (3) working days per calendar year in case of death in the immediate family. "Immediate family" is defined as father, stepfather, mother, stepmother, sisters, brothers, stepsisters, stepbrothers, mother-in-law, father-in-law, spouse, children or stepchildren. -9- Sick leave may be used for an absence due to illness of the employee's spouse or child' when the employee's presence is required at home, provided that such absences shall be limited to five (5) days per calendar year. ARTICLE XIII EDUCATION COSTS Education costs shall be paid to employees on the basis of full refund for tuition, fees, books and supplies if required by CITY, or if related to job, upon approval by the department head for non -department head personnel, and approval of City Administrator for Department Heads. If related to job, such costs shall be approved. Refund shall be made when the employee presents proof to the Chief of Administrative Services that he or she has paid such costs. ARTICLE XIII UNIFORM ALLOWANCE CITY agrees to provide uniforms to employees on active duty who are required to wear uniforms to the same extent as in the past. ARTICLE XIV TIME OFF Employees represented herein shall not be eligible for overtime compensation. However, time off for such employees may be granted by their respective department heads. ARTICLE XV PHYSICAL EXAMINATIONS Employees covered by this agreement shall be provided once every two years with a city paid physical examination comparable to those provided to Department Heads. On or before September 16, 1983, CITY and ORGANIZATION shall develop a procedure to implement this article to provide that no more than one-half of the eligible employees shall receive examinations in any one fiscal year. -10- ARTICLE XVI TERM This Agreement shall be in effect for a period of one year commencing July 2, 1983, and ending at midnight, June 29, 1984. ARTICLE XVII CITY COUNCIL APPROVAL It is the understanding of the CITY and ORGANIZATION that this Memorandum of Understanding is of no force or effect unless and until adopted by resolution of the City Council of the City of Huntington Beach. IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of Understanding this 15th day of August, 1983. APPIJOVED AS TO FORM: CITY OF NGTON BE H r By'r�%2"`` l-mot--- Gail Hutton Charles W. Thompson City Attorney City Administrator AP Robert J. F Chief, Adm APPROVED: ative Services Martin J. Mayer Associates Negotiator HUNTINGTON BEACH MANAGEMENT EMPLOYEES ORGANIZATION By ly By -11- CITY OF HUNTINGTON BEACH ADMINISTRATIVE SERVICES DEPARTMENT July 2, 1983 Management Employees' Organization Salary Schedule Job No. Title Range Salary 0259 Accounting Officer 399 2765 - 3427 0211 Assistant City Attorney 445 3477 - 4307 0231 Battalion Chief 423 3118 - 3862 0271 Chief Public Works Inspector 385 2581 - 3196 0283 Chief of Administrative Services 477 4079 - 5053 0210 City Engineer 462 3782 - 4687 1248 Department Analyst 331 1971 - 2442 1249 Department Analyst, Sr. 353 2198 - 2725 1235 Deputy Attorney I 369 2378 - 2947 1233 Deputy Attorney II 407 2879 - 3565 1230 Deputy Attorney III 434 3293 -4079 0212 Deputy Director/Beach Super 434 3293 -4079 0222 Deputy Director, Building 429 3210 - 3975 0221 Deputy Director, Planning 423 3118 - 3862 0286 Director Library 439 3377 - 4183 0290 Director of Finance 444 3460 - 4287 0293 Director, Community Services 494 4441 - 5502 0292 Director, Development Services 478 4099 - 5079 0295 Director, Public Works 507 4739 - 5871 0230 Division Engineer 429 3210 - 3975 0213 Division Fire Chief 444 3460 - 4287 1253 Fire Administrative Deputy 353 2198 - 2725 0291 Fire Chief 477 4079 - 5053 0247 Information Systems Manager 423 3118 - 3862 0288 Insurance and Benefits Manager (Y) 404 2836 - 3513 0233 Marine Safety Captain 407 2879 - 3565 1247 Operations Supervisor 353 2198 - 2725 0263 Park/Camp Facilities Supervisor (Y) 376 2467 - 3056 0243 Planner Senior 391 2655 - 3290 0294 Police Chief 485 4247 - 5261 0226 Principle Accountant 363 2312 - 2863 0235 Public Information Officer 385 2581 - 3196 1265 Public Liability Claims Coordinator 364 2321 - 2877 1239 Purchasing Manager 363 2312 - 2863 0249 Senior Housing & Development Sup 391 2655 - 3290 0219 Special Projects Coordinator 428 3195 - 3957 0256 Sup Park Acquisition & Development 403 2822 - 3496 0257 Sup Parks, Trees and Landscape 407 2879 - 3565 6064G -2- Job No. 0265 0272 0262 0273 0274 0269 0275 0276 0277 0279 0280 0266 0268 0237 1255 Title Range Salary Sup Recreation and Human Services 403 2822 - 3496 Supervisor Building Maintenance 385 2581 - 3196 Supervisor License/Property Manager 423 3118 - 3862 Supervisor Mechanical Maintenance 385 2581 -3196 Supervisor Parks 385 2581 - 3196 Supervisor Recreation Adult Sports 339 2051 - 2539 Supervisor Sewer Maintenance 385 2581 - 3196 Supervisor Street Maintenance 385 2581 - 3196 Supervisor Street Tree Maintenance 385 2581,- 3196 Supervisor Water Maintenance 385 2581 - 3196 Supervisor Water Production 364 2321 - 2877 Supv R & H Services, Sr. 353 2198 - 2725 Supv Recreation & Aquatics Youth 339 2051 - 2539 Traffic Engineer 413 2964 - 3671 Worker's Compensation Coordinator 363 2312 - 2863 6064G RESOLUTION NO. 4916 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH APPROVING AND IMPLEMENTING A MEMORANDUM OF UNDERSTANDING WITH THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION FOR 1980-1981 The City Council of the City of Huntington Beach does hereby resolve as follows: The Memorandum of Understanding between the City of Huntington Beach and the Huntington Beach Management Employees' Organization effective July 5, 1980, a copy of which is attached hereto and by reference made a part hereof, is hereby adopted and ordered implemented in accordance with the terms and conditions thereof and the City Administrator is authorized to execute such Agreement. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 2nd day of September, 1980. ATTEST: a ,.w City er M-0; •yiy Administrator 71 APPROVED AS TO FORM: 'n C`t'k\ Cityttorney APPROVED: Director of P rsonnei and Labor Relot ions Re No. 4916 s'rxrE OF.CALIFORNIA ) COUNTY OF ORANGE CITY OF HUNPINGTON BEACH ) I, ALICIA M. WENTWORTH, 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 more than a majority of all the members of said City Council at a regular meeting thereof held on the 212d day of September , 19 80 , by the following vote: AYES: Councilmen: Pattinson, Finley, Bailey, Mandic NOES: Councilmen: one ABSENT: Councilmen: Thomas, MacAllister_ 1e11y City Clerk and ex-officio Clerk of the City Council of the City of Huntington Beach, California MEMORANDUM OF UNDERSTANDING This Memorandum of Understanding is entered into by and between the CITY OF HUNTINGTON BEACH, a Municipal Corporation of the State of California, hereinafter called "CITY", and the HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION, a California Association, hereinafter called "ORGANIZATION". PREAMBLE WHEREAS, pursuant to California law, the CITY, acting by and through its designated respresentatives, duly appointed by the governing body of said City, and the representatives of the ORGANIZATION, a duly recognized employee organization, 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 fiscal year 1980-1981; and WHEREAS, except as otherwise expressly provided herein, all terms and conditions of this Agreement shall apply to all employees represented by the ORGANIZATION; and WHEREAS, the representatives of the CITY and the ORGANIZATION desire to reduce their agreements to writing, NOW THEREFORE, this Memorandum of Understanding is made, to become effective July 5, 1980, and it is agreed as follows: ARTICLE I REPRESENTATIONAL UNIT It is recognized that the Huntington Beach Management Employees' Organization is the employee organization which has the right to meet and confer in good faith with the CITY on the behalf of employees whose classifications are listed in Exhibit A, attached hereto and incorporated by reference herein. ARTICLE II EXISTING CONDITIONS OF EMPLOYMENT Except as otherwise expressly provided herein, the adoption of this Memorandum of Understanding shall not change existing benefits and terms and conditions of employment which have been established in prior Memoranda of Understanding, and/or provided for in the Personnel Rules of the City of Huntington Beach. ARTICLE III SALARY SCHEDULES Employees shall be compensated at monthly salary rates by classification title and salary range during the term of this Agreement as set out in Exhibit A attached hereto and incorporated herein. Effective July 5, 1980, each classification, with the exception of Department Heads and the Superintendent of Park Development, shall be increased by 6 ranges on the Universal Schedule to reflect an approximate increase of 3 percent, as set forth in Exhibit A -I. The position of Superintendent of Park Development is Y-rated until it equates to the rate for Superintendent of Recreation and Human Services. Effective January 3, 1981, each classification, with the exception of Department Heads and the Superintendent of Park Development, shall be increased by 4 ranges on the Universal Schedule to reflect an approximate increase of 2%, as set forth in Exhibit A-2. In lieu of such percentage compensation increases, the following Department Heads shall receive merit increases to be paid from a merit pool: City Treasurer/Investment Officer, Director of Community Services, Director of Development Services, Director of Finance, Director of Public Works, Fire Chief, Librarian, and Chief of Police. As provided in Resolution 4912, covering non -associated employees, the Director of Personnel and Labor Relations shall be included in this merit plan. Effective October I, 1980, the entire.merit pool of 5 percent of the salaries of the above noted positions shall -2- be administered to provide salary increases to those enumerated Department Heads on the basis of merit in the form of range adjustments and paid in equal installments every two weeks thereafter as part of payroll checks. The amount of merit increase for each Department Head included within the merit pool shall be determined by the City Administrator, pursuant to his authority under Charter Section 401; provided, however, that the entire amount of the merit pool shall be distributed. ARTICLE 1V PUBLIC EMPLOYEES RETIREMENT SYSTEM A. Effective July 5, 1980, each employee covered by this Agreement shall be reimbursed once every two weeks an amount equal to 7% of the employee's base salary as a pickup of the employee's contribution, or portion of such 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. For retirement purposes, the above pickup shall be considered as compensation and the appropriate PERS deduction shall be made from the above pickup in name of the individual employee. Should any ruling by either the PERS or other State or Federal agency nullify the benefit authorized above, the CITY and the ORGANIZATION agree to reopen negotiations regarding wages and salaries. B. The CITY and the ORGANIZATION agree to elect the provisions of California Government Code Section 20983.6 regarding continuation of employment beyond age 67. The rules and regulations for certification of an employee's competence to continue employment are set out in Exhibit "B", attached hereto and incorporated herein. C. Effective May 30, 1981, the CITY shall amend its contract with PERS to provide final compensation based on a period of one year, as outlined in Section 20024.2 of the Public Employees Retirement Law. -3- ARTICLE V INSURANCE A. The CITY shall continue to provide group medical insurance to all employees with coverage and other benefits comparable to the group medical plan currently in effect. The CITY will assume payment for dependent health insurance effective the first of the month following the month during which the employee completes three (3) years of full time continuous service with the CITY. Any additional premium amounts for the optional Health Maintenance Organization (HMO) Plan will be paid by the employee. For purposes of determining continuous service, there shall be no accrual of hours for the period of time an employee is on a non -pay status for a complete pay period. B: Each employee under age sixty-five (65) shall be provided with $40,000 life insurance and $40,000 accidental death and dismemberment insurance paid for by the CITY. Each employee shall have the option, at his or her own expense, to purchase an additional amount of life insurance in the amount of either $10,000 or $20,000, and accidental death and dismemberment insurance in the amount of $10,000, $20,000, $50,000 or $100,000. Evidence of insurability is contingent upon total participation in additional amounts. C. The City shall continue to provide a dental insurance plan comparable to that provided under last MOU. Said plan to cover the employee and his or her dependents with total cost of plan to be paid by the CITY. D. When an employee.. -is off work without pay for reason of medical disability, the CITY shall maintain the employee's insurance premiums during the period the employee is in a non -pay status for the length of said leave, not to exceed twenty-four (24) months. 