HomeMy WebLinkAboutMichael Vigliotta - 2012-11-19� ? � � > r
Dept. ID HR 14-024 Page 1 of 2
Meeting Date: 12/15/2014
d -0 -/
CITY OF HUNTINGTON BEACH
REQUEST FOR. CITY COUNCIL ACTION
MEETING DATE: 12/15/2014
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Fred A. Wilson, City Manager
PREPARED BY: Michele Warren, Director of Human Resources
SUBJECT: Adopt Resolution No. 2014-106 modifying the Non -Associated Salary and
Benefits Resolution and amending the Employment Agreement Between the City
and the Chief Assistant City Attorney
Statement of Issue:
The Non -Associated Resolution establishes compensation and benefits for non -associated
employees, including the position of Chief Assistant City Attorney. It is proposed that compensation
for the position of Chief Assistant City Attorney be modified upward ten percent (10%). Benefits
will remain consistent with that contained within the NA Resolution No. 2014-32, to include provision
of a vehicle allowance. The Employment Agreement between the City of Huntington Beach and
Michael Vigliotta, Chief Assistant City Attorney, is hereby proposed to be amended to reflect the
salary and vehicle allowance.
Financial Impact:
The enhancement to the Chief Assistant City Attorney's compensation will come from the General
Fund. The annualized fiscal impact for the requested compensation and benefit adjustments is
estimated to be $22,315.52 for FY 2014/15. Additional budget appropriation is not requested at this
time.
Recommended Action:
Adopt Resolution No. 2014-106, "A Resolution of the City Council of the City of Huntington Beach
Modifying Non -Associated Salary and Benefits Resolution and Amending the Employment
Agreement Between the City of Huntington Beach and the Chief Assistant City Attorney."
Alternative Action(s):
Do not approve Resolution No. 2014-106 and direct staff to propose an alternate action.
Analysis:
Based on an initial review and expected expansion of the breadth and scope of work for the duties
performed by the Chief Assistant City Attorney, it is recommended that the position's salary range
(NA0593) be increased by ten percent (10%). Additional benefit modification includes grouping the
position with other similar management positions with regard to a vehicle allowance. The Chief
Assistant City Attorney supervises and oversees the operations of the City Attorney's office and
manages the day-to-day activities, to include direct supervision of all attorneys and support staff.
Examples of essential duties for the Chief Assistant City Attorney include, but are not limited to:
® Assists the City Attorney in administering the city's legal functions;
HB -15 7- Item 15. - 1
Dept. ID HR 14-024 Page 2 of 2
Meeting Date: 12/15/2014
• Serves as senior counsel in handling serious, controversial and complex litigations and in
providing advice and counsel to and on behalf of the City;
• Oversees important litigation matters that encompass a variety of complex legal issues,
including monitoring all phases of pretrial, trial and appellate work in state and federal courts
and before administrative agencies;
• Analyzes and researches legal problems; prepares opinions; confers with and advises City
officials, staff, departments, advisory bodies and commissions on legal questions pertaining
to their respective powers, duties functions and obligations;
• Monitors proposed legislation and court decisions related to municipal law and activities;
evaluates the impact to City operations;
• Supervises professional and support staff; provides and coordinates staff training; `works
with employees to correct deficiencies; implements disciplinary actions and recommends
termination procedures; and,
• Implements cost control procedures for outside counsel, monitors legal department
contracts for compliance.
Importantly, this position is the "Chief of Staff' to the City Attorney and in the absence of the City
Attorney, performs the duties of the City Attorney. Currently, the salary range for this position is
less than one half percent (.5%) above the maximum level for two (2) Assistant City Attorney
positions which administratively report to the Chief Assistant City Attorney. Standard practice is
that such reporting level difference should be a minimum of ten percent (10%). Accordingly, it is
the recommendation of the newly elected City Attorney to increase the position's salary range to
provide for an adequate separation of compensation levels and to amend the current incumbent's
employment agreement to reflect this compensation modification. The Chief Assistant City Attorney
is an at -will position.
Environmental Status:
N/A
Strategic Plan Goal:
Develop, retain and attract quality staff
Attachment(s):
1. Resolution No. 2014-106 "A Resolution of the City Council of the City of Huntington Beach
Modifying Non -Associated Salary and Benefits Resolution and Amending the Employment
Agreement Between the City of Huntington Beach and the Chief Assistant City Attorney,"
including Attachment A: Modified Non -Associated Salary Schedule and Attachment B:
Amended Employment Agreement between the City of Huntington Beach and Michael
Vigliotta
2. Draft Amended Employment Agreement between the City of Huntington Beach and Michael
Vigliotta
Item 15. - 2 HB -158-
RESOLUTION NO. 2014-106
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
MODIFYING NON -ASSOCIATED SALARY AND BENEFITS RESOLUTION AND
AMENDING THE EMPLOYMENT AGREEMENT BETWEEN THE CITY OF
HUNTINGTON BEACH AND THE CHIEF ASSISTANT CITY ATTORNEY
WHEREAS, the City Council of the City of Huntington Beach desires to modify the
salary level, benefits and the Employment Agreement for the Chief Assistant City Attorney,
Michael Vighotta;
NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Huntington
Beach as follows:
SECTION 1. Salary and Benefits for the Chief Assistant City Attorney shall be as
reflected in the modified Non -Associated Employees Pay and Benefits Resolution as reflected in
Attachment "A" Non Associated Executive Management Salary Schedule, Pay Grade NA0593 -
Exhibit 1.
SECTION 2. The amended Employment Agreement between the City of Huntington
Beach and Michael Vighotta is attached hereto as Attachment "B".
SECTION 3. Any existing provisions in conflict with the foregoing, whether by minute
action or resolution of the City Council, are hereby repealed.
SECTION 4. All other benefits and salary ranges established and reflected in the Non -
Associated Employees Pay and Benefits Resolution, Resolution No. 2014-32, shall continue
unless modified by City Council action.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 15thday of December , 2014
%f , .... •
Wson, City Manager
_14�1
.` rr
chael Gates, City Attorney
EXHIBIT 1
NON -ASSOCIATED EXECUTIVE MANAGEMENT SALARY SCHEDULE
EFFECTIVE SEPTEMBER 27, 2014
MODIFIED SALARY SCHEDULE EFFECTIVE DECEMBER 20, 2014
Pay
Starting
Control
High
Job No:
Description
Grade;_ .
�_
Point -
Point .
= '
:. Roinf_"�:
EXECUTIVE MANAGEMENT
0591 City Manager NA0591 NA NA 125.77
DEPARTMENT HEADS
0592
Assistant City Manager
NA0592
84.14
93.64
104.24
0009
Director of Building & Safety
NA0009
73.18
81.44
90.65
0014
Director of Community Services
NA0014
73.18
81.44
90.65
0008
Director of Economic Development
NA0008
73.18
81.44
90.65
0574
Director of Human Resources
NA0574
73.18
81.44
90.65
0479
Director of Information Services
NA0479
73.18
81.44
90.65
0007
Director of Library Services
NA0007
68.57
76.32
84.96
0589
Director of Planning/Building
NA0589
79.24
88.21
98.17
0010
Director of Public Works
NA0010
79.24
88.21
98.17
0518
Director of Finance
NA0518
79.24
88.21
98.17
0015
Fire Chief
NA0015
84.14
93.64
104.23
0011
Police Chief
NA0011
84.14
F 93.65
104.23
ELECTED OFFICIALS
0016
City Attorney
NA0016
1 98.22
1 109.32
1 121.67
0017
City Clerk
NA0017
68.57
1 76.32
1 84.96
ELECTED OFFICIALS PART-TIME
1 0018 1City Treasurer - *PART-TIME I NA0018 { 1 73.181 I 81.441 1 90.651
CONTRACT NON -DEPARTMENT HEAD
Job No.
Description
Pay "
-Grade' "
A
B;
C
D "
E
0593
Chief Assistant City Attorney
NA0593
1
69.66
73.49
77.53
81.79
86.28
PER RESOLUTION 2015-_ADOPTED ON DECEMBER 15, 2014
Item 15. - 4 xB -1 60-
�/ /o.b
EMPLOYMENT AGREETNIENT BETWEEN
THE CITY OF HUNTINGTON BEACH AND MICHAEL VIGLIOTTA
"Table of Contents
Section
Page
I
DUTIES
2
2
STATUS AND TERM
2
3
SALARY
2
4
OTHER BENEFITS
3
5
ADMINISTRATION LEAVE
3
6
TERMINATION AND SEVERANCE PAY
4
7
PERFORMANCE EVALUATION .
5
8
PROFESIONAL DEVELOPMENT
5
9
FINANCIAL DISCLOSURE
6
IO
INDEMNIFICATION
6
11
GENERAL PROVISIONS
7
EXHIBITS
8
HB - 16 l _ Item 15. - 5
EMPLOYMENT AGREETMENT BETWEEN
(As Amended)
THIS AGREEMENT is entered into this �� day of�Enw,201T4, between
the City of Huntington Reach, a California municipal corporation, subsequently called "City,"
and Michael Vigliotta, subsequently called "Vigliotta."
The City Attorney may, subject to the approval of the City Council, appoint a Chief Assistant
City Attorney to assist the City Attorney or act on behalf of the City Attorney, at such salaries or
compensation as the Council may by ordinance or resolution prescribe; and
The City, through the City Attorney, desires to employ the services of Vigliotta as a Chief
Assistant City Attorney of the City of Huntington Beach; and
It is the desire of the City to provide certain benefits, establish certain conditions of
employment, and to set working conditions of Vigliotta; and
It is the desire of the City to:
(1) Secure and retain the services of Vigliotta and to provide inducement for him to
remain in such employment;
(2) To provide a means for terminating Vigliotta's service at such time as lie may be
unable fully to discharge his duties due to disability or when City may otherwise desire to terminate
his employ; and
By entering this agreement Vigliotta is giving up valuable property rights acquired by virtue
of being in the civil service system however by virtue of benefits guaranteed herein lie desires to
accept employment as a Chi efAssistant City Attorney of the City;
NOW,'I HEREFORE, in consideration of the mutual covenants here contained, the parties
agree as follows:
SECTION 1. DUTIES
City agrees to employ Vigliotta as a Chief Assistant City Attorney of the City to perform the
functions and duties of that office as set forth in the Class Specification attached hereto as Exhibit
"A," the Municipal Code of the City of Hi.intington Beach and the City Charter, and to perform other
legally permissible duties and functions as the Chief Assistant City Attorney as the City Attorney
Item 15. - 6 HB -161)-
shall front time to time assign. Vigliotta shall devote his full attention and effort to the office and
perform the mentioned duties and functions in a professional manner.
SECTION 2. STATUS AND TERM
(a) Vigliotta shall serve for art indefinite term at the pleasure of the City Attorney and
shall be considered an at -will employee of the City.
(b) Nothi rig in this Agreement shall prevent, limit or otherwise interfere with the right of
the City Attorney to terminate the employment of Vigliotta at any time, subject only to the
provisions set forth in Section6, paragraphs (a), (b) and (c) of this agreement,
0
(c) Nothing in this Agreement shall prevent, limit, or otherwise interfere with the right of
Vigliotta to resign at Any time frorn his position with the City, subject only to the provisions set
forth in Section 6, paragraph (d), of this agreement.
(d) Vighotta agrees to remain in the exclusive employ of City for an indefinite period arid
not become employed by any other employer without the prior written approval of the City
Attorney or until notice of resignation is given.
The term "employed" (and derivations of drat term as used in the preceding paragraph)
shall include employment by another legal entity or self employment, however, shall not be
construed to include occasional teaching, writing, consulting, or military reserve service performed
on Vigliotta's time off, and with the advance approval of the City Attorney.
SECTION 3. SALARY
City agrees to pay Vigliotta for his services rendered pursuant to this Agreement at Pay
Grade NA0593, Step E (Non -Associated) of the City's classification and compensation plan or
resolutions or ordinances from time to time enacted that govern such compensation for the
Position ofChief Assistant City Attorney. Vigliotta sliall receive the same salary adjustments
and/or benefits conferred, if any, in the future to other employees as governed. by the Non -
Associated Resolution.