110 ARTICLE VI INCOME PROTECTION PLAN This program provides, for each incident of illness or injury, a waiting period of sixty (60) calendar days, during which the employee may use accumulated sick leave, vacation pay or the employee may elect to be in a non pay status. Subsequent to the sixty (60) day waiting period, the employee will be covered by an insurance plan paid for by the CITY, providing 66-2/3 percent of the employee's monthly salary rate of the first $2,250 and 50 percent of the first $1,000 in excess of $2,250, excluding any special pay, up to a maximum of $2,000 per month. The maximum benefit period for disability due to illness shall be two years if under age 63 and if over age 63, until age 65 or 12 months, whichever is longer. The maximum benefit period for disability due to injury shall be to age 65 or 12 months whichever is I onger. Days and months refer to calendar days and months. Benefits under the Plan are integrated with Worker's Compensation, Social Security and other non -private program benefits to which the employee may be entitled. Disability is defined as the inability to perform all of the duties of regular occupation during two years and thereafter the inability to engage in any employment or occupation for which he is fitted by reason of education, training or experience. Rehabilitation benefits are provided in the event the individual, due to disability, must engage in other occupation. Survivor's benefits_ continues plan payment for three months beyond death. A copy of the plan is on file in the Personnel Department. ARTICLE VII SICK LEAVE PAY A. Employees covered by this agreement and on the payroll on November 20, 1978 shall be entitled to the following sick leave payoff plan: -5- At involuntary termination by reason of disability, or by death, or by retirement, employees shall be compensated at their then current rate of pay for seventy-five percent (75%) of all unused sick leave accumulated as of July I, 1972, plus fifty percent (501/6) of unused sick leave accumulated subsequent to July I, 1972, up to a maximum of 720 hours of unused, accumulated sick leave, except as provided in paragraph D below. Upon termination for any other reason, employees shall be compensated at their then current rate of pay for fifty percent (50%) of all unused accumulated sick leave, up to a maximum 720 hours of such accumulated sick leave. B. Employees hired after November 20, 1978 shall be entitled to the following sick leave payoff plan: Upon termination, all employees shall be paid, at their then current salary rate, for twenty-five percent (25%) of unused, earned sick leave to 480 hours accrued, and for thirty-five percent (35%) of all unused, earned sick leave in excess of 480 hours, but not to exceed 720 hours, except as provided in paragraph D below. C. Except as provided in paragraph D below, no employee shall be paid at termination for more than 720 hours of unused, accumulated sick leave. However, employees may utilize accumulated sick leave on the basis of "last in, first out," meaning that sick leave accumulated in excess of the maximum for payoff may be utilized first for sick leave, as defined in Personnel Rule 18-8. D. Provided, however, that employees who have unused, accumulated sick leave in excess of 720 hours as of the effective date of this Agreement shall be compensated for such excess sick leave remaining on termination under the formulas described in paragraphs A and B above. In no event shall any employee be compensated upon termination for any accumulated sick leave in excess of the "cap" established by this paragraph (i.e., 720 hours plus the the amount over 720 hours existing on the effective date of this Agreement). Employees may continue to utilize sick leave accrued after the IM effective date of this Agreement in excess of such "cap" on a "last in, first out" basis. To the extent that any such "capped" amount of excess sick leave over 720 hours is utilized after the effective date of this Agreement, the maximum compensable amount shall be correspondingly reduced. (Example: Employee had 1,000 hours accumulated. Six months after effective date of this Agreement, employee has accumulated another 48 hours. Employee is then sick for 120 hours. Employee's maximum sick leave "cap" for compensation at termination is now reduced to 928 hours.) ARTICLE Vill VACATIONS AND HOLIDAYS A. Vacation schedule is as follows: Years of Service Vacation Allowance One through Four 112 Five through Nine 136 Ten through Fourteen 160 Fifteen and More 192 B. All accrued vacation may be taken after six (6) month's service, and accumulation shall be limited to sixty days. C. Vacation (and sick leave) accrued time are to be computed from hiring date anniversary. D. Upon two (2) weeks' written notification to the Finance Director, an employee represented herein shall be entitled to receive his earned vacation pay, less deductions, in advance, prior to his regularly scheduled annual vacation. Such advancements are limited to one during each employee's anniversary year. E. Once during each fiscal year, each employee shall have the option to convert into a cash payment or deferred compensation up to a total of forty (40) hours of earned vacation benefits. The employee shall give two (2) weeks' advance notice of his/her desire to exercise such option. -7- 0 F. The following are paid holidays: I. New Year's Day 2. Washington's Birthday (third Monday in February) 3. Memorial Day (last Monday in May) 4. Independence Day (July 4) 5. Labor Day (first Monday in September) 6. Veteran's Day (November 1 1) 7. Thanksgiving Day (fourth Thursday in November) 8. The Friday after Thanksgiving 9. Christmas Day (December 25) 10. 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. Holidays which fall on Sunday shall be observed the following Monday and those falling on Saturday shall be observed the preceding Friday. ARTICLE IX GRIEVANCES A. Representation. In an effort to encourage the resolution of employee grievances at the level closest to their point of origin, and to further encourage an equitable handling of employee grievances, it is agreed that in any grievance proceeding the aggrieved employee may appear in person and/or by his representative or counsel. B. Procedure: The, City Administrator shall act as hearing officer and shall conduct all hearings and proceedings pursuant to Step 4 of Rule 19 of the Personnel Rules of the City of Huntington Beach. C. In lieu of the hearing noted in Personnel Rules 19 and 20, the City and the Organization may by mutual agreement submit a grievance to a neutral arbitrator whose decision shall be final and binding on the parties. D. The parties understand that the Personnel Rules are in the process of revision and agree to meet and confer on such revisions during the term of this Agreement. ARTICLE X VEHICLE POLICY The City Vehicle Use Policy currently in effect shall remain in effect for' the duration of this agreement. ARTICLE XI BEREAVEMENT LEAVE AND FAMILY ILLNESS LEAVE Employees shall be entitled to bereavement leave not to exceed three (3) working days per calendar year in case of death in the immediate family. "Immediate family" is defined as father, stepfather, mother, stepmother, sisters, brothers, stepsisters, stepbrothers, mother-in-law, father-in-law, spouse, children or stepchildren. Sick leave may be used for an absence due to illness of the employee's spouse or child when the employee's presence is required at home, provided that such absences shall be limited to five (5) days per calendar year. ARTICLE XII EDUCATION COSTS Education costs shall be paid to employees on the basis of full refund for tuition, fees, books and supplies if required by CITY, or if related to job, upon approval by the department head for non department head personnel and approval of City Administrator for Department Heads. If related to job, such costs shall be approved. Refund shall be made when the employee presents proof to the Finance Director that he or she has paid such costs. ARTICLE XIII UNIFORM ALLOWANCE CITY agrees to provide employees on active duty who are required to wear uniforms with uniforms to the some extent as in the past. 10 I ARTICLE XIV TIME OFF Employees represented herein shall not be eligible for overtime compensation. However, time off for such employees may be granted by their respective department heads. ARTICLE XV PHYSICAL EXAMINATIONS The Department Heads shall be provided once every two years with a City paid physical examination comparable to those provided in the past. ARTICLE XVI TERM This Agreement shall be in effect for a period of one year commencing July 5, 1980, and ending at midnight, July 3, 1981. ARTICLE XVII CITY COUNCIL APPROVAL It is the understanding of the CITY and ORGANIZATION that this Memorandum of Understanding is of ino force or effect whatsoever unless and until adopted by resolution of the City Council of the City of Huntington Beach. IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of Understanding this 26th day of August, 1980. CITY OF WNTINGTON BEACH 01 APPROVED AS TO FORM: By - Floyd sito, City Administrator Gail Hutton City Attorney APPROVED: r Edward H. T ompson Director of Personnel and Labor Relations HUNTINGTON BEACH MANAGEMENT EMPLO ES ORGANIZ T O r B rIle By CA :AP so EXHIBIT A-1 CITY OF HUNTINGTON BEACH PERSONNEL DEPARTMENT July 5, 1980 Management Employees' Organization Salary Schedule Job No. Title Range Salary 0259 Accountg Officer, 342 2080 - 2576 0211 Asst City Attny 396 2725 - 3375 0218 Asst Dir Dev Sery 369 2378 - 2947 0217 Asst Dir Finance 364 2321 - 2877 0231 Battalion Chief 374 2442 - 3025 0271 Chf Pub Wrks Insp 336 2021 - 2503 0210 City Engineer 413 2964 - 3671 0285 City Treas/In Off 354 2212 - 2739 1243 Civ Def/Em Sv Crd 309 1766 - 2187 1248 Dept Analyst 282 1539 - 1907 1249 Dept Analyst Sr 304 1723 - 2135 1235 Deputy Attny I 320 1865 - 2309 1233 Deputy-Attny II 358 2255 - 2794 1230 Deputy Attny III 385 2581 - 3196 0293 Dir Commnty Servs 437 3342 - 4141 0295 Dir Public Works 448 3529 - 4371 0292 Director Dev Sery 427 3181 - 3938 0290 Director Finance 411 2935 - 3635 0286 Director Library 386 2591 - 3212 0213 Div Fire Chief 395 2709 - 3357 0230 Division Engineer 380 2517 - 3118. 0291 Fire Chief 418' 3042 - 3767 0233 Marine Sfty Captn 358 2255 - 2794 0247 Mgr Data Procsng 353 2198 - 2725 0243 Planner Senior 342 2080 - 2576 0294 Police Chief 432 3260-- 4037 0235 Pub Info Offic 336 2021 - 2503 1265 Pub Liab Clms Crd 315 1815 - 2250 1239 Purchasing Officr 342 2080 - 2576 0249 Sr Hsg & C Dev Sp 342 2080 - 2576 0212 Supt Beach Optn 385 2581 - 3196 0265 Supt Rec & Human Servcs 348 2142 - 2655 0257 Supt Pks Trs Ldsp 348 2142 - 2655 0256 Supt Rec & Pks Dv 387 2605 - 3227 0263 Supv Beaches 336 2021 - 2503 0272 Supv Bldg Maint 336 2021 - 2503 0262 Supv License 326 1922 - 2382. 0273 Supv Mech Maint 336 2021 - 2503 EXHIBIT A-1 Job No. Title Range Salary 0274 Supv Parks 336 2021 - 2503 0269 Supv Rec Adlt Spt 290 1605 - 1990 0268 Supv Rec Aqua Yth 290 1605 - 1990, 0267 Supv Rec Com Ctrs 304 1723 - 2135 0266 Supv Rec Hum Sery 304 1723 - 2135 0275 Supv Sewer Maint 336 2021 - 2503 0277 Supv St Tree Mnt -336 2021 - 2503 0276 Supv Street Maint 336 2021 - 2503 0278 Supv Surveying 336 2021 - 2503 0279 Supv Water Maint 336 2021 - 2503 0280 Supv Water Prod 315 1815 - 2250 0237 Traffic Engineer 364 1413 - 1751 1856D/002B " r EXHIBIT A CITY OF HUNTINGTON BEACH PERSONNEL DEPARTMENT January 3, 1981 Management EmDlovees' Or4anization Salary Schedule Job No. Title Range Salary 0259 Accountg Officer 346 2122 - 2628 0211 Asst City Attny 400 2780 - 3444 0218 Asst Dir Dev Sery 373 2428 - 3009 0217 Asst Dir Finance 368 2368 - 2933 0231 Battalion Chief 378 2493 - 3087 0271 Chf Pub Wrks Insp 340 2059 - 2551. 0210 City Engineer 417 3025 - 3747 1243 Civ Def/Em Sv Crd 313 1799 - 2229 1248 Dept Analyst 286 1570 - 1948 1249 Dept Analyst Sr 308 1758 - 2177 1235 Deputy Attny I 324 1903 - 2357 1233 Deputy-Attny II 362 2300 - 2850 1230 Deputy Attny III 389, 2631 - 3259 0213 Div Fire Chief 399 2765 - 3427 0230 Division Engineer 384 2567 - 3181 0233 Marine Sfty Captn 362 2300 - 2850 0247 Mgr Data Procsng 357 2245 - 2780 0243 Planner Senior 346 2122 - 2628 0235 Pub Info Offic 340 2059 - 2551 1265 Pub Liab Clms Crd 319 1855 - 2297 1239 Purchasing Officr 34.6 2122 - 2628 0249 Sr Hsg & C Dev Sp 346 2122 - 2628 0212 Supt Beach Optn 389 2631 - 3259 0265 Supt Rec & Human Servcs 352 2189 - 2711 0257 Supt Pks Trs Ldsp 352 2189 - 2711 0256 Supt Rec & Pks Dv 387 2605 - 3227 0263 Supv Beaches 340 2059 - 2551 0272 Supv Bldg Maint 340 2059 - 2551 0262 Supv License 330 1960 - 2430 0273 Supv Mech Maint 340 2059 - 2551 Job No. Title Range Salary 0274 Supv Parks 340 2059 - 2551 0269 Supv Rec Adlt Spt 294 1640 - 2031 0268 Supv Rec Aqua Yth 294 1640 - 2031 0267 Supv Rec Com Ctrs 308 1758 - 2177. 0266 Supv Rec Hum Sery 308 .1758 - 2177 0275 Supv Sewer Maint 340 2059 - 2551 0277 Supv St Tree Mnt 340 2059 - 2551 0276 Supv Street Maint 340 2059 - 2551 0278 Supv Surveying 340 2059 - 2551 0279 Supv Water Maint 340 2059 - 2551 0280 Supv Water Prod 319 1855 - 2297 0237 Traffic Engineer 368 2368 - 2933 1856D/002B lON RE VEST-16R CITY COUNCIL AL Submitted by Edward H. Thompson Department Personnel Date Prepared 11 / 15 / , 1978 Backup Material Attached 0 Yes No Subject Approve Memorandum of Understanding between the City of Huntington Beach and the Huntington Beach Management Employees' Organization. City Administrator's.Comments BY CITY COUNCIL. CATY Statement of Issue, Recommendation, Analysis, Funding Source, Alternative Actions: STATEMENT OF ISSUE: Pay and benefits for members of the Huntington Beach Management Employees' Organization. RECOMMENDATION:, Recommand approval of attached Memorandum of Understanding between the City of Huntington Beach and the Huntington Beach Management Employees' Organization. ANALYSIS: Negotiations - Executive Session FUNDING SOURCE: General Fund ALTERNATIVE ACTION: Impasse P10 W78 MEMORANDUM OF AGREEMENT Between THE CITY OF HUNTINGTON BEACH, CALIFORNIA (hereinafter called CITY) THE HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION (hereinafter called ORGANIZATION) 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 ORGANIZATION, a duly recognized employee organization, 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 fiscal years 1976-1977 and 1977-1978; and, WHEREAS, as except as otherwise expressly provided herein, all terms and conditions of this Agreement shall apply to all employees represented by the ORGANIZATION: and WIIEREAS, the representatives of the CITY and the ORGANIZATION desire to reduce their agreements to writing, NOW THEREFORE, this Memorandum of Agreement is made, to become effective July 1, 1976, and it is agreed as follows: -1- �Y { ARTICLE I Y� REPRESENTATIONAL UNIT It is recognized that the Huntington Beach Management Employees' Organization is the employee organization which has the right to meet and confer in good faith with the CITY on the behalf of employees of the CITY within the following classification titles: Title Range Asst. Dir. Bldg $ Com Dev 724 Asst. City Attorney 729 Asst. Dir. Finance 723 Asst. Dir. Harbors Bch 727 Asst. Dir. Library 718 Asst. Dir. Ping. & Env. Res. 724 Battalion Chief 723 Chief Public Works Insp. 718 City Engineer 732 Civil Defense/Emerg. Svc Crd. 713 Dept. Analyst Sr. 712 4 Dept. Analyst 708 Deputy Attorney I 715 Deputy Attorney II 722 Deputy Attorney III 727 Division Fire Chief 727 a Division Engineer 726 �i Econ. Dev. Officer 719 -2- Title Range Marine Safety Captain 722 Planner Senior 719 Public Information Officer 718 Purchasing Officer 719 Supt. Parks 720 Supt. Recreation & Hum. Svc. 720 Supervisory Accountant 716 Supervisor Beach 718 Supervisor Bldg. Maint. 718 Supv. Data Processing 721 Supv. License 716 Supv. Mechanical Maint. 718 Supv. Parks 718 Supv. Recreation 710 Supv. Sewer Maint. 718 Supv. Street Maint. 718 Supv. Street Tree Maint. 718 Supv. Surveying 718 Supv. Water Maintenance 718 Traffic Engineer 723 -3- i ARTICLE II EXISTING CONDITIONS OF EMPLOYMENT Except as expressly provided herein, the adoption of this Memorandum of Agreement shall not change existing benefits and terms and conditions of employment which have been established in prior Memorandums of Agreement, or provided for in the Personnel Rules of the City of Huntington Beach. ARTICLE III SALARY SCHEDULES Employees shall be compensated at monthly salary rates by classification title and salary range during the term of°this Agreement as set out in Exhibit A attached hereto and incorporated herein. ARTICLE IV INSURANCE A. The CITY shall continue to provide group mediccl.l insurance to all employees with coverage and other benefits comparable to'the Blue Cross plan currently applicable to the employees covered by this Agreement. B. The CITY will pay the premiums for dependent health insurance for .those employees who have accumulated 480 or more hours of sick leave. The use of all or part of such sick leave after the accumulation of said 480 or more hours shall not terminate or suspend the employees' right to have such premiums paid by the CITY. -4- a C. Effective April 1, 1,977, CITY will assume payment for dependent health insurance effective the first of the month following the month during which the employee completes three (3) years of full time continuous service with the CITY. Any additional premiums amounts for the optional Health Maintenance Organization (HMO) Plan will be paid by the employee. For purposes of determining continuous service, there shall be no accrual of hours for the period of time an employee is on a non pay status for a complete pay period. D. Each employee under age sixty five (65) shall be provided with $40,000 life insurance and $40,000 accidental death and dismemberment insurance paid for by the CITY. Each employee shall have the option, at his or her own expense, to purchase an additional amount of life insurance in the amount of either $10,000-or $20,000, and accidental death and dismemberment insurance in the amount of $10,000, $20,000, $50,000 or $100,000. Evidence of insurability is contingent upon total participation in additional amounts. E. Effective April 1, 1977, a dental insurance plan comparable to that in effect with the California Dental Service shall be provided by the CITY. Said plan to cover the employee and his or her dependents with total cost of plan to be paid by the CITY. -5- ARTICLE V INCOME PROTECTION PLAN This program provides, for each incident of illness or injury, a waiting period of sixty (60) calendar days, during which the employee may use accumulated sick leave, vacation pay or the employee may elect to be in a non pay status. Subsequent to the sixty (60) day waiting period, the employee will be covered by an insurance plan paid for by the CITY, providing 66-2/3 percent of the employee's salary rate, excluding any special pay, up to a maximum of $1,500.00 per month in accordance with the following: Disability Due Disability Due To Accident To Illness First 60 days As noted above As noted above Next 24 months 66-2/30 of base pay 66-2/30 of base.pay up to maximum benefit up to maximum benefit of $1500 monthly of $1500 monthly To age 65 66-2/30 of base pay None up to maximum benefit of $1500 monthly Days and months refer to calendar days and months. Benefits. under the Plan are integrated with Workers Compensation, Social Security and other non -private program benefits to which the employee may be entitled. Disability defined as the inability I Me to perform all of the duties of regular occupation during two years and thereafter the inability to engaged in any employment or occupation for which he is fitted by reason of education, training or experience. Rehabilitation benefits are provided in the event the individual, due to disability, must engage/in other occuaption. Plan will provide 66-2/3% of difference between regular pay and pay of other occupation. Survivors benefits continues plan payment for three months beyond death. ARTICLE VI SICK LEAVE PAY At involuntary termination by reason of disability, or by death, or by retirement, employees shall be compensated at their then current rate of pay for seventy-five percent (75%) of all unused sick leave accumulated as of July 1, 1972, plus fifty percent (50%) of unused sick leave accumulated subsequent to July 1, 1972. Upon termination for any other reason, employees shall be compensated at their then current rate of pay for fifty percent (50%) of all unused accumulated sick leave. -7- ARTICLE.VII VACATIONS A. Unused vacation may be accumulated to no more than sixty (60) days. B. Effective July 1, 1976, the following schedule will determine rate of accrual of vacation earned: Years of Service One through Four Five through Nine Ten through Fourteen Fifteen and More Vacation Allowance 96 120 144 176 C. All accrued vacation may be taken after six (6) months service. D. Vacation (and sick leave) accrued time are to be computed from hiring date anniversary. E. Upon two (2) weeks:written notification to the Finance 4 Director, an employee represented herein shall be entitled to receive his earned vacation pay, less deductions, in advance, prior to his regularly scheduled annual vacation. Such advance- ments are limited to one during each employees',anniversary year. ARTICLE VIII GRIEVANCES A. Representation. In an effort to encourage the resolution of employee grievances at the level closest to their point of origin, and to further encourage an equitable handling of employee grievances, it is agreed as follows: -4- In a grievance proceeding in which the City Attorney or an outside attorney is furnished by the CITY to the person whose actions are the subject of the grievance, the aggrieved employee may engage a private attorney to represent the aggrieved employee. Where the aggrieved employee is represented by a private attorney, the employee shall be entitled to reimbursement by the CITY for reasonable attorney's.fees where the said employee prevails in the grievance; provided further that where the aggrieved employee does not prevail in the grievance, the employee shall reimburse the CITY for the reasonable value of attorney's fees including the value of legal services provided,by the City Attorney's Office to the person whose action was the subject of the grievance. The hearing officer, at the time of decision of the grievance matter, shall determine and make orders as to the prevailing party and the amount of reasonable attorney's fees. B. Procedure: The City Administrator shall act as hearing officer and shall conduct all hearings and proceedings pursuant to Step 4 of Rule 19 of the Personnel Rules of the City of Huntington Beach. ARTICLE IX VEHICLE POLICY It is understood and agreed that the parties shall meet and confer to endeavor to establish a vehicle use policy. ARTICLE X BEREAVEMENT LEAVE AND FAMILY ILLNESS LEAVE Employees shall be entitled to bereavement leave not to exceed three (3) working days per calendar year in case of death in the immediate family. "Immediate family" is defined as father, stepfather, mother, stepmother, sisters, brothers, stepsisters, stepbrothers, mother-in-law, father-in-law, spouse, children or stepchildren. Sick leave may be used for an absence due to illness of the employee's spouse or child when the employee_'s presence is required at home, provided that such absences shall be limited to five (5) days per calendar year. ARTICLE XI EDUCATION COSTS Education costs shall be paid to employees on the basis of full refund for tuition, fees, books and supplies if required by CITY, or if related to job, upon approval by the department head. If related to job, such costs shall be approved. Refund shall be made when the employee presents proof to the Finance Director that he has paid such costs. ARTICLE XII UNIFORM ALLOWANCE CITY agrees to provide employees who are required to wear uniforms with uniform allowance consistent with the allowance in effect in their respective departments. -10- ARTICLE XIII TIME OFF Employees represented herein shall not be eligible for overtime compensation. However, time off for such employees may be granted by their respective department heads. ARTICLE XIV TERM This Agreement shall be in effect for a period of two years commencing July 1, 1976, and ending at midnight June 30, 1978, -11- ARTICLE XV CITY COUNCIL APPROVAL It is the understanding of the CITY and ORGANIZATION that this Memorandum of Agreement is of no force or effect whatsoever unless and until adopted by resolution of the City Council of the City of Huntington Beach. IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of Agreement this r DATE: ��i. , APPROVED AS TO FORM: Ni bolas Counter III abor Relations Counsel ATTEST: I day of SF'/t�t'l�� .r , 1976. 