(a) In addition to the foregoing benefits, Vigliotta shall also receive all such other
Benefits that are generally applicable to Non-Associated/non-represented employees as set forth in
the most recent Huntington Beach City Council Resolution entitled "A Resolution of the City Council
of the City of Huntington Beach Modifying Salary and Benefits for Non -Represented Employees," a
copy of which is attached hereto as Exhibit "B" and incorporated by this reference as though full set
forth herein, The benefits provided to Vigliotta pursuant to this section may be modified by City
from time to time, upon enactment of a successor resolution or ordinance that governs such
benefits,
HB -163- Item 15. - 7
(b) Vigliotta will be credited with those hours of General Leave previously accrued in
his civil servant position. Thereafter, Vigliotta shall accrue General Leave in accordance with the
General Leave accrual provisions applicable to employees governed by the Non -Associated
Resolution and Vigliotta shall be credited 80 hours of Executive Leave on January 1 of each calendar
year. Executive Leave must be used in the same calendar year it is credited; unused Executive leave
may not be carried forward to the next calendar year.
(C) Vigliotta will remain enrolled in and will be entitled to the PERS Retirement Plan
benefits received by the City's miscellaneous employees and such benefits will comply with all
PERS regulations,
(d) By virtue of this agreement, Vigliotta will not be considered to have a break in
service from the City of Huntington Beach.
The City Attorney may place Vigliotta on Administrative Leave with full pay and benefits at
any time during the term of this Agreement.
(a) Except as provided in subsection (b), in the event the City Attorney terminates the
Employment of Vigliotta, and during such time that Vigliotta is willing and able to perform his
duties under this Agreement, then City shall pay to Vigliotta a severance payment equal to salary
payments which Vigliotta would have been receiving over a twelve week period at Vigliotta's
current rate of pay in effect on the day prior to the date of terminate on. In addition, for the lesser
of ninety (90) calendar days after the date of termination or the time Vigliotta secures health and
medical insurance through attainment of comparable employment, City shall maintain and pay
for health, medical, disability, the continuation of retirement benefits and life insurance in such
amounts and on such terms as, have been received by Vigliotta and Vighotta's dependents at the
time of such termination; however, no other or additional benefits shall accrue during this ninety
(90) calendar day period.
(b) Notvvithstanding subsection (a) above, the following reasons shall constitute
grounds to terminate the employment of Vigliotta without severance pay or the remedies
outlines above:
(i) a will full breach of this agreement of the willful and repeated neglect by
Vigliotta to perform duties that he is required to perform;
(ii) conviction of any criminal act relating to employment with City;
(iii) conviction of a felony.
(c) Prior to the time that the City Attorney terminates Vigliotta without severance pay
Item 15. - 8 HB -164-
for any of the reasons set forth above, and only in that case, the City Attorney shall provide Vighotta
with written notice of proposed termination which contains the reason and factual basis for such
action. Within ten days of such notice, Vigliotta may request an opportunity to respond to the
reasons and factual basis provided by the City Attorney. If such a request to respond is made, the
City Attorney shall conduct a meeting, which may be informal in nature, at which Vigliotta may
respond to the notice of proposed termination. At such meeting, Vigliotta may be represented by in
attorney of his choice and present or information relevant to the reasons and factual basis set forth
in the notice of proposed termination. Subsequently, the decision of the City Attorney as to
whether reason set forth in Section (b)(i) exist or do not exist shall be final as between the parties.
(d) In the event City at any time during the term of this Agreement reduces the salary
of Vigliotta from its then current year level, except as part of an across-the-board. reduction
for all Non-Associated/non-representecl employees of City, or in the event City refuses, following
written notice, to extend to Vigliotta any non. -salary benefits customarily available to all Non-
Associated/non-represented employees, or in the event Vigliotta resigns following a suggestion,
whether formal or informal, by the City Attorney that he resign, then, in those event, Vigliotta may,
at his option, be deemed to be "terminated" at (late of such reduction or such refusal to extend or
such suggestion of resignation within the meaning and context of the severance pay provision in
paragraph (a) above; provided that such option to be deemed terminated must be exercised by
written notice from Vigliotta to the City Attorney within ten (10) working (lays of notification of
such reduction, refusal to extend, or suggestion of resignation. In that event, the severance
payment shall be calculated from the (late Vigliotta exercises the option to be deemed terminated.
(e) I tithe event Vigliotta voluntarily resigns his position, Vigliotta shall give City
Written notice at least thirty (30) (lays prior to the last workday, unless the City Attorney and
Vigliotta otherwise agree, Unless there is agreement to the contrary, if Vigliotta fails to provide
such notice to the City Attorney, any right to accrued benefits for General Leave shall terminate.
(0 It is understood that after notice of termination in any form, Vigliotta and City will
cooperate to provide for an orderly transition. Specific responsibilities during such transition may
be specified in a written separation agreement.
SECTION 7. PERFORMANCE EVALUATION
The City Attorney shall review and evaluate in writing the performance of Vigliotta at least
once annually. That review and evaluation shall be in accordance with specific criteria developed in
consultation with Vigliotta and the City Attorney. Those criteria may be added to or deleted from as
the City Attorney may frorn time to time, determine, in consultation with Vigliotta.
1413 - 165- Rem 15. - 9
SECTION 8. PROFESSIONAL DEVELOPMENT
City agrees to budget and pay for Viglio'tta's professional memberships as normally
accorded to Non -Associated employees, including California State Bar dues and the requisite CLE
training requirements, Vigliotta shall also receive paid leave, plus registration, travel and
reasonable expenses for short courses, conferences and seminars that are necessary for his
personal development and, in the judgment of the City Attorney, for the good of the City, and
subject to budget limitations and to established travel policies and procedures.
SECTION 9. FINANCIAL DISCLOSURE
(a) Vigliotta shall report to the City Attorney any ownership interest in real property
within the County of Orange, excluding personal residence. Also, Vigliotta shall report to the City
0
Attorney any financial interest greater than Ten Thousand Dollars ($10, 000) in value in a firm
doing work for City of from which City intends to make a purchase. Such reporting shall be made in
writing by Vigliotta to the City Attorney within ten (10) calendar days of the execution of this
agreement and further within ten (1.0) calendar days of acquisition of that interest in real property.
Additionally,Vigliotta shall report in writing to the City Attorney any financial interest greater
I
than Ten Thousand Dollars ($10, 000) in value in a firm doing work for City or from whom City
intends to make a purchase immediately upon notice of the intended work or purchase.
(b) In addition, Vigliotta shall annually complete and file a Form 700 Statement of
Economic Interest with the City Clerk.
SECTION 1.0. INDEMNIFICATION
City shall defend and indemnify Vigliotta against any aCd011, including but not limited to
any: tort, professional liability claim or demand, or other noncriminal legal, equitable or
administrative action, whether groundless or otherwise, arising out of an alleged act or omission
occurring in the performance of Vighotta's duties as an employee or officer of City, other than an
action brought by City against Vigliotta or an action filed against City by Vigliotta. In addition, City
shall pay the reasonable expenses for the travel, lodging, meals and lost work time of Vigliotta
should Vigliotta be subject to such, should an action be pending after termination of Vigliotta. City
shall be responsible for and have authority to compromise and settle any action, with prior
consultation with Vigliotta and pay the amount of any settlement or judgment rendered on that
action. Vigliotta shall cooperate frilly with City in the settlement compromise, preparation of the
defense, or trial of any such action.
SECCTION 11, GENERAL PROVISIONS
(a) The text herein, including recitals, shall constitute the entire Agreement between the
parties.
Item 15. - 10 11B -166-
(b) This Agreement (as amended) shall become effective commencing December 20, 2014.
(c) If any provision, or any portion of any provision, contained in this Agreement is held
unconstitutional, invalid or unenforceable, the remainder of this Agreement, or any portion of it,
shall be deemed severable, shall not be affected and shall remain in full force and effect.
(d) No amendment of this Agreement shall be effective unless in writing and signed by
both parties here.
IN WITNESS WHEREOF, City has caused this Agreement to be signed and executed on
It's behalf by its City Attorney, and Vigliotta has signed and executed this Agreement, both in
duplicate, the day and year first above written.
MICHAEL VIGLIOTTA: CITY OF A-UjgT4NGTON BEACH
Ci
APPROVED AS TO FORM:
TITLE: CHIEF ASSISTANT CITY ATTORNEY DATE: NOVEMBER, 2012
JOB CODE: NA0593
EMPLOYMENT STATUS: REGULAR FULL-TIME
UNIT REPRESENTATION: NON-ASSOCIATED/NON-CLASSIFIED
FLSA STATUS: EXEMPT
DUTIES SUMMARY
Under administrative direction of the City Attorney, supervises and oversees the operations of the City
Attorney's office; manages the day-to-day activities, attorney and support staff
DISTINGUISHING CHARACTERISTICS
This classification is designated as "at will" which excludes it from the competitive service of the city
and the City's Classification Plan.
EXAMPLES OF ESSENTIAL DUTIES
• Assists the City Attorney in administering the city's legal functions
• Serves as senior counsel in handling serious, controversial and complex litigation and in providing
advice and counsel to and on behalf of the City
• Supervises professional and support staff; provides and coordinates staff training; works with
employees to correct deficiencies; implements disciplinary actions and recommends termination
procedures
• Oversees all important litigation matters that encompass a variety of complex legal issues, including
monitoring all phases of pretrial, trial and appellate work in state and federal courts and before
administrative agencies
• Analyzes and researches legal problems; prepares opinions; confers with and advises City officials,
staff, departments, advisory bodies and commissions on legal questions pertaining to their
respective powers, duties and functions and obligations
• Monitors proposed legislation and court decisions related to municipal law and activities; evaluates
the impact to City operations
• Implements cost control procedures for outside counsel
• Performs the duties of the City Attorney in the absence of the City Attorney;
• Maintains effective and extensive professional relationships with representatives of other local,
state and federal agencies
Page 1
Item 15. - 12 xB - 1 68-
R
TITLE: CHIEF ASSISTANT CITY ATTORNEY DATE: NOVEMBER, 2012
® Performs other such legal duties consistent with the City Charter as may be required of him/her by
the City Council
The preceding duties have been provided as examples of the essential types of work performed by
positions within this job classification. The City, at its discretion, may add, modify, change or rescind
work assignments as needed.
MINIMUM QUALIFICATIONS
Any combination of education, training, and experience that would likely provide the knowledge, skills,
and abilities to successfully perform in the position is qualifying. A typical combination includes:
Knowledge of:
- City Codes, City Charter, and ordinances.
- Organization, function, and legal limitations on the authority of various City departments and
enforcement and procedural problems.
- State and federal constitutional and statutory provisions relating to municipalities.
- Accepted legal principles and court decisions.
- Judicial procedure, rules of civil and criminal procedure, and rules of evidence.
- Principles and practices of personnel management and supervision.
- Principles of criminal and civil law.
Ability to:
- Develop alternative resolutions to problems and recommend a balanced use of legal and
administrative approaches in resolving problems.
- Analyze, appraise, and organize facts, evidence, and precedents and presents them in oral and
written reports.
- Review, discuss, and advise regarding legal policy issues.
- Work cooperatively with other employees, customers, clients, and the public.
- Demonstrate judgment in determining when to appeal, when to negotiate, and when to pursue
major actions.
- Produce documents written in the English language using proper sentence structure,
punctuation, grammar, and spelling.
- Perform a broad range of supervisory responsibilities over others.
- Review and check the work of others to ensure accuracy.
- Communicate orally with customers, clients, and the public using a telephone and in group and
face-to-face, one-to-one settings.
Page 2
uB -1 69- Item 15. - 13
TITLE: CHIEF ASSISTANT CITY ATTORNEY DATE: NOVEMBER, 2012
Education: Graduation from a law school accredited by the American Bar Association with a Juris
Doctorate degree.
Experience: Five years of increasingly responsible experience in city or related government law,
including trial experience, and two years of administrative or supervisory responsibility.
License/Certification: Active membership in the State Bar of California. Valid California Driver's
License
PHYSICAL TASKS AND ENVIRONMENTAL CONDITIONS - Work involves detailed concentration for
long periods of time in a modified office environment and sitting for extended periods. Employee
accommodations for physical or mental disabilities will be considered on a case -by -case basis.
Page 3
Item 15. - 14 HB -1 7o-
RESOLUTION NO. 2014- 32
"UMN 0111111111101 0
WHEREAS, the City Council of the City of Huntington Beach desires to modify salary
and benefits for non -represented employees upon adoption of this resolution,
NOW, THEREFORE. the City Council of the City of Huntington Beach does hereby
resolve as follows:
1 Salaries and benefits for Non -Represented employees shall be as reflected in
Exhibit A, attached hereto and incorporated by this reference.
2. Except as modified. herein existing benefits shall remain in effect.
3. Any resolution in conflict herewith, whether by minute action or resolution of the
City Council heretofore approved, is hereby repealed.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the _lath day of July 2014.
P,
Mr. Ito] uman Resources
Vq, PPROVEDAAS TO FORM:
ity Att&ney I U
HB -171- Item 15. - 15
PROVISION................................................................................................... I
SECTIONI PAY .............................................................................................................. 1
A.
SALARY SrHEDULE—.................................. .......................................................... 1
B.
DIRECT DEPOSIT............................. ......... —.................................... .................... 7
C.
AB/S!GNED\/EH|CLE/�`UTOALLOVVANCE..,--.—..------'--~—'—'--' �
1Department Heads ..................... ...... ......... .......... --......... ...... ---....... ....... ----1
SECTION 11—HOURS OF WOR1K/OVER[TIMEITIME OFF .............................................. I
A.
EXECUTIVE LEAVE ..... .......... ---................................................................. .... 1
B.
FLEXIBLE AND ALTERNATIVE WORK SCHEDULES— ...................... ............. --.......... 7
SECTION III—HEALTHANDOTHER INSURANCE BENEFITS ___,,__,,,~.,,~,,~,~,,,,^.^,,~2
A.
HEALTH INSURANCE .... ................. —......... --~--........ —.............................. 2
1. Medical, Dental and Vision Insurance ........... ....... ........ --.... ........ --... ___ ............. 2
2. City and Employee Paid Health |nsuranoe—... ............ ___ ................ ....... ................. ... �2
3. Medical Cash Out-- ......... ____ .......... —..... —... .......................... —............... -----�O
4` Sect�n12SP�n--------------------------------------'6
B.
LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE ....... ....... ............... 6
C.
LONG-TERM DISABILITY INSURANCE .................... .............. ---........... --......... 6
D.CITY-PAID
PHYSICAL EXAm|WAT|OWS.................................. --............................. (j
E.
MISCELLANEOUS .................................... ....... ................ .......................... ............. /
F.
RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR THE CITY MEDICAL
RETIREE SUBSIDY PLAN ................................................................. '--'--''''^'7
G.
POST-65 SUPPLEMENTAL MEDICARE COVERAGE ................... ................. ............. /
SECTIONIV _ RETIREMENT ......................................................................................... 8
A.
BENEFITS ............................................................................................................. '8
1. Self -Funded Supplemental Retirement Benefit— .... —........................ —... —... .................... 8
2� Medical Insurance for Retirees ----------...... ....... ___ ...... ................... ................ 8
B.
PUBLIC EMPLOYEES' RETIREMENT SYSTEM CONTRIBUTIONS AND REPORTING ...........8
1� Miscellaneous Unit Members ... ......... ---------................. ---------...... 8
2. Safety Unit Members ... --------........ ........ ................ —......... ----................. B
l IRS Code 414(h)(2)—...... ------........................ ......... ............. ---10
4. Pre-RehrenlentOot�no|Set#ernent2Death Benefh-------------------_1O
5. Fourth Level of1B5BSurvivor Benefits .... ...... -------................... ............. ......... 1D
A. GENERAL LEAVE ....... —................ .......................... ...... .................... ............... 12
1. Accrual ...... —...... .......... ..... ..... ... ........... ............ ................................ ....................... 12
2, Eligibility and AoprovaL............ ................... .......................... ---................... ............ 12
/ -'-`^rmN/A Resolution
K+�mm l� 1»�
���'^^ ^�. - �o 8B-l72-
3. Leave Benefit Entitlements ................ --------........ --.............. .... ..... ... —...... 12
4. Conversion toCash .... —............ ------......... —...... —....... —..... .............. ............ 12
B. HOLIDAYS AND PAY PROVISIONS ........... ............ ................................................... 13
C. SICK LEAVE— .............. .......................................................................... ........... 13
1. Accrual .... —................... —........ ....... ------_—....................... —............... .... —13
2. Credit ........... .......... ___ ........... --...... —.......... ...... --_......... --........... .................. 14
3,
14
Us�ge-------------------------------------------'
F,hiur"A"'mN/A Resolution
�f�n� �� _ 1'
���^^^ ^-'. ^
NON -ASSOCIATED EMPLOYEES PAY AND BENEFIT PROVISIONS
EXHIBIT A
A. Salary Schedule
All current Non -Associated employees shall receive the salaries as identified in Exhibit
1.
2. The City Council shall set the salaries of the elected executive management positions
identified in Exhibit 1, at any rate within the designated salary range.
3. The City Manager is authorized to set the salaries of the non -elected executive
management positions identified in Exhibit 1 at any rate at or below the control point of
the designated salary range. The City Manager is authorized to increase the salary by
any percentage not greater than 5% based upon performance at annual review and
market data; however, no salary for a new employee may be set above the control
point at any time without City Council approval.
1111111111g; ip�j lq�i i
Appointed Department Heads and the City Clerk, City Treasurer, and City Attorney
shall have the option of an assigned City vehicle or an auto allowance in the amount of
two hundred thirty dollars and seventy-seven cents ($230.77) per bi-weekly pay period
plus reimbursement of out-of-town travel at the approved mileage rate.
A. Executive Leave
Non -Associated exempt employees shall not be eligible for overtime compensatio
Exempt department heads shall be credited with eighty (80) hours of executive leave p
calendar year. I
B. Flexible and Alternative Work Schedules
1. 5/40 Work Schedule
The 5/40 work schedule shall be defined as working five (5) eight (8) hour days Monday
through Friday each week with a one -hour lunch during each work shift, totaling.a forty
(40) hours work week.
2. 9/80 Work Schedule
The 9/80 work schedule, as outlined in Exhibit 3, shall be defined as working nine (9)
days for eighty (80) hours in a two week pay period by working eight (8) days at nine (9)
hours per day and working one (1) day for eight (8) hours (Friday), with a one -hour
Item 15. - 18 , t. N/A R,,.1u6.n HB -174-
lunch during each work shift, totaling forty (40) hours in each FLSA designated work
week. The 9/80 work schedule shall not reduce service to the public, departmental
effectiveness, productivity and/or efficiency as determined by the City Manager or
designee.
3. Alternative Uork Schedule
Non -associated employees may elect any alternative work schedule approved by thc
City Manager • designee.
A. Health Insurance
fflmz��•LTM M-E
The City shall continue to make available group medical, dental and vision benefits to
all Non -Associated employees.
2. City and Employee Paid Health Insurance
The City and the employee shall pay for health insurance premiums for employees and
qualified dependent(s) effective the first of the month following the employee's hire
date. The employee payroll deduction for premium contributions shall be deducted on
a •' basis.
Such deductions shall be aligned with the effective date of coverage and the ending
date of coverage upon employment separation. The employee's payroll deduction
&rT1#7TMM �W7-tro
effective date of coverage and pro -rated for coverage through the end of the month in
which employment was separated.
Exhibit "A" to N/A Resolution UB -175- Item 15. - 11
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
the mandated Public Employees' Medical and Hospital Care Act (PEMHCA)
contribution.
2014 Health Premiums and Contributions
Effective 8j1j2014
Non -Associated - Safety
s " r�'re�'zze� ltrK(2{; sss}s5by 3<; v v a.«- 3yaa
�qy Employer � Employee ,y � Earn l yee
w:: w44 ��a
Plan: /slier; . .:. only �� onihl+ ieekly
e Premium
s A� �� ,/6���,, ,��� onti lbutt an Con butfair$ Contr�butaon
PERS Single 536.99 340.76 __. 196.23 90.57
Anthem HMO Select Two -Party 1073.98 674.36 399.62 184.44
Family
1396.17 870.04 526.13 242.83
/ "� ?.Bj,a ..r^.w �a� Z , .:.*za \h ,�s s- . ,..,- �3'f
��L
PERS Single 592.20 340.76 251.44 11 5.05
Anthem HMO Two -Party 1184.40 674.36 510.04 235.40
Traditional Familv 1539.72 870.04 669.68 309,08
PERS Single 543.21 340.76 202.45 93.44
Blue Shield HMO Two -Party 1086.42 674.36 412.06 190.18
Familv 1412.35 870.04 542.31 250.30
s;:.y• , i riiiP,a6 �\\\ TTCa,:4€✓� cC \,
PERS Single 457.17 340.76 116.41 53.73
Blue Shield NetValue Two -Party 914.34 674.36 239.98 110.76
Family 1188.64 870.04 318.60 147,05
oowo���1'\\\\\�� G. ✓'i/%aaa i,.,., .,;:,=a. \ate,`, ti ,...a'i . .a\*�,. .'. Fs,. .
��!
PERS Single 489.82 340.76 149.06 68.80
Health Net Two -Party 979.64 674.36 305.28 140,90
Salud y Mas Family 1273.53 870.04 403.49 18613
,: t'-stem' '"a//y�"�i2/%i(✓O�li„ "fir\\\\\Ya\��.F\'a�, , ��e'�1 edict,
/
..d��� t . � tea, 1
PERS Single 568.51 340.76 227.75 105.12" s
Health Net SmartCare Two -Party 1137.02 674.36 462.66 213.54
Family 1478.13 870.04 608.09 280.66
a3�.-Fr,,?tn.
., ������aa� :,..w•;_v 'riw,a ., . ..,:; .. ?p�a����n\F\�.w oaf �5"shy.<.,..:�a�.L����O�a��\\��, ma4...-.'�.b.*<��.,ter=x.,,��:..��`��?..^.•.«,. -
ii
PERS Sin ie 521.01 340.76 180.25 83.19
Unitedhealthcare Two -Part 1042.02 674.36 367.66 169,69
Famil 1354.63 870.04 484.59 223.66
,, _ n ...__/./� d,,, ,�'�,���///l////i�i,�4 ��o���?a�a� �, v.,9< €:;��« ��i� ;ate �-,��va G; "\ � ��������ayP���• , rn � ;,
w..xi
PERS Single 602.79 340.76 262.03 120.94
Kaiser Two -Party 1205.58 674.36 53112 245.18
.r .
Familv 1567.25 870.04 67.21 321.79
„\\-wom?z.�..,, " ........ ..:..,.�»,..,.. .^�. `� `� s✓li/, i,,,,.% ,..n- at: __ � �.� Y�@�\\.
PERS Single 612.25 450.48 161.77 74.66
Choice Two -Party 1224.50 835.78 388.72 179.41
Family 1591.85 1014.31 577.54 266.56
�\R`;:�,»•\\\��i\��a'�,,e;w
PERS Sin le 586.3mo
2 450A8 135.84 62.70
Select Two -Part 1172.64 835.78 336.86 155.47
Famil 1524.43 1014.31 510.12 235.44
..4 �,S,�j�,
xUbit "A" to N /.A Resolution H B - t 77- item 15. - 2
1
NON -ASSOCIATED EMPLOYEES Y AND BENEFITS
ESOLUTIt3
K� @y E�jfoyar: x mIoy Er�nlc�r:.
� r� _.�� �ottthly .� onthly�' R,
vw
x� Prern�uo Csatrtb'uttca n, ContrbutvrtF�,, Cotrutan,
.�k •�''_ c��...\��.��
PERS Single 638.22 450.48 187.74 86.65
Care Two -Party 1276,44 835.78 440.66 203.38
Family 1659.37 1014.31 645.06 297.72
a-',aa,. ,•a a .,v.AiiN
Single 634.00 450.48 183.52 84.70
PQRAC Two -Party 1186.00 835.78 350.22 161.64
Family 1507.00 1014.31 492.69 227.40
m: tea. ����a ,y,
Single 65.00 45.02 19.98 9.22
Delta Dental PPO Two -Party 121.40 85.91 35.49 16.3
Family 160.00 122.18 37.82 17.46
.RN
�
Single 28.88 ..,A..