1976. CITY OF HUNTINGTON BEACH By 1ty A inistrator By Dir. Personnel La or Relations HUNTINGTON BEACH MANAGEMENT EMPLOYEES-,OR�N1-it ION -12- CITY OF HUNTINGTON BEACH PERSONNEL DEPARTMENT Kr� MANAGEMENT OPGANIZATION SALARY SCHEDULE July 1, 1976 Range A B C D E 700 953 1006 1063 1121 1183 701 979 1036 1.092 1151 1217 702 1006 1063 1121 1183 1250 703 1036 1092 1151 1217 1285 704 1063 1121 1183 1250 1321 705 1092 1151 1217 1285 1357 706 1121 1183 1Z50 1321 1394 707 1151 1217 1285 1357 1432 708 1183 1250 1321 1394 1471 709 1217 1285 1357 1432 1512 710 1250 1321 1394 1471 1552 711 1285 1357 1432 1512 1596 712 1321 1394 1471 1552 1641 713 1357 1432 1512 1596 1685 714 1394 1471 1552 1641 1731 715 1431 1512 1596 1685 1779 716 1471 1552 1641 1731 1829 717 1512 1596 1685 1779. 1879 718 1552 1641 1731 1829 1929 719 1596 1685 1779 1879 1981 720 1641 1731 1829 1929 2038 EXHIBIT "A" Range A B C 1) E 721 1.685 1779 1879 1981 2094 722 1731 1829 1929 2038 2152 723 1779 1879 1981 2094 2210 724 1829 1929 2038 2152 2272 725 1879 1981 2094 2210 2335 726 1929 2038 2152 2272 2398 - 727 1981 2094 2210 2335 2463 728 2038 2152 2272 2398 2531 729 2094 2210 2335 2463 2600 730 2152 2272 2398 2531 2671 731 2210 2335 2463 2600 2745 732 2272 2398 2531 2671 2822 733 2335 2463 2600 2745 2898 734 2398 2531 2671 2822 2979 735 2463 2600 2745 2898 3060 736 2531 2671 2822 2979 3144 737 2600 2745 2898 3060 3231 738 2671 2822 2979 3144. 3320 739 2745 2898 3060 3231 3411 740 2822 2979 3144 3320 3505 741 2898 3060 3231 341-1 3601 742 2979 3144 3320 3505 3702 743 3060 3231 3411 3601 3802 744 3144 3320 3505 3702 3907 745 3231 3411 3601 3802 4014 I 'f 746 3320 3505 3702 3907 4126 747 3411 3601 3802 4014 4238 E\FiTBTT 11!1" ft CITY OF IIUNTINGTON BEACH PERSONNEL DEPARTMENT MANAGEMENT EMPLOYEES' 011GANIZATION SALARY SCHEDU U January 1, 1977 Range A B _C D E 700 972 1026 1084 1143 1207 701 999 1057 11.14 1174 1241 702 1026 1084 1143 1207 1275 703 1057 1114 1174 1241 1311 704 1084 1143 1207 1275 1347 705 1114 1174 1241 1311 1384 706 1143 1207 1275 1347 1422 707 1174 1241 1311 1384 1461 708 1207 1275 1347 1422 1500 709 1241 1311 1384 1461 1542 710 1275 1347 1422 1500 1583 711 1311 1384 1461 1542 1628 712 1347 1422 1500 1583 1674 713 1384 1461 1542 1628 1719 714 1422 1500 1583 1674 1766 715 1461 1542 1628 1719 1815 716 1500 1583 1674 1766 1.86(i 717 1542 1.628 1719 1815 1917 718 1583 1674 1766 1866 1968 719 1628 1719 1815 1917 2021 720 1674 1766 1866 1968 2079 EXHIBIT "A" Range A B C 721 1719 1815 1917 722 1766 1866 1968 723 1815 1917 2021 724 1866 1968 2079 725 1917 2021 2136 726 1968 2079 2195 727 2021 2136 2254 728 2079 2195 2317 729 2136 2254 2382 730 2195 2317 2446 731 2254 2382 2512 732 2317 2446 2582 733 2382 2512 2652 734 2446 2582 2724 735 2512 2652 2800 736 2582 2724 2878 737 2652 2800 2956 738 2724 2878 3039 739 2800 2956 3121 740 .2878 3039 3207 741 2956 3121 3296 742 30.39 3207 3386 743 3121 3296 3479 744 3207 3386 3575 745 3296 3479 3673 746 3386 3575 3776 747 3479 3673 3878 D E 2021 2136 2079 2195 2136 2254 2195 2317 2254 2382 2317 2446 2382 2512 2446 2582 2512 2652 2582 2724 2652 2800 2724 2878 2800 2956 2878 3039 2956 3121 3039 3207 3121 3296 3207 3386 3296 3479 3386 3575 3479 3673 3575 3776 3673 3878 3776 3985 3878 4094 3985 4209 4094 4323 EXHIBIT "A" CITY OF HUNTINGTON BEACH PERSONNEL DEPARTMENT MANAGEMENT EMPLOYEES' ORGANIZATION ' SALARY SCHEDULE July 1, 1977 Range A B C D E 700 1040 1098 1160 1223 1291 701 1069 1131 1192 1256 1328 702 1098 1160 1223 1291 1364 703 1131 1192 1256 1328 1403 704 1160 1223 1291 1364 1441 705 1192 1256 1328 1403 1481 706 1223 1291 1364 1441 1522 717 708 1256 1291 1311 1364 1403 1441 1481 1522 1563 1605 709 1328 1403 1481 1563 1650 710 1364 1441 1522 1605 1694 711 1403 1481 1563 1650 1742 712 1441 1522 1605 1694 1791 713 1481 1563 1650 1742 1839 714 1522 1605 1694 1791 1890 715 1563 1650 1742 1839 1942 716 1605 1694 1791. 1890 1997 717 1650 1742 1839 1942 2051 718 1694 1.791 1890 1997 2106 719 1742 1839 1942 2051 2162 720 1791 1890 1997 2106 2225 EXHIBIT "A" r Range A B C D _L j 721 1839 1942 2051 2162 2286 722 1890 1997 2106 2225 2349 723 1942 2051 2162 228. 2412 724 1997 2106 2225 2349 2479 725 2051 2165 2286 2412 2549 726 2106 2225 2349 2479 2617 727 2162 2286 2412 2549 2688 728 2225 2349 2479 2617 2763 729. 2286 2412 2549 2688 2838 730 2349 2479 2617 2763 2915 731 2412 2549 2688 2838 2996 732 2479 2617 2763 2915 3079 733 2549 2688 2838 2996 3163 734 2617 2763 2915 3079 3252 735 2688 2838 2996 3163 3339 736 2763 2915 3079 3252 3431 737 2838 2996 3163 3339 3527 738 2915 3079 3252 3431. 3623 739 2996 3163 3339 3527 3723 740 3079 3251 3431 3623 3825 741 3163 3339 3527 3723 3930 742 3252 3431 3623 3825 4040 743 3339 3527 3723 3930 4149 744 3431 3623 3825 4040 4264 745 3527` 3723 3930 4149 4381 746 3623 3825 4040 4264 4504 747 3723 3930 4149 4381 4626 EXHIBIT "A" ADDENDUM TO THE MEO-CITY MEMORANDUM OF AGREEMENT. IN CONNECTION WITH CLASSIFICATION STUDY AND LIFE INSURANCE 1 . The Memorandum of Agreemet`-b'e-tween the City of Huntington Beach and the Huntington Beach Management'Empl.uyees° Organization, and Management Personnel not included within the Management Unit dated July 1; 1972, is hereby supplemented to implement Articles IV and VII as follows: I. "Exhibit i attached hereto and made part hereof shall be effective January 11 1974; and, 2. Exhibit 2 attached hereto and made part hereof shall be effective July. 1, 1974; and, 3. Exhibit 3 attached.heteto and made part hereof shall be effective June,1, 1974. This Addendum resolves all matters hereto unresolved in the Memorandum of Agreement through. -June 30, 1975. Dated May b, 1974 CITY OF HUNTINGTON BEACH By i EDWARD H . THOMPMPSON Personnel Director APPROVED AS TO PbRM : DON P. BONFA City Attorn y MANAGEMENT EMPLOYEES' ORGANIZATION VINCENT G. MOORROUSE President Exhibit 2 CITY OF HUNTINGTON BEACH PERSONNEL, DEPARTMENT July 1, 1974 MANAGEMENT CLASSIFICATIONS ALPHABETIC LISTING. TITLE RANGE SALARY A dministve Asst 718 1349 - 1677 Asst Bldg. -Direct 721 1465 - 1820 Asst. City Attny 729 1820 - 2261 Asst. Dir Adm. 718 1349 - 1677 Asst, Dir Finance 723 1547 - 1922 Asst'Dir. H & Bchs 727 1723 - 2142 Asst. Dir. Library 718 1349 - 1671 Asst. Pets. Direct 719 1388 - 1723 Battalion'Chief 722 1505 - 1871 City Administrtr 749 3131 - 3891 City, Attorney 74o 2453 - 3048 City Clerk, 721 1465 - 1820 City Engineer -734 2085 - 2590 City Treasurer PT 270 Civ Def/Em Sv Crd 5113 1180 - 1465 Deputy Attny I 715 1245 - 1547 Deputy Attny II 722 1505 - 1871 Deputy Attny 111 727 1723 - 2142 Director Finance '733 2030 - 2520 Dir Hbrs & Bchs 736 2201 - 2734 Dir Bldg &_ Comm Dept 332 1975 - 2453 Director Library. 728 1772 2201 Directr Personnel 128 1772 - 2201 Dir Ping & Env Res 732 1975 - 2453 Direct Public Wks 740 2453 - 3048 Dir Rec & Parks 731 1922 - 2381 Division Engineer 126 1677 - 2085 Econ Dev Officer 716 1_279 - 1590 Executive Asst 727 1723 - 2142 Fire Chief 334 2085 - 2590 Fire Marshall l5 326 1677 - 2085 f.5 W R Internal Auditor Manpower Analyst Marine Safety Cpt Operations Off 'Personnel Analyst Planner Senior Programme/Ana lys t Public Info Officr Purchasing Officer Superintdt Oil Superintdt Parks Superintdt Water Supervisor Beach Supv. License Supervisory Acct Supv Recreation Traffic Engineer Treas & Inv Offic i RANGE 115 712 722 126 717 717 118 720 719 718 720 26 716. 716 716 710 722 714 SALARY 1245 - 1547 1148 - 14 27 1505 - 1871 1677 - 2085 1314 - 1634 1314 - 1634 1349 1677 1427 - 1772 1388 - 1723 1349 - 1677 1427 - 1772 1677 - 2085 1279 - 1590 1279 - 1590 1219 - 1590 . 1087 - 1349 1505 - 1871 1212 - 1505 Exhibit 3 Effective June 1, 1974, an -insurance program shall commence as follows 1. Each Management employee and City Council Member under age 65 shall be provided with $40,000 life insurance and $40,000 accidental death and dismemberment insurance paid for by the City. 2. Each Management employee and City Council Member shall have the option, and at his or her own expense, to purchase an additional,amount of life insurance and accidental death and dismemberment insurance in the amount of either $10,000 or $20,000. Evidence of insurability is contingent upon total participation in additional amounts. 'a Ai CITY OF HUNTINGTON BEACH - PERSONNEL DEPARTMENT MANAGEMENT EMPLOYEES ORGANIZATION NEGOTIATIONS - 1972 MINUTES May 24, 1972 Conference Room 2:00 P.M. Present: MEO: Vince Moorhouse, Ben Arguello and Bill Hartge. City: Mr. Rowlands, Ed Thompson, and Don Lewis® City distributed proposed Management offer May 23, 1972, calling for three years at 5% salary adjustments plus other benefits worked in each of the suceed- ing two years. The City commented that the City Council had agreed to a three year salary proposal as outlined in their offer. Although the future is unpre- dictable, nonetheless the City Administrator had been successful in getting con- currence from Council for 5% per year for three years. Some Councilmen feel the Step increase is sufficient knd noted that salary increases should be minimal. MEO commented that it may be fairer to the City to tie future years to cost of living plus 1%. City Administrator countered that he felt 5% per year was salable and would be willing..to make that offer. MEO requested possibility of survey to alter any possible inflationary spiral that may come about. City commented that a continual classification study and survey would be stipulated with a complete management survey by January, 1975, for salary comparison purposes. MEO requested the word "adjustment" in Management proposal be changed to "increase". City and MEO then agreed that 5% per year increase plus a salary survey be completed -by January, 1975 as well as Y rating of Recreation Supervisors was agreeable and an constituted/agreement on the salary issue. Sick Leave. The City indicated its desires to standardize sick leave policy and then reiterated the medical insurance and sick leave benefit survey to,be conducted jointly with all groups and Personnel staff. City indicated that MEO°s 75% payoff had raised considerable morale problems with other groups and wished to standardize this area. MEO responded that Management gives up overtime, CTO, education pay and a 40 hour work week and that payoff for sick leave was a fairly good trade off for these items. City commented that differences in Management should be reflected in its salary as well as cars, ability to attend conferences and other benefits unavailable to normal employees. After much discussion over sick leave benefits, it was mutually agreeed that the City would agree to 50% of all unused sick leave, up to 120 days, for any type of termination other than discharge with cause. This agreement was contingent upon further study of sick leave and medical insurance proposal offered by City. The additional clause of termination will cover voluntary resignation which was not covered under the prior -1- Memorandum of Understanding. MEO and City also agreed, that by July, 1973, there will be no more sick leave accumulation. All sick leave will be frozen and paid off, either upon termination or over two to three year period. Subsequent details to be worked out between City Administration and MEO. City also pointed out that their proposal included three years for dependent coverage of medical insurance without any relation to sick leave. This to be effective in July, 1973. It was agreed that the City Administrator and the MEO would jointly study the automobile usage policy of the City and attempt to derive a more equitable formula. It would study relative merits of a monthly sum of money rather than an automobile and elimination of some restraints in automobile usage. However whatever policy is derived would be standard and applicable to all who either drew a monthly allowance or operated a City vehicle. Most of the other items, of the MEO proposal, have been resolved or agreements made to resolve them through mutual study. It was then agreed that the Personnel Director should develop a Memorandum of Understanding covering the dates and issues agreed to during these negotiations. It should also answer all issues presented in the original proposal by the MEO. Future meeting on call of Personnel Director. Meeting adjourned9 3:43 P.M., May 24, 1972. SUBMITTED BY: Donald J. TewV Assistant Pe sonnel Director CITY OF HUNTINGTON BEACH PERSONNEL DEPARTMENT MEO NEGOTIATIONS MINUTES May 18, 1972 Administrative Annex 9:30 A.M. Present: MEO: Ben Arguello, Bill Hartge, Vince Moorhouse. CITY: Mr. Rowlands, Ed Thompson, and Don Lewis. Proposal 1. Sick Leave. The City proposed a joint employee/management study of the total sick leave and medical insurance package. Some of the elements of this proposal would be a freezing of all present vested sick leave, City paid long term disability and medical plan and the elimination of sick leave accrual. One of the benefits of such a program would be the uniformity of sick leave benefits for all City employees. MEO took position that several members had vested sick leave and that should be frozen and paid off either upon retirement of individual from service or in lump sum. MEO also suggested that prior to members giving up a'benefit, the total package should be looked at and explained what advantages were for employees as well as the City. a City indicated thezewould be/study, probably three or four months in duration to ascertain answers to this question and that no change in benefits would take place prior to full report of the study committee. MEO agreed to submit joint study proposal to members.' Proposal 2. Compensatory Time. MEO again requested a standardized compensatory time policy for all City management. City took position that management's compensation is reflected in pay and therefore no CTO should be recorded. MEO agreed however, pointed out that unusual circumstances of late night meetings and excessive amount of work required for special situationsJjustified some leniency in attendance. City agreed, however, thought this best governed by individual Department Heads. MEO stated the question was one of uniformity of benefits and some departments requested the record- ing of CTO and-bthers did not. This somewhat discriminatory approach was the basis for this proposal. City would develop a policy for all management personnel; recommended a committee of Mr. Moorhouse, Mr. Arguello, Chief Picard, Chief Robitaille, Mr. Wheeler and Ed Thompson be appointed to develop uniform policy. It was generally agreed that unscheduled time -off should be restricted to one day only. Mr. Rowlands indicated this might be appropriate for Monday's meeting with Department and Assistant Department Heads. Also agreed such policy should cover those elected officials who receive the same benefits and salary structure as appointed officials. Proposal 3. Paid Life Insurance. This proposal, according to MEO, is similar to private industry practice where special executive insurance plans are developed based on a higher incident of heart and nervous conditions for Managers. City took the -1- MEO Negotiations - contin—._d. position that special studies had shown that Managers have good experience in,this area, however, agreed that an additional classification under our present insurance program should be established to allow those who want more insurance, the privilege of buying it. City also maintained that insurance benefits should be standard and equal for most employees. MEO cited that this was strictly executive program. Proposal 4. Salary Adjustment. The City then indicated that the survey done last year had created an inequity for Recreation Supervisors in excess of $250.00 per month. To bring Supervisors in line would require $150.00 pay adjustment downward for those classes. MEO requested to know if the survey, on which that decision was based, was the same survey as last year. Other surveys have presently been conducted in the City which have not utilized the same cities as the 1971 management survey. At this point, Mr. Thompson passed out salary data from the same cities that reflected the inequity of Recreation Supervisors. The error arose from the confusion in regards to the title Supervisor or the title Superintendent. The superintendent position is not filled in the City of Huntington Beach. Discussion between the MEO and the City ensued con- cerning various proposals regarding the inequities. Because of morale and good service of the employees involved, it was agreed that Recreation Supervisor could be Y rated this year and would not receive any cost of living adjustment. A proposal by the City was made that Management Employee Organization receive 5% across the board increase and defer any survey until at least the following year. This would allow the complete classification study to be conducted, responsibilities defined and a better survey base instituted for future comparisons. The MEO replied that this multiple year approach might be acceptable assuming that no salary inequity would arise when compared to other City employees. Mr. Rowlands indicated that all proposals were 4 to 5% except for some adjustment and this fit in his budget. Some additional inequities were discussed and it was agreed that Mr. Rowlands would handle directly from his office. Discussion then ensued about a formula for deciding on a survey base that was mutually acceptable. Los Angeles and communities of that size might be included if the original base formula were implemented. The City pointed out, this would not aid in salary surveys since Los Angeles was a far different operation than Huntington Beach. The MEO also pointed out, that many cities had utility agencies which created different jobs and various levels of responsibilities not comparable to the Huntington Beach situation. The City suggested that employee population of at least 500 be a prerequisite to any survey base. The MEO agreed to consider,a 5% across the board and possible survey after a classification study had been completed. -2- 0 Regotiation Minutes - Conference expense has been discussed in prior meeting. No discussion this meeting. ntinued. Medical insurance plan will be part of joint study of all sick leave and medical benefit. City's:position, at the present time, is to reject any increase in insurance programs until citywide study is completed, possibly by December. Deferred income plan. MEO Research Committee is currently,acquiring information on this subject. City is in full agreement that such study should continue. Disability Plan. Disability insurance plan also included under joint study for sick leave and medical benefits. City will take no position until such study is com- pleted. In Service Training Plan. Agreement already reached on the subject. No further discussion. City Vehicle Use. As prior.discussion in first meeting, will necessitate written policy and study of possible methods of reimbursement other than present system. Work Environment, Already agreed to by City and MEO in prior meeting. Quality Bonus. This item withdrawn by MEO from negotiations. Vacation Plan. This item deleted from prior negotiations. Will remain as present policy dictates. Education and Longevity Pay. This item discussed at great length at prior negotiations. Revolves around issue of certain Police management receiving education pay. MEO believes policy in this area should be uniform and applicable to all. City Administrator has requested Opinion of City Attorney regarding unit determination for Police management. City possibly could incorporate Police management, ie. Chief and four Captains, in MEO unit. Survey of salaries would adjust them in line with present MEO salary setting. Education and longevity pay would not be issued to management personnel. Uniform Allowance. Prior agreement of MEO to operate under any uniform allowance policy applicable to MEO and other employees. Meeting adjourned at 11:30 A.M. Will be on call basis for both parties through Personnel Director. -3- SUBMITTED BY: Donald J. Lewis Assistant Personnel irector e6.� ti ' CITY OF HUNTINGTON BEACH PERSONNEL DEPARTMENT NEGOTIATIONS - 1972 ., MINUTES ( 1 Management Employees Organization - May 4, 197 Administrative Conference Room s/ 3:30 P.M. -___......_____..._...____.. Those in attendance were: City: Mr, David Rowlands, City Administrator; Edward Thompson, Personnel Director; Don Lewis, Assistant Personnel Director; Bud Bel.sito, Administrative Assistant MEO: Mr, Vince Moorhouse, Director of Harbors & Beaches; Mr, Ben Arguello, Finance Director; Chief Ray Picard, Fire Department The MEO passed out a letter dated May 3, 1972 which expanded, in more detail, on their Letter of February 28, 1972 which listed the areas they wished to discuss during this year's meet and confer sessions. Prior to reviewing the Organization's proposals, Mr. Rowlands stated that the Management staff was really his team and that it was somewhat different for him to meet them in this situation, The MEO informed him that one of the reasons for their Organization's existence was the lack of equitable treat- ment in the past as a Management team, Also, it was extremely difficult to ascertain policy or policy direction which was applicable to all members of Management, Often Department Heads had to elicit policy directly from City Council without the aid of the City Administrator, This was an uncomfortable situation and the Management team wanted some express policy applicable to all, Mr. Rowlands commented that he would be responsible for policy direction and that Management should work through his office to the Council. MEO responded. that this was acceptable and encouraging to their members, The MEO also organized for the purpose of keeping middle management out of the normal employee associations. This gave Management a unified team rather than a fragmented approach to management and employee relations. Mr. Rowlands commented that there would be centralized policies and that perhaps the creation of tools -such as Personnel Handbook which would deline- ate all personnel rules, regulations and policies would be helpful. Proposal 1, Sick Leave, The MEO requested that sick leave accrual be on an equal basis as vacation accrual, that the six, eleventh and sixteenth year would increase the rate of accrual, also at termination that employees would be compensated for their unused sick leave at a cost of 75% except in the case of dismissal for cause. City commented that sick leave benefits were primar- ily for emergency periods of illness, also that benefits should be standard- ized for all employees to avoid whip saw techniques utilized from the various associations, The MEO stated that Management tended to be more conservative iE. the use of sick leave and therefore should receive some compensation for this prudent use. City contended that Management mostly performed their duties in an environment which they could control and therefore illnesses were nol es debilitating or restrictive as they miglit be to outside employees. City made counter proposal of 50% of sici- lez-ve with a top limit of 120 (lays. This would, in effect, cut back the pre-,ent systeri for MEO, It would -.'