28.88 0.00 0.00
Delta Care HMO -Two-Party 49.10 49,10 0.00 0.00
Family 75.10 75.10 0.00 0.00
Or
Single 25.94 0,00 1 25.94 11.97
VSP Vision Two -Party 25,94 0.00 25.94 11.97
Family 25.94 0.00 25.94 11.97
Medical Copt Out Benefit: $340.76 per month (or $157.27 bi-weekly)
Employee and City Contributions subject to change as a result of contract negotiations
iii. Employees shall not be entitled to the difference between the employer contribution
and the premiums for insurance plan(s) selected by the employee.
iv. Future Premiums
The City "caps" its contributions toward monthly group medical, dental and vision
plan premiums by category (EE, EE + 1, and E + 2 or more) as outlined in sections
i and ii above.
The City agrees to increase the contribution toward monthly group medical by $100
per plan, per tier, effective January 1, 2015.
The employee and employer contributions rates set forth in sections i and ii above
shall remain in effect in 2015 and beyond unless otherwise modified by a successor
Non -Associated Resolution.
The City's contribution caps for dental and vision in effect as of August 1, 2014 shall
not be increased.
The City's contribution caps will remain in place, even if -premium increases result in
these additional costs being borne by the employee.
.tem 15. - 22, t. N/A Resolution HB -1 78-
isi;irigi p q Till"I 51 IANW��
xima-m- L4M11
If an employee is covered by a medical program outside of a City -provided program
(evidence of which must be supplied to Human Resources), the employee may elect to
discontinue City medical coverage and receive the monthly value of the City's
contribution to the lowest cost employee -only medical it paid bi-weekly.
4. Section 125 Plan
Employees shall be. eligible to participate in a City -approved Section 125 Flexible
Spending Account Plan the same as all other eligible employees, as provided by IRS
law. This plan allows employees to use pre-tax salary to pay for regular childcare,
adult dependent care and/or medical expenses.
Each Non -Associated employee shall be provided with $50,000 life insurance and $50,0
accidental death and dismemberment insurance paid for by the City. Each employee sh
have the option, at his/her own expense, to purchase additional amounts of life insurance a
]
accidental death and dismemberment insurance to the extent provided by the City's curre
providers. Evidence of insurability is contingent upon total participation in additional amounts!
JIMMMOMi - 0
This program provides for each incident of illness or injury, a waiting period of thirty (32
calendar days during which the Non -Associated employee may use accumulated sick leav
general leave, executive leave pay. Subsequent to the thirty-(30) day waiting period, A
employee will be covered by an insurance plan paid for by the City providing sixty-six and tw
thirds percent (66 2/3%) of the first $12,500 of the employee's basic monthly earnings up to
maximum monthly benefit of $8,332.50. The maximum benefit period for disability due to inju
or illness shall be to age sixty-five (65).
Days and months refer to calendar days and months. Benefits under the plan are integrat
with sick leave, Workers Compensation, Social Security and other non -private progra
benefits to which the employee may be entitled. Disability is defined as: "The inabilitylit
perform all of the duties of regular occupation during two years and thereafter the inability
engage in any employment or occupation, for which helshe is fitted by reason of educatio
training or experience." Rehabilitation benefits are provided in the event the individual, due
disability, must engage in other occupation. Survivor's benefits continue the plan payment f
three (3) months beyond death. A copy of the plan is on file in the Human Resourc
Department.
Non -Associated employees shall be provided, once every two years, with a City -paid physical
examination comparable to the current pre-piacement class physical examination or
reimbursed the amount authorized for said physical examination. No more than one-half of tha,
eligible employees shall receive examinations in any one fiscal year. Said exam shall be
comprehensive in nature and shall include�
A complete medical history, physical exam and review of results by physician.
2. Health testing including vision, hearing, breathing, chest x-ray and stress EKG.
Exhibit "A" to N/A Resolution HB -179-
Item 15. - 23
3. Laboratory test including standard chemical test, blood count, HDL, urinalysis and stool
test for blood.
E. Miscellaneous
When a Non -Associated employee is on a leave of absence without pay for reason of medical
disability, the City shall maintain the City -paid 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.
Employees who retire from the City after January 1, 2004, and are granted a retirement
allowance by the California Public Employees' Retirement System and are not eligible for the
City's Retiree Subsidy Medical Plan may choose to participate in City -sponsored medical
insurance plans until the first of the, month in which they turn age sixty-five (65).
The retiree shall pay the full premium for City -sponsored medical insurance for themselves
and/or qualified dependents without any City subsidy.
Employees who retire from the City and receive a retirement allowance from the California
Public Employees' Retirement System and are not eligible for the City's Retiree Subsidy
Medical Plan and choose not to participate in City -sponsored medical insurance upon
retirement permanently lose eligibility for this insurance.
However, if a retiree who is not eligible for the City's Retiree Subsidy Medical Plan chooses not
to participate in City -sponsored medical insurance plans because the retiree has access to
is group medical insurance, and subsequently loses eligibility for that group medical
insurance, the retiree and their qualified dependents will have access to City -sponsored
medical insurance plans reinstated.
Eligibility for Retiree Medical Coverage terminates the first of the month in which the retiree or
.�ualified dependent turns age sixty-five (65).
19!11111111111�0 �* a 1, 0 - - i - - -
Retirees who are participating in the Retiree Subsidy Medical Plan as of January 1, 2004 and
all future retirees who meet the criteria to participate in City -sponsored medical insurance, with
or without the Retiree Medical Subsidy Plan, may participate in City -sponsored medical
insurance plans that are supplemental to Medicare, after a contract is in place between the City
and a health insurance provider.
plans that are supplemental to Medicare beginning the first of the month in which the retiree or
qualified dependent turns age sixty-five (65).
The retiree shall pay the full premium to participate in City -sponsored medical insurance plans
that are supplemental to Medicare for themselves or qualified dependents without any City
subsidy.
[tem 15. - 24t.N/A 1IesoIu6on HB -1 SO-
Retirees or qualified dependents, upon turning age 65, who choose not to participate in Cit3
sponsored medical insurance plans that are supplemental to Medicare permanently lo
eligibility for this insurance. I
FOR I HIM I =-
I
In the event a Non -Associated employee member elects Option #1, #2, #2W, #3, #3W
#4 of the Public Employees' Retirement law, the City shall pay the difference betwe
such elected option and the unmodified allowance which the member would ha
received for his or her life alone as provided in California Government Code sectio
21455, 21456, 21457, and 21548 as said referenced Government Code sections exist
of the date of this agreement. This payment shall be made only to the member (No
Associated employee), shall be payable by the City during the life of the member, a
upon that member's death, the City's obligation shall cease. Unless previously exclud
by employment or resolution, eligibility for this benefit is limited to employees hired befo
December 9
27, 197. )1
2. Medical Insurance for Retirees
a. Upon retirement, whether service or disability connected, each Non Associated
employee shall be entitled to cause self, spouse and dependents to participate fully
in the City's group health insurance program at the equivalent of the City's group
premium rate in accordance with the provisions specified by Consolidated Omnibus
Budget Reconciliation Act of 1985 (COBRA). Such participation shall be at
employee's expense and upon terms, conditions and restrictions currently in effect.
b. As an alternative to the benefit described in paragraph IV.A.2,a above, the City will
provide a financial contribution towards the cost of retiree medical premiums as
described in Section VI.
Miscellaneous Unit Members
a. The City shall provide all miscellaneous employees described as "classic members
by the Public Employees' Pension Reform Act of 2013 — "PEPRA" with that certain
retirement program commonly known and described as the '25% at age 55 plan"
which is based on the retirement formula as set forth in the California Public
Employees' Retirement System (PERS), Section 21354 of the California
Government Code.
b. Effective at the beginning of the pay period of July 19, 2014, following City Council
approval of this MOU, all miscellaneous bargaining unit "classic members" shall pay
to PERS as part of the required member retirement contribution eight percent (8%)
of pensionable income. This provision shall not sunset at the end of this agreement.
Exhibit "A" to N/A Resolution HB -1 81-
Item 15. - Z
ON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
c. The City shall contract with PERS to have retirement benefits calculated based upon
the "classic" employee's highest one year's compensation, pursuant to the
provisions of Section 20042 (highest single year).
d. The obligations of the City and the retirement rights of employees as provided in this
Article shall survive the term of this MOU.
e. For "New" Members within the meaning of the California Public Employees' Pension
Reform Act of 2013.
1) New Members shall be governed by the two percent at age 62 (2% @ 62)
retirement formula set forth in Government Code section 7522.20.
2) Final compensation will be based on the highest annual average compensation
earnable during the 36 consecutive months immediately preceding the effective
date of his or her retirement, or some other 36 consecutive month period
designated by the member.
3) Effective January 1, 2013, "new" members as defined by PEPRA and
determined by CalPERS, shall contribute one half (50%) of the normal cost as
established by CalPERS.
2. Safety Unit Members
a. The City shall provide all safety employees described as "classic" members by the
Public Employees' Pension Reform Act of 2013 — "PEPRA° with that certain
retirement program commonly known and described as the "3% at age 50 plan"
which is based on the retirement formula as set forth in the California Public
Employees' Retirement System (PERS), Section 21362.2 of the California
Government Code.
b. Effective at the beginning of the pay period of July 19, 2014, following City Council
approval of this MOU, all safety employees described as "classic" members shall
pay to PERS as part of the required member retirement contribution nine percent
(9%) of pensionable income. This provision shall not sunset at the end of this
agreement.
c. The City shall contract with PERS to have retirement benefits calculated based upon
the `classic" employee's highest one year's compensation, pursuant to the
provisions of Section 20042 (highest single year).
d. The obligations of the City and the retirement rights of employees as provided in this
Article shall survive the term of this MOU
e. For "New" Members within the meaning of the California Public Employees' Pension
Reform Act of 2013.
1) New Members
57 (2.7% @
7522.25(d)
shall be governed by the two and seven tenths percent at age
57) retirement formula set forth in Government Code section
Lem 15. - 26 " to N/A Re,olu6m,
HB -1 82-
I
2) Final compensation will be based on the highest annual average compensation
earnable during the 36 consecutive months immediately preceding the effective
date of his or her retirement, or some other 36 consecutive month period
designated by the member.
3) Effective January 1, 2013, "new" members as defined by PEPRA and
determined by CalPERS, shall contribute one half (50%) of the normal cost, as
established by CalPERS.
3. IRS Code Section 414(h)(2)
The City has adopted the CalPERS Resolution in accordance with IRS Code section
414(h)(2) to ensure that both the employee contribution and the City -pickup of the
required member contribution are made on a pre-tax basis. However, ultimately, the tax
status of any benefit is determined by the law.
4. Pre -Retirement Optional Settlement 2 Death Benefit
Non -Associated employees shall be covered by the Pre -Retirement Optional Settlement
2 Death Benefit as identified in Section 21548 of the California Government Code when
approved by the City Council.
Effective December 23, 2009, all eligible Unrepresented Management Employees
with 25 years of continuous service to the City of Huntington Beach will participate in
the Plan. An eligible employee is an employee who works twenty (20) or more
hours per week and receives benefits.
U771WIll W •
Each eligible unrepresented management employee shall designate all leave
payouts to be rolled over to his/her VEBA Plan account based on the established
range upon separation from City employment.
d. Participant Account
A separate account is maintained for each contributing eligible unrepresented
management employee, which documents the employee's contributions and
disbursements. Contributions to a VEBA plan account as well as any disbursements
to cover nonreimbursed, post -tax medical care expenses are both tax free. Eligible
benefits subject to reimbursement by the Plan shall be limited to long-term care
expenses and nonreimbursed medical premiums, co -pays, prescribed drug
Exhibit "A" to N/A Resolution HB -183-
Item 15. - 2',
expenses and other medical care costs as that term is defined by the Internal
Revenue Code Section 213.
e. Administrative Fees
Any Plan administrative fees will be deducted from interest on the total Plan
investments.
An eligible unrepresented management employee's Plan account is subject to a
monthly administrative fee for expenses related to recordkeeping, claims
processing, and claims reimbursement. The fee will first be deducted from interest
on total plan investments, and then deducted, if necessary, from the employee's
individual account.
309MM
This Resolution and any disputes arising under or in connection with this Resolution
shall not be subject to any dispute resolution procedures in the City's Personnel
Rules, nor shall this Resolution and any such dispute relating thereto be subject to
the jurisdiction of the City's Personnel Board for any reason whatsoever.
g. Indemnification
All Unrepresented Management Employees agree to indemnify and hold the City of
Huntington Beach harmless against any claims made of any.nature and against any
suit instituted against the City arising from this Resolution, including, but not limited
to, claims arising from an employee's participation in VEBA or from any salary
reduction • by the City for VEBA contributions.
lem 15. - 28" to N/A Re,.Iu6m, HB -184-
III
A. General Leave
1. Accrual
Employees will accrue General Leave at the accrual rates outlined below. General leave
may be used for any purpose, including vacation, sick leave, and personal leave.
General leave for non -associated employees shall be accrued as follows:
'0i VNINM
11Years
VW iWo
AnnualGe"n ral/Leaves
"w n
General
gg&NA
..........
First through Fourth Year
176 hours
6,77
Fifth through Ninth Year
200 hours
7.69
Tenth through Fourteenth Year
224 hours
8.62
Fifteenth Year and Thereafter
256 hours
9.85
NAM. Olm-WO
General leave must be pre -approved except for illness, injury or family sickness, whidal
may require a physician's statement for approval. General leave accrued time is to
computed from hiring date anniversary. Members shall not be permitted to take genen"
leave in excess of actual time earned. Members shall not accrue general leave in exce-
of six hundred forty (640) hours. Employees may not use their general leave to advan
their separation date on retirement or other separation from employment. I
3. Leave Benefit Entitlements
The City shall comply with all State and Federal leave benefit entitlement laws. An
eligible employee on an approved leave shall be allowed to use applicable earned Sick
Leave, General Leave, or Executive Leave for family or personal health issues. For
more information on employee leave options contact the Human Resources Department.
0 1 -
a. Pay Off at Termination
An employee shall be paid for unused general leave upon termination of
employment at which time such terminating employee shall receive compensation at
their current salary rate for all unused, earned general leave to which they are
entitled up to and including the effective date of their termination.
b. Conversion to Cash
Two times during each fiscal year, each permanent employee shal
to convert into a cash payment or deferred compensation up t
hundred -twenty (120) general leave benefit hours per fiscal year.
shall give payroll two (2) weeks advance notice of their decision
option.
I have the option
o a total of one
The employee
to exercise such
Exhibit "A" to N/A Resolution
HB -185-
Item 15.- 21
c. One Week Minimum Vacation Requirement
The City Manager may require certain positions which handle money or transfer
funds to take a minimum of one week, (i.e., five consecutive work days) paid
vacation each calendar year.
The value of any unused earned leave benefits may be transferred to deferred
compensation at separation (including retirement), but only during the time that the
employee is actively employed with the City. The latest opportunity for such
transfer must be the beginning of the pay period prior to the employee's last day of
employment.
. E 0 w. - 0 0- a a a a
1. Non -Associated employees shall receive the following legal holidays as of the first pay
period following adoption of the Non -Associated Resolution, paid in full per the
employee's regularly scheduled work shift:
(1) New Year's Day (January 1)
(2) Martin Luther King Day (third Monday in January)
(3) Presidents Day (third Monday in February)
(4) Memorial Day (last Monday in May)
(5) Independence Day (July 4)
(6) Labor Day (first Monday in September)
(7) Veteran's Day (November 11)
(8) Thanksgiving Day (fourth Thursday in November)
(9) The Friday after Thanksgiving
(10) Christmas Day (December 25)
2. 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 the City of Huntington Beach.
3. For Civic Center holiday closure purposes, holidays which fall on Sunday shall be
observed the following Monday, and those falling on Saturday shall be observed the
preceding Friday.
C. Sick Leave
No employee shall accrue sick leave.
tem 15. - 3 0- to N/A R,,.Iution FIB -186-
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
2. Credit
Employees assigned to Non -Associated shall carry forward their sick leave balance and
shall no longer accrue sick leave credit.
3. Usage
Employees may use accrued sick leave for the same purposes for which it was used
prior to December 25, 1999. Sick leave shall not be used to extend absences due to
work related (industrial) injuries or illnesses, this provision shall be added to Personnel
Rule 18.10.
4. Payoff at Termination
a. Non Associated employees with continuous service with the City since 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 seven hundred and twenty hours (720) of unused, accumulated sick
leave, except as provided in paragraph V.C.5.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 of 720 hours of such accumulated sick leave.
b. Non -Associated 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 V.C.2.c below.
c. Except as provided in paragraph V.C.5.d below, no Non -Associated employee shall
be paid at termination for more than 720 hours of unused, accumulated sick lave.
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. Non -Associated 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 V.C.5.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 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 had accumulated another 48 hours. Employee
Exhibit "A" to N/A Resolution HB -187-
Item 15. - 3
is then sick for 120 hours. Employee's maximum sick leave "cap" for compensation
at termi 'nation is now reduced by 72 hours to 928.)
1
D. Bereavement L� eave
Employees slI •- entitled to •- leave not to exceed twenty-four (24) hours in
each instance �of death in the immediate family. Immediate family is defined as father,
mother, sister, I brother, spouse, children, grandfather, grandmother, stepfather, stepmother,
step grandfather, step grandmother, grandchildren, stepsisters, stepbrothers, mother-in-law,
father-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, stepchildren, or
wards of which e employee is the legal guardian.
E. Voluittat/ Cata orAic Leave DoTnti&t Proaran
Under certain conditions, an employee may donate leave time to another employee in need.
The program is� outlined in Exhibit 4.
SECTION V1 — RETIREE SUBSIDY MEDICAL PLAN
An employee who has retired from the City shall be entitled to participate in the City -
sponsored medical insurance plans in accordance with the Retiree Subsidy Medical Plan as
outlined in Exhibit 2. Employees hired on or after December 1, 2009, shall not be eligible
for this benefit. �
In the event that a payroll overpayment is discovered and verified, and considering all
IIIr.AMTJ177including the length of time that the overpayment was made and if and w1I
the employee could have reasonably known about such overpayment, the City shall take acti
to collect from the employee the amount of overpayment(s). Such collection shall be process
by payroll deduction over a reasonable period of time considering the total amount
overpayment. I
In the event the employee separates from employment during the collection period, the final
amount shall be deducted from the last payroll check of the employee. If applicable, the
balance due from the employee shall be communicated upon employment separation if the last
payroll check does Inot sufficiently cover the amount due the City.
It shall be the resp(
compensation payr
The City reserves -
of misinterpretation
pay provisions sha
City Council. Un
(1/03/05).
�nsibility of the employee and the City to periodically monitor the accuracy of
ients or reimbursements due to the possibility of a clerical oversight or error.
.-ie right to also collect compensation overpayments caused by or the result
of a pay provision by non -authorized personnel, The interpretation of all
I be administered by the City Manager or designee and as adopted by the
..uthorized compensation payments shall not constitute a past practice
Item 15. - 32 t. N/A
n.
H� * Muniforms to active duty employees in the classifications of Police Chief ang
e employees are required to wear a standard uniform for appearancl
0 a a olic recognition purposes.
The City will re
average annual
accordance w
to the California Public Employees' Retirement System (CalPERS) the
t of uniforms as special compensation for each eligible employee in
Title 2, California Code of Regulations, Section 571(a)(5).
I
Exhibit "A" to N/A Resolution!
J-1B - 189- Item 15. - 33
EXHIBIT 1
NON' -ASSOCIATED EXECUTIVE MANAGEMENT SALARY SCHEDULE
EFFECTIVE JULY 19, 2014
3.75% Increase (1.75% for Police Chief )
A
Pay
Starting
Control
High
Job No
Description
Grade
Point
Point
Point
EXECUTIVE MANAGEMENT
1 0591 (City Manaqer I I NA0591 I I NA I I NA 1 1 123.311
DEPARTMENT HEADS
0592
Assistant City Manager
NA0592
82.49
91.81
102.19
0009
Director of Building & Safety
NA0009
71.74
79.85
88.87
0014
Director of Community Services
NA0014
71.74
79.85
88.87
0008
Director of Economic Delvelopment
NA0008
71.74
79.85
88.87
0574
Director of Human Resolurces
NA0574
71.74
79.85
88.87
0479
Director of Information Services
NA0479
71.74
79.85
88.87
0007
Director of Library Services
NA0007
67.23
74.82
83.29
0589
Director of Planning/Building
NA0589
77.69
86.48
96.25
0010
Director of Public Worksl
NA0010
77.69
86.48
96.25
0518
Director of Finance
NA0518
77.69
86.48
96.25
0015
Fire Chief
NA0015
82.49
91.81
102.19
0011
Police Chief
NA0011
82.49
91.81
102.19
ELECTED OFFICIALS
0016
City Attorney
NA0016
1
1 96.29
107.17
119.28
0017
City Clerk
NA0017
67.23
1 74.82
1 83.29
ELECTED OFFICIALS PART-
1 0018 ICity Treasurer - `PART-TIME I NA0018 1 1 71.741 1 79.851 1 88.871
*`Annual Salary Notto� Exceed W,600
CONTRACT NON -DEPARTMENT HEAD
Job No.021k,"
Description
Pay
AB
C ?,..
D
E
Grade
0593
Chief Assistant City Attomey
NA0593
1 62.08
65.50
69.10
72.89
76.90
Item 15. - 34 KB -1 90-
EXHIBIT 1
NON -ASSOCIATED EXECUTIVE MANAGEMENT SALARY SCHEDULE
EFFECTIVE SEPTEMBER 27, 2014
2.0% Increase
Pa
Starting
Control
High
Job No
Description
qA
Grade
Point; •
Point
Point --:.
EXECUTIVE MANAGEMENT
0591 City Manager NA0591 NA NA 1 125.77
r1FPAPTMFNT HFAnS
0592
Assistant City Manager
NA0592
84.14
93.64
104.24
0009
Director of Building & Safety
NA0009
73.18
81.44
90.65
0014
Director of Community Services
NA0014
73.18
81.44
90.65
0008
Director of Economic Development
NA0008
73.18
81.44
90.65
0574
Director of Human Resoulrces
NA0574
73.18
81.44
90.65
0479
Director of Information Services
NA0479
73.18
81.44
90.65
0007
Director of Library Services
NA0007
68.57
76.32
84.96
0589
Director of Planning/Build,ing
NA0589
79.24
88.21
98.17
0010
Director of Public Works
NA0010
79.24
88.21
98.17
0518
Director of Finance
NA0518
79.24
88.21
98.17
0015
Fire Chief
NA0015
84.14
93.64
104.23
0011
Police Chief
I NA0011
84.14
93.65
104.23
P1 PrTFn C1FFIrIA1 C
0016
City Attorney
NA0016
98.22
109.32
121.67
0017
City Clerk
NA0017
68.57
76.32
84.96
ELECTED OFFICIALS PART-TIME
0018 City Treasurer - 'PART-TIME I NA0018 1 1 73.18 1 8 1 90.65
*Annual Salary . cat t Exceed':$§fl,796 002"N", 1
!`l1A1TDA!1T K1r)K1_nPDA0TRAPMT 41FAn
Job No.
Description'
Pay
A
B
C
D
E
.<,
Grade
0593
Chief Assistant City Attorney
NA0593
1 63,33
66.81
70.48
74.35
78.44
xB -191- Item 15. - 35
EXHIBIT 2
RETIREE MEDICAL PLAN
An employee who has retired from the City shall be entitled to participate in the City sponsored
medical insurance pla s and the City shall contribute toward monthly premiums for coverage in an
amount as specified in accordance with this Plan, provided:
A. At the time of retirement the employee has a minimum of ten (10) years of continuous full
time City service or is granted an industrial disability retirement; and
B. At the time of retirement, the employee is employed by the City; and
C. Following official separation from the City, the employee is granted a retirement allowance
by the California Public Employees' Retirement System.
I
1. On the first of the month in which a retiree or dependent reaches age 65 or
on the idate the retiree or dependent can first apply and become eligible,
automatically or voluntarily, for medical coverage under Medicare (whether or
not such application is made) the City's obligation to pay monthly premiums
may be�adjusted downward or eliminated. Benefit coverage at age 65 under
the Cityl's medical plans shall be governed by applicable plan document.
Z In the event of the death of any employee, whether retired or not, the amount
of the retiree medical insurance subsidy benefit which the deceased
employee was receiving at the time of his/her death would be eligible to
receive if he/she were retired at the time of death, shall be paid on behalf of
the spouse or family for a period not to exceed twelve (12) months.