-so put a limit on the amount: to be accrue-} payable. Nano.ge_men.t also that resignation resignation be acceptable for sick leave payoff which would '__av: r)n:,v terr11i.natior, for cause as the e clusior ry item. Mho will take this proposal ender consideration Proposal 2, (.,—pensatory Time, The MEO requested a written compensatory time policy for those members of Management below the rank of Department Head, The 4 City maintained that it was not proper for Management to record or enjoy formal CTO privileges since this was provided for in the basic salary struc- ture, The MEO is not requesting this benefit for Department Heads but for Assistants and middle management. There is no compensatory time policy at present and this request generated from the prior administration's requesting justification for CTO time off for management employees, The City Administrator stated that he did not want recorded CTO time for Management personnel however would gladly allow Department Heads to handle this within their own depart- ments, Department Head policies regarding time worked in excess of normal hours, would be handled between the City Administrator and the Department Head. The -Administrator agreed to putting this policy in writing and to applying it equally to all management staff. This proposal. was agreed to by the MEO and the City Administrator. Proposal 3. Paid Life Insurance, This proposal made, in some detail by the MEO, would establish large amounts of paid life insurance for management employees, The City Administrator proposed that, perhaps this could be worked into our existing life insurance program by adding higher rates for manage- ment salaries, The MEO requested additional insurance be paid for by the City. They did agree that this benefit might be worked through our present insurance plan. Mr. Rowlands noted that a benefit of this nature should be available and tied into the general insurance program for all employees, The MEO and the insurance committee will explore the possibilities of utilizing the exist- ing life policy. Proposal 4, Salary_Ad_iustmenta The MEO requested that the same salary survey procedure used in 1971 should be used_in 1972 to establish salary levels for management. Add the following two positions: Deputy City Attorney and Assistant City Clerk, The City Administrator inquired as to rationale for survey cities. The MEO replied that recruitment was, in most cases, statewide or regional and that was the reason they settled on six cities above our population and six cities below our population in the Southern California area as a survey base. The final settlement last year was one range above the average with the City of Long Beach and the County of Orange excluded from the final survey data, The MEO also pointed out that the exclusion of Long Beach did not alter the salaries significantly. They agreed that comparability of jobs between Orange County and City management was difficult to define and questionable to use, The MEO agreed to live by the survey regardless of the result and middle manage- ment had also made this agreement, The MEO stated that the survey technique was objective and not subject to questions of personalities of directors or management staff. They would prefer the job to be paid the going rate and the encumbent would be evaluated on his performance alone, City Administrator proposed that we look at total compensation, ie, insurance, city vehicle and other forms of remuneration in this survey, The MEO would prefer a straight survey approach utilizing bench marks or significant positions rather than maintaining internal relationships arbitrarily. A survey will be conducted by the Personnel Director and the results reported to the next meeting between the City and the MEO. Proposal 5, Classification Study, City Administrator and MEO agreed the Personnel Department will conduct classification study of management posi- tions in line with present citywide classification study, -2- Proposal 6. Cc arence Expense. MEO maintained this appears in line with present City Administrator's policy and does not require discussion. Proposal 7. Medical Insurance Plan. The MEO submitted revisions for medi- cal insurance programs. Basically the following were requested for Management personnel: Basic surgical units be increased $1.50 per unit, more liberal drug coverage, dental care coverage and recommended optical plan of some sort. The City maintained that it might be appropriate for Department Heads to have an annual comprehensive physical since heart attack and ulcers were common to management type people. MEO agreed that this might be worthwhile looking into. Insurance Committee will study proposal for additional benefits re- quested. It was agreed that a comprehensive annual physical would cost in the neighborhood of $135 per person. This proposal will be discussed at the next meeting. Proposal 8. Deferred Income Plana Management Research Committee is still working on report of this item. Will defer discussion until next meeting. Proposal 9. Disability Insurance Plano MEO requested Personnel Director obtain bids on a City disability insurance program for MEO members based on various salary increments. Personnel Director will request bids and report back. Proposal 10. In -Service Training Plan. City Administrator proposed that a three man board aid Personnel Director in selecting seminars and educational programs for management and staff. Management considered City Administrator's proposal excellent and stated that such had not been policy prior to this administration and agreed to work with such committee on this matter. Ini- tially, Finance, Planning and Personnel will have in-house seminars conducted by Department Heads so concerned. Proposal 11. City Vehicle Use. The MEO requested a written administrative policy on the use of City vehicles. Requested City explore possibility of leasing rather than purchasing autos for Department Heads and Management's use. City agreed to look into this policy however, past experience shows that leasing is not always cheaper. City Administrator stressed that City auto is for business and frowned on use for pleasure or personal business. City Administrator advised that we should look into an auto allowance rather than an automobile. MEO agreed this was a worthwhile effort and would like to see a report on the subject. City Administrator advised that allowances were a single pay for all contingencies for car use, ie. insurance, maintenance and upkeep. City and MEO agreed to conduct survey of matter. Proposal 12. Work Invironment. MEO requested some opportunity for input into work environment and aesthetic standards for Department Head offices and work spaces. City Administrator agreed and there was no question as to MEO's right to such input. Some management personnel hae done studies in conjunction with new facility however, it appeared that their recommendations had been set aside for a variety of reasons. City Administrator agreed with MEO that input was important and worthy of consideration. Proposal 13. Quality Bonus Pa . This item was deleted by the MEO and will not be subject to'discussion. Proposal 14. Vacation Plan. This item was covered in last year's negotiations. MEO recommended that it remain the same. Delete it by present request. -3- Proposal 15. E ration and Longevity�.��o MEO concerned that some Management emp oy;ees are receiv ng ucational Incentive Plans and some are not. Specifically, this item delineates Police management staff who are covered under the Police Education Incentive Program, This problem arose out of unit determination which evidently, by law, placed Police management in the Police. Association, This situation has created many problems with other management staff, City Administrator agreed this was not proper and agreed to review all education programs as well as unit determination for management staff. MEO was concerned that membc', who were technicall} management were drawing benefits from port -management negotiation, City Administration agreed that this was a bad situation and will discuss and make proposal to remedy. Proposal 16. Uniform Allowance. The MEO has eight members who are required to wear uniforms in their present job, The MEO would agree to any uniform policy established for the rest of the City services, This item has therefore been resolved. In summary, the basic proposal of the MEO were more definitive and standard- ized City policy for the City Administrator, In all cases, the City Adminis- trator agreed that this was substantive and that policy would be established and guidelines would be standardized for management personnel, 1`-�eting was adjourned at 500 P.M. and next meeting will be on call basis for both parties, SUBMITTED BY: Donald ,T, L is Assistant ersonnel Director -4- 3:3 7 MEMORANDUM OF AGREEMENT Between THE CITY OF HUNTINGTON BEACH, CALIFORNIA Hereinafter called "CITY" Frir1 HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION, and MANAGEMENT PERSONNEL NOT INCLUDED WITHIN THE MANAGEMENT UNIT Hereinafter collectively called "MANAGEMENT" PREAMBLE This agreement has been reached and prepared after meeting and conferring in good faith between CITY and MANAGEMENT., pursuant to the provisions of the Government Code Sections 3500 through 3511 and Resolution No. 3335. ARTICLE I MANAGEMENT The term MANAGEMENT as used in this agreement includes all employees represented by the Huntington Beach Management Employees' Organization and the following classifications: Assistant City Administrator, Administrative Assistant, City Attorney, Personnel Director, Assistant Personnel Director, City Clerk, City Treasurer, and all of the terms and conditions of this agreement shall apply to all persons included in MANAGE- MENT as above defined. ARTICLE II RATES OF PAY The rates of pay for MANAGEMENT shall be as set forth on Exhibit "A".attached hereto and made part hereof, commencing November 14, 1971 and continuing for the term of this agreement. ARTICLE III TERM The term of this agreement shall be one year commencing. July 1, 1971, and ending June 3.0, 1972. -1- r T- ARTICLE IV INTERIM ADJUSTMENT MANAGEMENT shall receive a salary adjustment of 4 percent effective July 1, 1971, and continuing until the rates of .pay set forth in Article II above shall go into effect and the payment thereof actually commence. ARTICLE V FREEZE It is understood and agreed that the rates of pay pro- vided for by Article II above are effective as of September 1, 1971, but for the Federal wage freeze now in force and the regulations interpreting such freeze, and should such freeze be invalid such rates of pay shall be paid as of September 1, 1971. ARTICLE VI CLASSIFICATION STUDY The classification study shall be made for MANAGEMENT including functions of each class and not merely a comparison of titles. Such study will -be done in depth by CITY and shall be completed on or before February 1, 1972. ARTICLE VII DEPARTMENT HEAD AND KEY PERSONNEL "Department Head" shall mean any person appointed as head of a department as established by charter or ordinance includ- ing elective Department Heads. "Key Personnel" shall be all employees represented by the Huntington Beach Management Employees' Organization, the management personnel not included within the management unit as listed by classification in Article I above, the Police Chief and Police Captains. 64a ARTICLE VIII CONFERENCE POLICY The CITY policy respecting the attendance at conferences/ meetings for Department Heads, other than casual meetings within Orange County, shall be as follows: The CITY shall provide: a. Reasonable expenses for conference and meeting costs; ,- b. Coach air transportation or equivalent.; c-. Registration fees, books and monographs;-. d. Reasonable advance shall be made; e. Department Head shall be permitted to attend one de- partmental conference held in the State of,California and expenses for such conference shall be included in his departmental budget; and f. Any additional conference shall be approved by Council. ARTICLE IX SICK LEAVE PAY At involuntary termination by reason of disability, or by death, or by retirement, MANAGEMENT shall be compensated at seventy-five percent (75%) of their then current rate of pay for all unused accumulated sick leave. In all other kinds of termi- nation, the rule provided in the Personnel Resolution shall obtain. ARTICLE X INSURANCE A study shall be made by the MEO and Personnel Director of City paid life insurance for MANAGEMENT. Such study shall be reported upon to the joint negotiating committee and to the City Council for effectuation by Council on or before.January 1, 1972. ARTICLE XI EDUCATION COSTS Education costs shall be paid to MANAGEMENT personnel on the basis of full refund for tuition, fees, books and sup- -3- F plies if required by CITY, or if related to job subject to approval of City Administrator: ARTICLE XII VACATION a. Unused vacation may be accumulated to no more than sixty (60) days. b. The following schedule will determine rate of accrual of vacation earned: 1. Starting with hiring date at eight (8) hours per month. 2. Starting at sixth year at ten (10) hours per month. ` 3. Starting at eleventh year at twelve (12) hours per month. 