D. Schedule of Benefits
i
With the exception of an industrial disability retirement, eligibility for benefits begirE
after an employee has completed ten (10) years of continuous full time service wilm-
the City of Huntington Beach. Said service must be continuous unless prior servi
is reinstated at the time of his/her rehire in accordance with the City's Personn - I
Rules. Employees hired on or after December 1, 2009 shall not be eligible for th
I benefit I
Industrial disability retirees with less than ten (10) years of service shall receive a
maximum monthly payment toward the premium for health insurance of $121.
Payments shall be in accordance with the stipulations and conditions, which exist for
all retirees. Payment shall not exceed dollar amount, which is equal to the full cost
I
of premium for employee only.
3. Marital �Status — Married retirees eligible for benefits under the Retiree Medical
Subsidy Plan may each receive the benefit earned pursuant to Section 4 —
Item 15. - 3 6- t. N/A R,,.1.ti.n 14B - 192-
I
Maximum Monthly Subsidy Payments, whether enrolled individually as the plan
enrollee or whether enrolled as a dependent on any City -sponsored medical plan.
I
a. In the case where a retiree is married to a City employee (active or retired)
who is not an unrepresented/non-associated employee or retiree, this
provision shall remain applicable.
b. �This provision shall apply to State of California registered domestic partners
the same as married spouses.
4. Maximum Monthly Subsidy Payments
Payme;t amounts may be reduced each month as dependent eligibility ceases due
to death, divorce or loss of dependent child status. However, the amount shall not
be reduced if such reduction would cause insufficient funds needed to pay the full
premium for the employee and the remaining dependents. In the event no reduction
occurs and the remaining benefit premium is not sufficient to pay the premium
amount for the employee and the eligible dependents, said needed excess premium
amount shall be paid by the employee.
All retirees, including those retired as a result of disability whose number of years of
service prior to retirement, exceeds ten (10) years of continuous full time service,
shall be entitled to maximum monthly payment of premiums by the City for each
year of completed City service as follows:
Maximum Monthly Payment
for Retirements After:
" Wear
Subsidy
10
$121
11
136
12
151
13
166
14
181
15
196
16
211
17
226
18
241
19
256
20
271
21
286
22
300
23
315
24
330
25
344
I
Exhibit "A" to N/A Resolution HB -193- Item 15. - 37
MISCELLANEOUS PROVISIONS
A. Eliaibilitv:
1. The effective start-up date of the Retiree Subsidy Medical Plan for the various
employee groups shall be the first of the month following retirement date.
2. A retiree may change plans, add dependents, etc., during annual open enrollment.
The Human Resources Department shall notify covered retirees of this opportunity
each ye ar.
3. Years of service computed for the Retiree Subsidy Medical Plan are actual years of
I
completed service with the City of Huntington Beach,
B. Benefits:
1. Retiree Subsidy Medical Plan includes any medical plan offered by the City to active
and/or retired u nre pre sented/non-associated employees and retirees.
2. City Plans are the primary payer for active employees age 65 and over, with
Medicare the secondary payer. Retirees age 65 and over have no City Plan options
and are eligible only for Medicare.
3. Premium payments are to be received at least one month in advance of the
coverage e period.
C. Subsidies:
1. The subsidy payments will pay for:
a. Retiree Subsidy Medical Plan.
b. HMO.
I
c. PaftA of Medicare for those retirees not eligible for paid Part A.
2. Subsidy, payments will not pay for:
a. Part) B Medicare.
b. Any �other employee benefit plan,
d. Med icare supplements
� A 0 LTA 15TS
1. All persons are eligible for Medicare coverage at age 65. Those with sufficient credit
quarters I of Social Security will receive Part A of Medicare at no cost. Those without
sufficient credited quarters are still eligible for Medicare at age 65, but will have to
Item 15. - 3 V. N/A ResdutionUB - 194-
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
pay for Part A of Medicare if the individual elects to take Medicare. In all cases, Part
B of Medicare is paid for by the participant.
2. When a retiree and his/her spouse are both 65 or over, and neither is eligible for
paid Part A of Medicare, the subsidy shall pay for Part A for each of them or the
maximum subsidy, whichever is less.
3. When a� retiree at age 65 is eligible for paid Part A of Medicare and his/her spouse is
not eligible for paid Part A, the spouse shall not receive subsidy. When a retiree at
age 65 is not eligible for paid Part A of Medicare and his/her spouse who is also age
65 is eligible for paid Part A of Medicare, the subsidy shall be for the retiree's Part A
only.
1. For retirees/dependents eligible for paid Part A of Medicare, the following
cancella tion provisions apply:
a. Coverage for a retiree under the Retiree Subsidy Medical Plan will be eliminated
on the first day of the month in which the retiree reaches age 65. If such retiree
was � covering dependents under the Plan, dependents will be eligible for COBRA
continuation benefits effective as of the retiree's 65th birthday.
b. Dependent coverage will be eliminated upon whichever of the followinM#
occasions comes first:
1 ) After 36 months of COBRA continuation coverage, or
2) When the covered dependent reaches age 65 in the event such depende
r I eaches age 65 prior to the retiree reaching age 65. �1
C. At ge 65 retirees are eligible to make application for Medicare. Upon bei
considered "eligible to make application," whether or not application has be
made for Medicare, the Retiree Subsidy Medical Plan will be eliminated.
2. See provisions under "Benefits," "Subsidies," and "Medicare" for those
retirees� I dependents not eligible for paid Part A of Medicare.
1
3. Retiree �Subsidy Medical Plan and COBRA participants shall be notified of non-
paymen , t of premium by means of a certified letter from Employee Benefits in
accordance with provisions of the Non -Associated Resolution.
1
4A retiree who fails to pay premiums due for coverage and is in arrears for
sixty (60) days shall be terminated from the Plan and shall not have
reinstatement rights.
I
Lxhibit "A" to N/A Resolution KB -195- Item 15. - 39
4ON -ASSOCIATED EMPLOYEE PAY AND BENEFIT PROVISIONS
EXHIBIT 3 - 9180 WORK SCHEDULE
This work schedule i0nown as "9/80". The 9/80 work schedule is designed to be in compliance
with the requirements 'of the Fair Labor Standards Act (FLSA). In the event that there is a conflict
with the current rules, practices and/or procedures regarding work schedules and leave plans, then
the rules listed below shall govern.
I he 9/80 work schedule shall be defined as working nine (9) days for eighty (80) hours in a two
week pay period by w orking eight (8) days at nine (9) hours per day and working one (1) day for
eight (8) hours (Friday), with a one -hour lunch during each work shift, totaling forty (40) hours in
each FLSA work week. The 9/80 work schedule shall not reduce service to the public,
departmental effective�ness, productivity and/or efficiency as determined by the City Manager or
designee.
A 'Iflowtolm A - 0
The actual FLSA workweek is from Friday at mid -shift (p.m.) to Friday at mid -shift (a.m.).
No employee working the 9/80 work schedule will be able to flex their Friday start time nor
the time they take their lunch break, which will be from 12:00 p.m, to 1:00 p.m. on Fridays.
All employee work shifts will start at 8:00 a.m. on their Friday worked. The start of the
FLSA workweek is 12:00 noon Friday.
The pay period for employees starts Friday mid -shift (p.m.) and continues for fourteen (14)
days until Friday mid -shift (a.m.). During this period, each week is made up of four (4) nine
(9) hour work days (thirty-six (36) hours) and one (1) four (4) hour Friday and those hours
equal forty (40) work hours in each work week (e.g. the Friday is split into four (4) hours for
the a.m. shift, which is charged to work week one and four (4) hours for the p.m. shift, which
is charged to work week two).
To continue to provide service to the public every Friday, employees are to be divided
between two schedules, known as the "A" schedule and the "B" schedule, based upon the
departmental needs. For identification purposes, the "A" schedule shall be known as the
schedule with a day off on the Friday in the middle of the pay period, or, "off on payday", th,�
"B" schedule shall have the first Friday (p.m.) and the last Friday (a.m.) off, or "working on
payday", An example is listed below:
AM
1A_0
M M N -
AM
MS,
_T
Y
h O-!'FP
""M
WT
NU
J
ILTRN' F M
Schedule
9
9
9
4 4
4 14
F--
-
9
9
9
9
- -
-
- 9
JIB Schedule.
-
9
9
9
9
4 4
-
- 9
9
9
9
- -
tem 15. - 40- t. N/A Resolu6c, nri AB - 196-
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
D. A/B Schedule Changes
FLSA exempt employees may change A/B schedules at the beginning of any pay period
with supervisor or City Manager approval.
E. Emergencies
All employees on the 9/80 work schedule are subject to be called to work any time to meet
any and all emergencies or unusual conditions which, in the opinion of the City Manager, or
designee may require such service from any of said employees.
LEAVE BENEFITS
When an employee is off on a scheduled workday under the 9180 work schedule, then nine (9)
hours of eligible leaveper workday shall be charged against the employee's leave balance or eight
(8) hours shall be charged if the day off is a Friday. All leaves shall continue under the current
accrual, eligibility, request and approval requirements,
1. General Leavel,—As stated in the Non -Associated Resolution.
1 Sick Leave — As stated in the Non -Associated Resolution.
3. Executive Leave —As stated in the Non -Associated Resolution.
4, Bereavement Leave —As stated in the Non -Associated Resolution.
5Holidays - As stated in the Non -Associated Resolution.
6. Jury Duty — Th� provisions of the Personnel Rules shall continue to apply, however, if an
FLSA exempt employee is called to serve on jury duty during a normal Friday off, Saturday,
or Sunday, or on a City holiday, then the jury duty shall be considered the same as having
occurred during the employees day off work, therefore, the employee will receive no added
compensation.�
Exhibit "A" to N/A Resolu6oi BB -197- Item 15. - 41,
ME
11=1 11 zXO1:J 00 1 L91 warivuArVITS-liviva III RUI I
No M
The purpose 6 1 f the voluntary catastrophic leave donation program is to bridge employees
who have been approved leave time to either; return to work, long-term disability, or medical
retirement. Permanent employees who accrue vacation, general leave or compensatory
time may donate such leave to another permanent employee when a catastrophic illness or
injury befalls that employee or because the employee is needed to care for a seriously ill
family member. The leave -sharing Leave Donation Program is Citywide across all
departments and is intended to provide an additional benefit. Nothing in this program is
intended to change current policy and practice for use and/or accrual of vacation, general,
or sick leave. �
Catastrophic Illness or Injury - A serious debilitating illness or injury, which incapacitates the
employee or an employee's family member.
Family Membe ! r - For the purposes of this policy, the definition of family member is thal
defined in the Family Medical Leave Act (child, parent, spouse or domestic partner).
3. Eligible Leave i
Accrued compensatory, vacation or general leave hours may be donated. The minimum
donation an employee may make is two (2) hours and the maximum is forty (40) hours.
4. Eligibility
Permanent employees who accrue vacation or general leave may donate such hours to
eligible recipients. Compensatory time accrued may also be donated. An eligible recipient
is an employee who:
Accrues vacation or general leave;
I
Is not receiving disability benefits or Workers' Compensation payments; and
Reques ts donated leave.
5. Transfer of Leave
The maximum� donation credited to a recipient's leave account shall be the amou
necessary to ensure continuation of the employee's regular salary during the employee
period of approved catastrophic leave. Donations will be voluntary, confidential a
irrevocable. Hours donated will be converted into a dollar amount based on the hour�
wage of the do nor. The dollar amount will then be converted into accrued hours based
the recipient's hourly wage.
An employee n I eeding leave will complete a Leave Donation Request Form and submit it
the Department Director for approval. The Department Director will forward the form
Human Resources for processing. Human Resources, working with the department,
send out the request for leave donations.
Item 15. - 42- to N/A Resolution HB -198-
Employees wanting to make donations will submit an Authorization for Donation to the
Human Resources Division (payroll).
All donation forms submitted to payroll will be date stamped and used in order received for
each bi-weekly pay period. Multiple donations will be rotated in order to insure even use of
time from donc rs. Any donation form submitted that is not needed will be returned to the
donor.
6. Other
I
Please contact the Human Resources Department with questions regarding employee
I
participation in this program.
I -Exhibit "A" to N/A Resolution, Item 15. - 43
HB - 199-
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
i
Voluntary Catastrophic Leave Donation Program
Leave Request Form
I
According to the provisions of the Voluntary Catastrophic Leave Donation Program, I hereby request
donated vacation, gen eral leave or compensatory time.
MY SIGNATURE CERTIFIES THAT:
a A Leave of absence in relation to a catastrophic illness or injury has been approved by my
Department; and
I
0 1 am not receiving disability benefits or Workers' Compensation payments.
Please submit this for to the Human Resources Department.
[em 15. - 44" t. N/A R,,.1utio,-,, 11B -200-
NON -ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
Voluntary Catastrophic Leave Donation Program
Leave Donation For
Donor, please complete
FDonor Name: (Please'I Print or Type; Last, First, MI)
;Work Phone:
Donor Job Title
,Type
of Accrued Leave: Number of Hours I wish to Donate:
0 Vacation Hours of Vacation
❑ Compensatory Time Hours of Compensatory Time
}
I❑
I
General Leave I Hours of General Leave
i
........ ......... ................. _........... .................. _..... . .,. ....
3
I understand that this voluntary donation of leave credits, once processed, is irrevocable;
but if not needed, the donation will be returned to me. I also understand that this
donation will remain confidential.
I wish to donate my accrued vacation, comp or general leave hours to the Leave Donation
Program for:
;Eligible
recipient employees name (Last, First, Ml): l
Pnor Signature: Date:
E l
lease submit to the Human Resources Department.
III
' 1
III
Exhibit "A" To N/A Resoludon
_� �, _ Item 15. 4:
Res. No. 2014-32
STATE OF CALIFORNIA
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
1, JOAN L. FLYNN the duly elected, qualified City Clerk of the City of
Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby
certify that the whole number of members of the City Council of the City of
Huntington Beach is seven; that the foregoing resolution was passed and adopted
by the affirm ative vote of at least a majority of all the members of said City Council
at a Regular meeting thereof held on July 7, 2014 by the following vote:
AYES:
I
'Katapodis, Hardy, Shaw, Boardman, Sullivan, Carchio
NOES:
(Harper
ABSENT:
(None
ABSTAIN:
(None
`1".rk andex-officio,&rk of the
City Council of the City of
Huntington Beach, California
Item 15. - 46 H.B -202-
Res. No. 2014-106
STATE OF ICALIFORNIA
COUNTY OF ORANGE ) ss:
CITY OF H NTINGTON BEACH )
I, JOAN L. FLYNN the duly elected, qualified City Clerk of the City
of Huntington Beach, and ex-officio Clerk of the City Council of said City, do
hereby certify that the whole number of members of the City Council of the City
of Huntington Beach is seven; that the foregoing resolution was passed and
adopted by the affirmative vote of at least a majority of all the members of said
City Council) at an Regular meeting thereof held on December 15, 2014 by the
following vote:
AYES: O'Connell, Katapodis, Hardy, Sullivan, Delgleize, Peterson
NOES: None
ABSENT: Posey
ABSTAIN: None
Council/Agency Meeting Held:
Deferred/Continued to:
pr ve ❑ Conditional) Approved ❑ Denied
ity ler ' Sig ture
Council Meeting Date: November 19, 2012
Department Number: CA 12-018
WPrix" L,
0111 "Ok
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Jennifer McGrath, City Attorney
PREPARED BY: Jennifer McGrath, City Attorney
SUBJECT: Approval of Employment Agreement between the City of Huntington
Beach and Michael Vigliotta for the Position of Chief Assistant City
Attorney and Establishing the Chief Assistant City Attorney
Compensation Schedule and Salary Range
Statement of Issue: A promotional recruitment has been conducted for the position of
Chief Assistant City Attorney. The City Attorney and the City Manager recommend the
appointment of Michael Vigliotta to the position.
Financial Impact: The position of Chief Assistant City Attorney is a budgeted position
within the 2012-13 Fiscal Year Budget. No additional funding is required. Following the
approval of the position by City Council, the department modified its table of organization and
submitted a budget re -allocation to Finance to fund the position. No new funds were utilized.
The net financial impact to the department budget for FY 2012-13 is zero.
Recommended Action: Motion to:
1. Approve the appointment of Michael Vigliotta to the position of Chief Assistant City
Attorney, and
2. Establish the Compensation Schedule and Salary Range for the position, and
3. Approve and authorize the City Manager to sign and execute the Employment Agreement
between the City of Huntington Beach and Michael Vigliotta for the position of Chief Assistant
City Attorney.
Alternative Action(s): Do not approve the appointment of Michael Vigliotta for the position
of Chief Assistant City Attorney.
HB -221 7 Item 26. - I
REQUEST FOR COUNCIL ACTION
MEETING DATE: 11/19/2012 DEPARTMENT ID NUMBER: CA 12-018
Analysis: The City of Huntington Beach recently adopted. Ordinance No. 3.959
amending Chapter 2.76 of the Huntington Beach Municipal Code, and'`establishing the
position of Chief Assistant City Attorney as an at -will, contract position excluded from the
competitive service. The City enjoined the services of the Office of Human Resources to
conduct a promotional/internal recruitment to fill the vacancy. Three candidates were invited
to interview with an executive -interview panel consisting of the City Manager, the Chief of
Police, and the City Attorney.
The City Manager and the City Attorney recommend City Council approval to appoint Michael
Vigliotta to the position of Chief Assistant City Attorney for the City of Huntington Beach
effective November 26, 2012. The compensation for the position of Chief Assistant City
Attorney is Salary Range 664. This is a stand-alone, at -will, contract position. Benefits for
the position will mirror those of the Management Employees' Organization. The appointing
contractual annual salary is Step E of the salary range, or $154,178.
Environmental Status: N/A
Strategic Plan Goal: Develop, retain and attract quality staff
Attachment(s):
Item 26. - 2 HB -221 8
xB -2219- Item 26. - 3
EMPLOYMENT AGREEMENT BETWEEN
THE CITE' OF HUNTINGTON BEACH AND MICHAEL VIGLI®TTA
THIS AGREEMENT is entered into this /day of �,ya,0,6 2412, between
the City of Huntington Beach, a California municipal corporation, subsequently called "City,"
and Michael Vigliotta, subsequently called "Vigliotta."
RECITALS
The City Attorney may, subject to the approval of the City Council, appoint a Chief
Assistant City Attorney to assist her or act for her, at such salaries or compensation as the
Council may by ordinance or resolution prescribe; and
The City, through the City Attorney, desires to employ the services of Vigliotta as a
Chief Assistant City Attorney of the City of Huntington Beach; and
It is the desire of the City to provide certain benefits, establish certain conditions of
employment, and to set working conditions of Vigliotta; and
It is the desire of the City to:
(1) Secure and retain the services of Vigliotta and to provide inducement for him to
remain in such employment;
{2) To provide a means for terminating Vigliotta's service at such time as he may be
unable fully to discharge his duties due to disability or when City may otherwise desire to
terminate his employ; and
By entering this agreement Vigliotta is giving up valuable property rights acquired by
virtue of being in the civil service system however by virtue of benefits guaranteed herein he
desires to accept employment as a Chief Assistant City Attorney of the City;
12-3555 (%6974 1
NOW, THEREFORE, in consideration of the mutual covenants here contained, the
parties agree as follows:
SECTION 1. DUTIES. City agrees to employ Vigliotta as a Chief Assistant City
Attorney of the City to perform the functions and duties of that office as set forth in the Class
Specification attached hereto as Exhibit "A," the Municipal Code of the City of Huntington
Beach and the. City Charter, and to. perform other legally permissible. duties and functions, as the
Chief Assistant City Attorney as the City Attorney shall from time to time assign. Vigliotta shall
devote his full attention and effort to the office and perform the mentioned duties and functions
in a professional manner.
SECTION 2. STATUS AND TERM.
(a) Vigliotta shall serve for an indefinite term at the pleasure of the City Attorney and
shall be considered an at -will employee of the City, commencing November 26, 2012.
(b) Nothing in this Agreement shall prevent, limit or otherwise interfere with the right
of the City Attorney to terminate the employment of Vigliotta at any time, subject only to the
provisions set forth in Section 6, paragraphs (a), (b) and (c) of this Agreement.
(c) Nothing in this Agreement shaII prevent, Iimit, or otherwise interfere with the
right of Vigliotta to resign at any time from his position with the City, subject only to the
provisions set forth in Section 6, paragraph (d), of this Agreement.
(d) Vigliotta agrees to remain in the exclusive employ of City for an indefinite period
and shall neither accept other employment or become employed by any other employer without
the prior written approval of the City Attorney until notice of resignation is given.
The term "employed" (and derivations of that term as used in the preceding paragraph)
shall include employment by another .legal entity or self employment, however, shall not be
construed to include occasional teaching, writing, consulting, or military reserve service
performed on Vigliotta:s time off, and with the advance approval of the. City Attorney.
SECTION 3. SALARY. City agrees to pay Vigliotta for his services rendered pursuant
to this Agreement at Range 664, Step E of the City's classification and compensation plan or
resolutions or ordinances from time to time enacted that govern such compensation, for the
12-3555 / 86974 2
position of Chief Assistant City Attorney. Vigliotta shall receive the same salary adjustments
and/or benefits conferred, if any, in the future to other employees as governed by the
Management Employees' Organization (MEO) MOU.
SECTION 4. OTHER BENEFITS.
(a) In addition to the foregoing benefits, Vigliotta shall also receive all such other
benefits that are generally applicable to employees represented by MEO, as set forth in
Huntington Beach City Council Resolution No. 2007-33, entitled "A Resolution of the The
Memorandum of Understanding Between the MEO and the City of Huntington Beach," a copy
of which is attached hereto as Exhibit "B" and incorporated.by this reference as -though, -fully set -
forth herein. The benefits provided to Vigliotta pursuant to this section may be modified by City
from time to time, upon enactment of a successor resolution or ordinance that govern such
benefits.
(b) Vigliotta will be credited with -those hours of General Leave previously accrued in.
his civil servant position. Thereafter, Vigliotta shall accrue General Leave in accordance with
the General Leave accrual provisions applicable to employees governed by the MEO MOU, and
Vigliotta shall be credited 50 hours of Administrative Leave on January I of each calendar year.
Administrative Leave must be used in the same calendar year it is credited; unused
Administrative Leave may not be carried forward to the next calendar year.
(c) Vigliotta will remain enrolled in and will be entitled to the PERS Retirement Plan
benefits received by the CITY'S miscellaneous employees (non-public safety management
employees), and such benefits will comply with all PERS regulations,
(d) By virtue of this agreement, Vigliotta will not be considered to have a break in
service from the City of Huntington Beach.
SECTION 5. ADMINISTRATIVE LEAVE. The City Attorney may place Vigliotta
on Administrative Leave with full pay and benefits at any time during the term of this
Agreement.
12-3555 / 86974 3
SECTION G. TERMINATION NATION AND SEVERANCE PAY.
(a) Except as provided in subsection (b), in the event the City Attorney terminates the
employment of Vigliotta, and during such time that Vigliotta is willing and able to perform his
duties under this Agreement, then City shall pay to Vigliotta a severance payment equal to salary
payments which Vigliotta would have been receiving over a ninety (90) day period at Vigliotta's
current rate of pay in effect on the day prior to the date of termination. In addition, for the lesser
of ninety (90) calendar days after the date of termination or the time Vigliotta secures health and
medical insurance through attainment of comparable employment, City shall maintain and pay
for health, medical, disability, the continuation of retirement benefits and life insurance in such
amounts and on such terms ashavebeen received by Vigliotta and Vigliotta's dependents at the
time of such termination; however, no other or additional benefits shall accrue during this ninety
(90) calendar -day period.
(b) Notwithstanding subsection (a) above, the following reasons shall constitute
grounds to terminate the employment of Vigliotta without severance pay or the remedies
outlined above:
(i) a willful breach of this agreement or the willful and repeated neglect by
Vigliotta to perform duties that he is required to perform;
(ii) conviction of any criminal act relating to employment with City;
(iii) conviction of a felony.
(c) Prior to the time that the City Attorney terminates Vigliotta without severance pay
for any of the reasons set forth above, and only in that case, the City Attorney shall provide
Vigliotta with. written notice of proposed termination which contains the reason and factual basis
for such action. Within ten days of such notice, Vigliotta may request an opportunity to respond
to the reasons and factual basis provided by the City Attorney. If such a request to respond is
made, the City Attorney shall conduct a meeting; which may be informal in nature, at which
Vigliotta may respond to the notice of proposed termination._ At such meeting,. Vigliotta may be
represented by an attorney of his choice and present evidence or information relevant to the
reasons and factual basis set forth in the notice of proposed termination. Subsequently, the
decision of the City Attorney as to whether reasons set forth in Section (b)(i) exist or do not exist
shall be final as between the parties.