4. Starting at sixteenth year at fourteen (14) hours per month. c. All accrued vacation may be taken after six (6) months' service. d. That vacation (and.sick leave) accrued time be com- puted from hiring date anniversary. ARTICLE XIII PAY DAY Commencing during the month of October, 1971, pay day shall be every other Friday. ARTICLE XIV ADVANCE VACATION PAY Upon a two -week written notification to the Finance Direc- tor, each MANAGEMENT person shall be entitled to receive his earned vacation pay, less deductions, in advance, prior to his regularly -scheduled annual vacation, such advancements limited to one during each MANAGEMENT anniversary year. ARTICLE XV RETIREMENT SYSTEM STUDY An ad hoc committee shall be created to study the present retirement system and shall prepare a written report with rec- ommendations to the Council-M. E. 0. Joint Committee and the -4- Personnel Board at the earliest practicable time. ARTICLE XVI SICK LEAVE - RELATIVE Sick leave may be applied to an absence due to illness of the MANAGEMENT person's spouse or child when such MANAGEMENT person's presence is required at home provided such absence shall be limited to five (5) days per calendar year. ARTICLE XVII - BEREAVEMENT LEAVE MANAGEMENT shall be entitled to bereavement leave not to exceed three (3) working days per calendar year in case of death in the immediate family.. "Immediate family" is defined as father, stepfather, mother, stepmother, sisters, brothers, stepsisters, stepbrothers, mother-in-law, father-in-law, spouse, children or stepchildren. ARTICLE XVIII PERSONS COVERED BY AGREEMENT It is understood and agreed that in the event any person not represented by the Huntington Beach Management Employees' Organization and holding any classification listed in Article I above does not sign this agreement, this agreement and its terms and conditions shall not apply to such person or to the classi- fication held by•him; however, this agreement shall be valid with respect to the Huntington Beach Management Employees' Organization and all persons not represented by such organi- sation who sign this agreement. ARTICLE XIX CITY COUNCIL APPROVAL It is the understanding of the CITY and MANAGEMENT that this Memorandum of Agreement is of no force or effect whatso- ever unless or until ratified and approved by resolution duly adopted by the City Council of the City of Huntington Beach in accordance with Section 8, Resolution No. 3335. -5- IN WITNESS WHEREOF, the parties hereto have caused this Memorandum of Agreement to be executed this %r.`= day of 1971. MANAGEMENT HUNF ON BEACH MANAGEMENT EMPLOYEES RGANIZAT By r aym C.. Picar=, P sident BV `' l 1-11461ter W. J41nson, Secretar s istant City Administrator Admi 'strative Assistant City Attorney ! 'Personnel Director APPROVED AS TO FORM: `ffon P. Bonfa, City tto�ey -6 - CITY OF HUNTINGTON BEACH ww or ATTE City Cle AssistanVt /Pbrfsonnel Director VAH 115 ti A. Page 2. SALARY .SCHEDULE FOR MANAGEMENT PERSONNE;, hAf 94t A h '' D E 700 701 716 736 756 777 798 820 842 865 889 914 702 756 798 842 889 939 703 777 820 865 914 965 704 798 842 889 939 991 705 820 865 914 965 1,019 706 842 889 939 991 1,047 707 865 914 965 1,019 19075 708 889 939 991 1,047 1,105 709 914 965 1,019 1,075 1,135 710 939 991 1,047 1,105 1,166 711 965 10019 1,075 1,135 1,199 712 991 1,047 1,105 1,166 1,232. 713 10019, 1,075 1,135 1,199 19266 714 1,047', 1'105 1,166 19232 1;300 715 1,075 1,135 1,199 1,266 1,336 716 1,105 1,166 1,232 1,300 1,373 717 1,135 191.99 1,266 1,336 1,411 718 1,166 1,232 1,300 1,373 1,449 719 19199 10266 1,336 1.,411 1,489 720 19232 1,300 1,373 1,449 19530 721 1,266 10336 1,4ll 1,489 1,572 722 1,300 1,373 1,449 1,530 17616 f 723 1,336 1,411 1,489 1,572 1,660 724 1,373 10449 1,530 1,616 1,706 725 1,411 1,489 1,572 1,660 19753 726 11449 1,536 1,616 1,706 11801 721 19489 1,572 1,660. 1,753 1,850 728 1,530 1,616 1,706 1,801 1,901 729 1,572 1,660 11753 1,850 1,953 730 1,6i6 1,706 1,801 1,,901 29007 131 1,660 1,753 1,850 1,953 2,062 732' 1,706 1,801 1,901 2,007 2,119 733 19753 1,850 1,953 .29*062 2,177 734 1,801 1,901 2,007 2,119 2,2.37 735 1,850 19953 29062 29177 29299 736 1,901 2,007 2,119 2,237 2,362 737 1,953 2,062 2,177 2,299 29427 138 2,007 2,119 29237 21362 2,494 739 21062 2,177 2,299 20427 2,562 740 2"9119 2,237 2,362 2,494 2,633 741 2,177 2,299 2,427 2,562 2,705 742 2,237 2,362 2,494 2,633 29779 743 29299 29427 2,562. 2,705' 2,856 744 2,362 21494 2,633 29779 2,934 745 2,427 2,562 2,705 20856 3,015 746 2,494 20633 2,779 2,934 3,098 f 747 2,562 2,705 29856 3,015 3,183 jl 748 2,633 29779 2,934 3,098 3,271 749. 2,705 2,856 31015 3,183 3,361 750 29779 2,934 3,098 3,271 3,453 751 20856 3,015 3,183 3,361 3,546 752 2,934 3,098 3,271. 3,453 30643 753 3,015 3,183 3,361 3,546 3,741 754 3,098 3,271 3,453 3,643 3,843 "LES AND PAY RANGES MANAGEMENT PERSONNEL Range City Administrator 749 City Attorney 740 Director of Public Works 739 Asst. City Administrator 736 Harbors & Beaches Director 735 City Engineer 734 Fire Chief 733 Director of Finance 732 Development Coordinator 730 Recreation d Parks Dir. 730 Planning Director 729 Building Director 728 Asst. City Attorney 728 Library Director 728' Deputy Attorney III 727 Personnel Director 726 Asst..Harbors,& Beaches Dir. 726 Division Engineer 726 Water Superintendent 726 Assistant Fire Chief 725 Asst. Planning Director 724 Deputy Attorney II 722 City Clerk 721 Battalion Chief 721 Lifeguard Captain 721 Public Information Officer 720 Engineering Supervisor 720 Administration Assistant 718 Asst, Building Director 718 Assistant Librarian 718 Park Superintendent 718 Supervisory Accountant 718 Oil Superintendent 718 Purchasing Agent 718 Programmer II 716 Economic Development Officer 7.16 Asst. Personnel Director 716 Recreation Supervisor 716 Beach Supervisor. 71r Deputy Attorney I 714 Civil Defense Coordinator 71:' Assistant City Clerk 700 City Treasurer Flat/270 EXHIBIT "A" Page 1. Res. No. STATE OF CALIFORNIA ) COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) I, PAUL C. JONES, the duly elected, qualified and acting 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 more than a majority of all the members of said City Council at a regular adjourned meeting thereof held on the 23rd day of September 19 71 , by the following vote: AYES: Councilmen: Shipley, Bartlett, Green, Matney, Coen NOES: Councilmen: None . ABSENT: Councilmen: Gibbs, McCracken L '11 &Q r;D- -" -� ( a I Cit C an officao Clerk of the City:Cofficil of the City of Iuntington Beach, California TO FROM: M E M O R A N D U M Honorable Mayor and City Council Doyle Miller, City Administrator - --- _�._-.._e------------- —� a� 1911 CITY CLERK DATE: March 30, 1971 SUBJECT: REQUEST FOR. RECOGNITION - MANAGEMENT EMPLOYEES ORGANIZATION The Huntington Beach Management Employees Organization, by letter dated March 25, 1971, requests recognition as an employee organization. The request is in compliance with requirements of Resolution 2268 relating to such matters. Inasmuch as there are no further questions which would require resolution by the Personnel Board, it is the Administrator's recommendation that the request be granted. A0Ye Administrator City DM:bwo F HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION Post Office Box 190 Huntington Beach California 92648 March 25, 1971 The Honorable Jerry A. Matney, Mayor Pro Tem Members of the Huntington Beach City Council Mr. Doyle Miller, City Administrator Mr. Edward Thompson, Personnel Officer Subject: Request for Recognition as Majority Representative of Management Employees Unit Gentlemen: The Huntington Beach Management Employees' Organization respectfully requests that such organization be deemed the "recognized employee organization" as majority representive of management employees unit to represent such employees in their employer -employee relations with the City of Huntington Beach. (a) The name of this organization is the Huntington Beach Management Employees' Organization, Post Office Box 190, Huntington Beach, California 92648. (b) This organization is not a chapter or local of, or affiliated with, a regional or state, or national or international organization, or any other organization. (c) The officers of this organization are as follows: President Raymond Picard Vice -President Tom Severns Secretary -Treasurer Walter Johnson (d) This organization includes only employees of the City of Huntington Beach who have designated the organization to represent them. A list of the current members, including the organization's officers, and the classification in which they are employed is attached hereto and marked "Exhibit A." Mayor Pro Tem Members of the City Council City Administrator Personnel Officer Page Two March 25, 1971 (e) This organization has as one of its primary purposes the representation of its members in their employer -employee relations with the City Council. Certified copies of the organization's Bylaws and Constitution are attached hereto. (f) Those persons to whom notice, sent by regular United States mail, will be deemed sufficient notice on the organization for any purpose shall be Raymond Picard, President, and Walter Johnson, Secretary -Treasurer, Huntington Beach Management Employees' Organization, Post Office Box 190, Huntington Beach, California 92648. (g) The organization acknowledges the existence of the rules set -forth in Resolution No. 2468 and agrees to abide by the same, whether now in effect or hereafter amended. (h) The organization recognizes that the employees of the City of Huntington Beach and any agency of which the City Council is the governing body have no rights pursuant to Section 923 of the Labor Code of the State of California. (i) This organization has no restriction on membership based on race, color, creed, sex, or national origin. (j) The names of the representatives who are authorized to speak on behalf of the members of this organi- zation are those officers listed below or such other person or persons as may be designated in writing by the Secretary -Treasurer. President Raymond Picard Vice -President Tom Severns Secretary -Treasurer Walter Johnson Respectfully submitted, HUNTINGTON BEACH MANAGEMENT EMPLOYEE-' ORGANIZATION � . Raytdnd Picard, President V Waltei Jdhnson, Secretary- -' ,���'� /� Treasurer Attachments r Y.� IS VERIFICATION I declare that the foregoing is true and correct to the best of my knowledge and belief. Executed at Huntington Beach, California, this day of March, 1971. Zi nd Picard, President ngton Beach Management ployees' Organization I declare that the foregoing is true and correct to the best of my knowledge and belief. Executed at Huntington Beach, California, this day of March, 1971. Alter Johnson, Secretary -Treasurer untington Beach Management Employees' Organization CONSTITUTION OF HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION E The name of this nonprofit association shall be: HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION II The objectives and primary purposes for which this nonprofit association is formed are: A. To represent its members in their employment relations with the City of Huntington Beach regarding wages, hours, and other terms and conditions of employment and to act as the majority representative of manage- ment employees in the "meet and confer in good faith" process under the Meyers-Milias-Brown Act of the State of California. B. To establish and promote uniform and ordinary methods of communication between its members and the City. C. To improve the professional competence of management employees in the performance of their job responsi- bilities. D. To provide avenues of communication for new ideas, techniques, and trends by presenting educational and training programs. E. To contribute to the development of the highest standards of municipal government by encouraging -1- � � A I_ cooperation and consultation with other local, state, and national agencies in pursuit of these principles. III This nonprofit association is organized pursuant to Title 3, (Unincorporated Associations) of the Corporations Code of the State of California. IV The county in the State of California where the principal office for the transaction of the business of this association is to be located is Orange County. V The number of officers of this association`'and their titles shall be as set forth in the bylaws. VI The authorized number and qualification of members of the association, the different classes of membership, if