12-3555 / 86974 4
(d) In the event City at any time during the term of this Agreement reduces the salary
of Vigliotta from its then current year level, except as part of an across-the-board reduction for
all MEO, exempt employees of City, or in the event City refuses, following written notice, to
extend to Vigliotta any non -salary benefit customarily available to all MEO, exempt employees,
or in the event Vigliotta resigns following a suggestion, whether formal or informal, by the City
Attorney that he resign, then, in those events, Vigliotta may, at his option, be deemed to. be
"terminated" at the date of such reduction or such refusal to extend or such suggestion of
resignation within the meaning and context of the severance pay provision in paragraph (a)
above; provided that such option to be deemed terminated must be exercised by written notice
from Vigliotta to the City Attorney within ten (10) working days of notification of such
reduction, refusal to extend, or suggestion of resignation. In that event, the severance payment
shall be calculated from the date Vigliotta exercises the option to be deemed terminated.
(e) In the event Vigliotta voluntarily resigns his position, Vigliotta shall give City
written notice at least thirty (3.0) days prior to the last workday, unless the City Attorney and
Vigliotta otherwise agree. Unless there is agreement to the contrary, if Vigliotta fails to provide
such notice to the City Attorney, any right to accrued benefits for General Leave shall terminate.
(f) It is understood that after notice of termination in any form, Vigliotta and City
will cooperate to provide for an orderly transition. Specific responsibilities during such
transition may be specified in a written separation agreement.
SECTION 7. PERFORMANCE EVALUATION. The City Attorney shall review
and evaluate in writing the performance of Vigliotta at least once annually. That review and
evaluation shall be in accordance with specific criteria developed in consultation with Vigliotta
and the City Attorney. Those criteria may be added to or deleted from as the City Attorney may
from time to time determine, in consultation with Vigliotta.
SECTION 8. PRO>F'ESSIONAL (DEVELOPMENT. City agrees to budget and pay
for Vigliotta's professional memberships as normally accorded to MEO, exempt employees,
including California State Bar dues and the requisite CLE training requirements. Vigliotta shall
also receive paid leave, plus registration, travel and reasonable expenses for short courses,
conferences and seminars that are necessary for his personal development and, in the judgment
12-3555 / 86974 5
of the City Attorney, for the good of the City, and subject to budget limitations and to established
travel policies and procedures.
SECTION 9. FINANCIAL DISCLOSURE.
(a) Vigliotta shall report to the City Attorney any ownership interest in real property
within the County of Orange, excluding personal residence. Also, Vigliotta shall report to the
City Attorney any financial- interest greater than Ten Thousand Dollars; ($10,00.0) in value in a
firm doing work for City or from which City intends to make a purchase. Such reporting shall be
made in writing by Vigliotta to the City Attorney within ten (10) calendar days of the execution
of this agreement and further within ten (10) calendar days of acquisition of that interest in real
property. Additionally, Vigliotta shall report in. writing to the City Attorney any financial interest
greater than Ten Thousand Dollars ($10,000) in value in a firm doing work for City or from
whom City intends to make a purchase immediately upon notice of . the intended work or
purchase.
(b) In addition, Vigliotta shall annually complete and file- a Form 700 Statement of
Economic Interest with the City Clerk.
SECTION 10 INDEMNIFICATION. City shall defend and indemnify Vigliotta against
any action, including but not limited to any: tort; professional liability claim or demand, or other
noncriminal legal, equitable or administrative action, whether groundless or otherwise, arising out
of an alleged act or omission occurring in the performance of Vigliotta's duties as an employee or
officer of City, other than an action brought by City against Vigliotta, or an action filed against City
by Vigliotta. In addition, City shall pay the reasonable expenses for the travel, lodging, meals, and
lost worktime of Vigliotta should Vigliotta be subject to such, should an action be pending after
termination of Vigliotta. City shall be responsible for and have authority to compromise. and settle
any action, with prior consultation with Vigliotta, and pay the amount of any settlement or judgment
rendered on that action. Vigliotta shall cooperate fully with City in the settlement, compromise,
preparation of the defense, or trial of any such action.
12-3555 / 86974 6
SECTION 11. GENERAL PROVISIONS.
(a) The text herein, including recitals, shall constitute the entire Agreement between
the parties.
(b) This Agreement shall become effective commencing November 26, 2012.
(c) If any provision, or any portion of any provision, contained in this Agreement is
held unconstitutional, invalid, or unenforceable, the remainder of this Agreement, or any portion
of it, shall be deemed severable, shall not be affected and shall remain in full force and effect.
(d) No amendment of this Agreement shall be effective unless in writing and signed
by both parties here.
IN WITNESS WHEREOF, City has caused this Agreement to be signed and executed on
its behalf by its City Attorney, and Vigliotta has signed and executed this Agreement, both in
duplicate, the day and year first above written.
MIC AEI, VI IOTTA: CITY
1
TON BEACH
City Manager
APPROVED AS TO FORM:
Z�ityttorney I
12-3555 / 86974 7
EMPLOYMENT AGREEMENT BETWEEN
THE CITY OF HUNTINGTON BEACH AND MICHAEL VIGLIOTTA
Table of Contents
Section
Page
1 DUTIES
2
2 STATUS AND TERM
2
3 SALARY
2
4 OTHER BENEFITS
3
5 ADMINISTRATIVE LEAVE
3
6 TERMINATION AND SEVERANCE PAY.
4
7 PERFORMANCE EVALUATION.
5
8 PROFESIONAL DEVELOPMENT
5
9 FINANCIAL DISCLOSURE
6
10 INDEMNIFICATION
6
11 GENERAL PROVISIONS.
7
EXHIBITS
8
HB -2227 Item 26. - 11
ATTACHMENT #2 ----Jl
Item 26. - 12 HB -2228
CHIEF ASSISTANT CITY ATTORNEY SALARY SCHEDULE
Effective November 13, 2012
Job #
Job Description
Pay
Grade
A
I B
C
I ®
I E
t 593
Chief Assistant G ; ; Attorne.
664 , F
, 5„9.84 `
63:13 ,
65.60 `=
"70-26
74.12
Approved by City Council 11/19/12
xs -2229- Item 26. - 13
Conditional Offer of Employment
11 /9/2012
Congratulations on your promotion with the City of Huntington Beach as a member of the
"Surf City Team".
If you have any questions on any of the information contained in this conditional offer of
employment, please contact Michele Warren, at 714-536-5586.
This Conditional Offer of Employment is valid through 5:00 p.m., Tuesday, November 13s
2012. Upon receipt of your acceptance of this promotional offer of employment, the Human
Resources Office will complete various final components of the selection process.
rector of Human Resources
Page 2 of 3
Conditional Offer of Employment
111912012
ACKNOWLEDGEMENT*:
I, , acknowledge receipt of this Conditional Offer of Employment and hereby accept the terms
and conditions of employment as set forth in this letter.
V (V
Nk Vj"_
Print Name
Signature
Date
*NOTE. Upon acceptance of this Conditional Offer of Employment, candidate may be given, a copy of the
signed original.
Page 3 of 3
City of Huntington Beach - Class Specification Bulletin Page 1 of 2
CHIEF ASSISTANT
CITY ATTORNEY Class 0593
Bargaining Unit: Non -Associated / Executive
CITY OF HUNTINGTON BEACH
Established Date: Oct 12, 2012
Revision Date: Oct 12, 2012
SALARY RANGE
$59.84 - $74.12 Hourly
$10,372.00 - $12,848.00 Monthly
$124,464.00 - $154,176.00 Annually
DESCRIPTION:
DUTIES SUMMARY
Under administrative direction of the City Attorney, supervises and oversees the operations of the City
Attorney's office; manages the day -today activities, attorneys and support staff.
DISTINGUISHING CHARACTERISTICS
This classification is designated as "at will" and is excluded from the competitive service and the City's
classification plan.
EXAMPLES OF ESSENTIAL DUTIES:
• Assists the City'Attorney in administering the city's legal functions
• Serves as senior counsel in handling serious, controversial and complex litigations and in
providing advice and counsel to and on behalf of the City
• Oversees important litigation -matters that encompass a variety of complex legal issues, including
monitoring all phases of pretrial, trial and appellate -work in state and federal courts and before
administrative agencies
• Analyzes and researches legal problems; prepares opinions;. confers with and advises City
officials, staff, departments, advisory bodies and commissions on legal questions pertaining to
their respective powers, duties functions and obligations
• Monitors proposed legislation and court.decisions related -to municipal law and activities; evaluates
the impact to City operations
• Supervises professional and support staff; provides and coordinates staff training; works with
employees to correct deficiencies; implements disciplinary actions and recommends termination
procedures
• Implements -cost control procedures for outside counsel, monitors legal department contracts for
compliance
• Performs the duties of the City Attorney in the absence of the City -Attorney;
• Maintains effective and extensive professional relationships with representatives of other local,
state and federal agencies
• Performs other such legal duties consistent with the City Charter as may be required of him/her by
the City. Council
The preceding duties have been provided as examples of the essential types of work performed by
positions within this job classification. The City, at its discretion, may add, modify, change or rescind
work assignments as needed.
TYPICAL QUALIFICATIONS:
http://agency.governmentj obs.com/huntingtonbeach/default.cfm?... 11 /9/2012
City of Huntington Beach - Class Specification Bulletin Page 2 of 2
MINIMUM QUALIFICATIONS
Any combination of education, training, and experience that would likely provide the knowledge, skills,
and abilities to successfully perform in the position is qualifying. A typical combination includes:
Knowledge of:
- City Codes, City Charter, and ordinances.
- Organization, function, and legal limitations on the authority of various City departments and
enforcement and procedural problems.
- State and federal constitutional and statutory provisions relating to municipalities.
- Accepted legal principles and court decisions.
- Judicial procedure, rules of civil and criminal procedure, and rules of evidence.
- Principles and practices of personnel management and supervision.
- Principles of criminal and civil law.
Ability to:
- Develop alternative resolutions to problems and recommend a balanced use of legal and administrative
approaches in resolving problems.
- Analyze, appraise, and organize facts, evidence, and precedents and present them in oral and written
reports.
- Review, discuss, and advise regarding legal policy issues.
- Work cooperatively with other employees, customers, clients, and the public.
- Demonstrate judgment in determining when to appeal, when to negotiate, and when to pursue major
actions.
- Produce documents written in the English language using proper sentence structure, punctuation,
grammar, and spelling.
- Perform a broad range of supervisory responsibilities over others.
- Review and check the work of others to ensure accuracy.
- Communicate orally with customers, clients, and the public using a telephone and in group and face-to-
face, one-to-one settings.
Education: Graduation from a law school accredited by the American Bar Association with a Juris
Doctorate degree.
Experience: Five years of increasingly responsible experience in city or related government law,
including trial experience, and two years of administrative or supervisory responsibility.
License/Certification: Active membership in the State Bar of California. Valid California Driver License.
PHYSICAL TASK & ENVIRONMENTAL CONDITIONS:
The incumbent must be able to meet the physical requirements of the class and have the mobility,
balance, coordination, vision, hearing, and dexterity levels appropriate to the duties to be performed.
Work involves detailed concentration for long periods of time in a modern office environment, including
sitting for extended periods. Work involves the performance of duties primarily in an office environment,
requiring the ability to exert a minimal to moderate degree of physical effort. Office work is sedentary to
light, involving movement from one area of the office to another; requires the ability to sit, reach, twist,
lean, and lift files (up to 35 Ibs.); frequent to continuous use of computer keyboard, monitor, mouse and
related peripheral equipment.
Reasonable accommodations for an individual with a qualified disability will be considered on a case -by -
case basis.
http://agency.govermuentiobs.com/huntingtonbeach/default.cfm?... 11 /9/2012
fi
CHIEF ASSISTANT CITY ATTORNEY SALARY SCHEDULE
Effective November 19, 2012
Job #
Job Description
Pay
Grade
A B
C D
E
059 �,. ,..
�.... , ��h�ef-��sta�t � „A. ��`►;i� , ......
��.....
_ .9 84:..6 ��_...
fi;��i
Approved by City Council 11/19/12