any, and the property, voting and other rights and privileges of members, and their liability to dues and assessments and the methods of collection thereof, shall be as set forth in the bylaws. VII This association is one which does not contemplate pecuniary gain or profit to the members thereof and it is organized solely for nonprofit purposes. Upon the winding up and dissolution of this association, after paying or adequately providing for the debts and obligations of the association, the remaining assets shall be distributed to a nonprofit fund, foundation or corporation, which is organized and operated exclusively for charitable, educational, religious and/or scientific purposes and which has established its tax-exempt status under Section 501(c)(3) of the Internal Revenue Code. If this association holds any assets on trust, such assets shall be disposed of in such manner as may be directed by decree of the superior court of the county in which this association's principal office is located, upon petition -2- therefor by the Attorney General or by any person concerned in the liquidation. IN WITNESS WHEREOF, the undersigned, being the President and Secretary -Treasurer, respectively, of the HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION, a nonprofit association, have executed this Constitution on this 24th day of March ,1971. -3- r BYLAWS HUNTINGTON BEACH MANAGEMENT EMPLOYEES' ORGANIZATION I. Name of Organization: Huntington Beach Management Employees' Organization II. Objectives and Primary Purposes of Organization A. To represent its members in their employment relations with the City of Huntington Beach regarding wages, hours, and other terms and conditions of employment and to act as the majority representative of manage- ment employees in the "meet and confer in good faith" process under the Meyers-Milias-Brown Act of the State of California. B. To establish and promote uniform and ordinary methods of communication between its members and the City. C. To improve the professional competence of management employees in the performance of their job responsi- bilities. D. To provide avenues of communication for new ideas, techniques, and trends by presenting educational and training programs. E. To contribute to the development of the highest standards of municipal government by encouraging cooperation and consultation with other local, state, and national agencies in pursuit of these principles. -1- III. Principal Office A. The principal office for the transaction of the business of this organization is in the City of Huntington Beach, County of Orange, State of California, at such place within said City as may be hereafter fixed from time to time by action of the members of the organization. IV. Membership and Dues A. Membership is open to those employees identified as "management employees" in "Exhibit All, attached hereto and made a part hereof, including elective, full-time department heads and such others as may be added. 1. Employees filling management positions on an acting basis shall not be eligible for membership. B. Dues: $5.00 initiation fee. $1.00 per month through payroll deduction. V. Officers - Elections - Tenure - Duties A. Officers of this organization shall be: President Vice -President Secretary -Treasurer B. Elections 1. The annual election of officers shall be held at the annual meeting of the organi- zation. Ballots may be cast in person at such annual meeting or by mail or other methods of delivery to the Secretary - Treasurer at any time prior to the canvass -2- of ballots at such annual meeting. The Secretary -Treasurer shall give written notice of such annual election at least ten (10) days prior thereto and a written form of ballot shall be enclosed with such notice. Ballots returned by mail or other methods of delivery must, in order to be valid, be in the hands of the Secretary -Treasurer prior to the time of the canvass of ballots at said annual meeting. 2. A majority vote of the members voting for each office as prescribed herein shall be the determining factor in the election of the officer to such office. 3. No member shall be entitled to vote for any office unless such member has been a member in good standing of this organization for sixty (60) days prior to such election meeting, except that this provision does not apply during the first sixty (60) days of the organization's existence. 4. If an office becomes vacant, the president or the president -pro tem, shall declare, at a regularly scheduled meeting of the organization, that an election to fill such vacancy shall be held at the following regular meeting of the organization. Written notice of such vacancy and of the call of election, together with a written ballot form, shall be given to each member at least ten (10) days prior to said election meeting and the method of balloting -3- and canvass of such ballots shall be the same as provided herein for the annual election. 5. The first officers of this organization shall be elected at an organizational meeting of this organization at which these Bylaws shall be adopted and officers elected. At least ten (10) days written notice of such organizational meeting and election shall be given to each member of this organization prior to such organization and election meeting. C. Tenure 1. Officers shall serve for one calendar year and until their successors are duly elected. The term of all offices shall begin January 1 and conclude December 31 of the same year. No officer shall succeed himself., The first officers of the organization shall serve until December 31, 1971, inclusive, and until their successors are duly elected. D. Duties of Officers 1. President a. Shall be the head of the organization and shall preside at all regular meetings of the organization. b. Shall, subject to the approval of the members of the organization, appoint members to serve on committees for specific purposes decided upon by the membership. -4= 2. Vice -President a. The Vice-president shall act as president pro tem in the absence or incapacity of the president, and shall preside at meetings in the absence of the president. b. The Vice -President shall act as program chairman for the organization. 3. Secretary -Treasurer a. The Secretary -Treasurer shall keep a record of the proceedings of the meetings of the organization. b. The Secretary -Treasurer shall conduct the correspondence of the organization. C. The Secretary -Treasurer shall issue notice and agenda of meetings. d. The Secretary -Treasurer shall maintain a roster of members. e. The Secretary -Treasurer shall make disbursements, with the co -signature of the President, for expenditures as budgeted or approved by the membership. f. The Secretary -Treasurer shall maintain custody of funds and provide for a yearly audit by a committee appointed by the President. -5- VI. Meetings - Quorum A. Meetings --Annual, Regular and Special 1. The annual meeting of the organization shall be held on the first Wednesday of December of each year, commencing in 1971, at a time and place, within the City of Huntington Beach, to be specified in a written notice of such meeting. Said notice must be given to all members of the organization no less than ten (10) days prior to such meeting. Election of officers shall take place at such annual meeting. 2. Regular monthly meetings of the organization shall be held on the second Wednesday of the month at 12:00 noon in the Council Chambers of the City of Huntington Beach, commencing on the second Wednesday of the first month following the adoption of these bylaws. No notice of such regularly scheduled monthly meeting is necessary. 3. Special meetings may be called by the President, or upon call of five (5) members. The purpose of the meeting must be specifically stated in a written notice to the members. Said written notice must be given not less than seventy-two (72) hours prior to such special meeting. 4. Any regularly scheduled or special meeting may be adjourned from time to time and from place to place within the City of Huntington Beach. I. B. Quorum 1. Quorum for conduct of business at a meeting shall consist of twenty-five percent (25%) of the total membership, or ten (10) members, whichever is greater. 2. All business shall be decided by a majority vote of those present and voting, except as otherwise provided in these bylaws. VII. Rights and Duties of Members and Membership A. This organization shall have no restriction on membership based on race, color, creed, sex, or national origin. B. All members shall have equal voting and other rights. Each member shall be entitled to one (1) vote which may be cast in person, except as otherwise provided in these bylaws. There shall be only one class of members. C. The membership shall create committees, both "ad hoc" and permanent, for specific purposes decided upon by the membership. D. The membership may, by minute action, create "ad hoc" procedures to provide for situations not otherwise covered by these bylaws. However, no member shall be expelled from the organization, nor shall any punitive action be taken against any member, without prior written notice to the member concerned and to the general membership of intention to take such action. Such member shall be given a full and fair hearing before the general membership prior to the taking of any such action. -7- E. Any member shall automatically cease to be a member of the organization upon failure to pay dues for thirty (30) days, or in the event such member ceases to occupy a position as an employee of the city in a class identified as one included in "management employees." F. A former member may be reinstated upon application and a ten (10) day waiting period, provided he is otherwise entitled to membership and further pro- vided that all dues are paid by such former member which he should have paid during any period of voluntary termination of membership, but for such period of voluntary termination. G. No member shall be entitled to vote on any matter until he has been a member in good standing for sixty (60) days prior to the time a vote is taken on any such matter, except that this provision does not apply during the first sixty (60) days of the organization's existence. VIII. Negotiations A. Upon adoption of these bylaws, this organization shall file a petition with the City for formal recognition of this organization as the majority representative of the management employees of City, for all employer -employee relations between City and management employees, and for the purpose of "meeting and conferring in good faith" with City on all matters within the scope of representation in accordance with the Meyers-Milias-Brown Act of the State of California. B. All memoranda of understanding between this organization and City, pursuant to the Meyers- Milias-Brown Act, must be approved (at a regularly scheduled monthly meeting or a duly noticed special meeting) by the members of this organization, prior to the signing thereof by the President and the Secretary -Treasurer. C. This organization's position, with respect to all terms of negotiation in the "meet and confer in good faith" process between this organization and the City, shall be first approved by the members of this organization. IX. Notice to the Organization A. Notice sent by the City of Huntington Beach, by regular United States mail, to the President and the Secretary -Treasurer of this organization shall be deemed sufficient notice to this organization, for any purpose. X. Affiliation A. This organization may affiliate, directly or indirectly, in any manner, with regional, state, national or international organizations which have goals and objectives which are similar to or compatible with those of this organization. XI. Method of Amending the Bylaws A. Any amendment to these bylaws shall require a two- thirds (2/3) vote of the total membership. The proposed amendments must be in writing and given, together with a form of ballot, to all members at least ten (10) days prior to the meeting at which action is to be taken on such amendments. The method of balloting and canvass of ballots in all bylaws amendment elections shall be the same as provided in Section V.B.l. of these bylaws. XII. Labor Code Provisions A. This organization recognizes that the provisions of Section 923 of the Labor Code are not applicable to city employees. T10-