HomeMy WebLinkAboutMSOA - Marine Safety Officers Association - aka - MSMA - Marine Safety Management Association - 2000-02-22Council/Agency Meeting Held:
Deferred/Continued to:
W Approved ❑ Conditionally Approved ❑ Denied
City Clerk's Signature
Council Meeting Date: February 22, 2000
Department ID Number: AS 00-003
CITY OF HUNTINGTON BEACH
REQUEST FOR COUNCIL ACTION
SUBMITTED TO: HONORABLE MAYOR AND CITY COUNCIL MEMBERS
p-
SUBMITTED BY: RAY SILVER, City Administrators -- x
PREPARED BY: JOHN P. REEKSTIN, Director of Administrative Services
SUBJECT: MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND
THE MARINE SAFETY OFFICERS' ASSOCIATIONS �,
No 0 J 2M
Statement of Issue, Funding Source, Recommended Action, Alternative Action(s), Analysis, Environmental Status, Attachment(s)
Statement of Issue: The City and the Marine Safety Officers' Association (MSOA) have
completed the meet and confer process with agreement on a new Memorandum of
Understanding (MOU).
Funding Source: Funding is included in the FY 99/00 City budget.
Recommended Action: Approve Resolution No. ?=-V, a resolution approving the
implementing of the Memorandum of Understanding between the Huntington Beach Marine
Safety Officers' Association and the City of Huntington Beach for 10101199 — 0913012000.
Alternative Action(s): Refer back to the meet and confer process to modify the proposed
Memorandum of Understanding with the Marine Safety Officers' Association.
Analysis: The Marine Safety Officers' Association (MSOA) represents thirteen Marine
Safety Officers and Lieutenants. The MSOA representatives and City representatives
exchanged proposals and after several negotiation sessions, a tentative agreement was
reached on December 16, 1999. The City and MSOA have agreed to a new MOU for a one-
year period from October 1, 1999 through September 30, 2000.
The MOU included a three percent salary increase effective January 8, 2000 and a three
percent salary increase effective on April 1,2000. The City agrees to pay for all health
costs through the year 2000 and the MSOA agrees that the Maximum City contribution for
medical, dental and vision will be the rates in effect on January 1, 2000. Further, the
MSOA agrees to Personnel Rule revisions as outlined in Attachment #1. The City agreed
to approve acting pay for MSO Lieutentant when the Marine Safety Division Chief is
absent. The City also agreed to include the languages of German, Japanese and French
to the bilingual pay plan.
& 15
I- _.'QUEST FOR COUNCIL ACT. ,V
MEETING DATE: February 22, 2000 DEPARTMENT ID NUMBER: AS 00-003
Environmental Status: Not applicable.
Attachment(s):
1 Summary of Tentative Agreement
2 Resolution to adopt the Memorandum of Understanding 1*�u.00- 1000-T1
3 MSOA MOU Legislative Draft
RCA Author: William H. Osness
MSOA MOU.doc -2- 2/9/00 8:10 AM
ATTACHMENT #1
Marine Safety Officers Association
Agreement Summary
Term October 1, 1999 to September 20, 2000
Salary Three percent January 8, 2000
Three percent April 1, 2000
Bilingual Pay In addition to Spanish, Vietnamese and Sign Language, agree to
include French, German and Japanese.
Health One HMO in Year 2001 with cap on City -paid health premium at
year 2000 rates.
Bereavement Pay Include Grandparents
Assigmnent Pay Twelve and one half percent for MSOA Lieutenant when Marine
Safety Chief is absent.
ATTACHMENT #2
RESOLUTION NO. 2 0 0 0— 2 4
A RESOLUTION OF THE CITY COUNCIL OF THE
CITY OF HUNTINGTON BEACH APPROVING AND
IMPLEMENTING THE MEMORANDUM OF UNDERSTANDING
BETWEEN
THE HUNTINGTON BEACH MARINE SAFETY OFFICERS' ASSOCIATION
AND
THE CITY OF HUNTINGTON BEACH FOR 10/1/99 - 9/30/2000
The City Council of the City of Huntington Beach does resolve as follows:
The Memorandum of Understanding between the City of Huntington Beach and the Huntington
Beach Marine Safety Officers' Association (MSOA), a copy of which is attached hereto as Exhibit "A"
and by reference made a part hereof, is hereby approved and ordered implemented in accordance with
the terms and conditions thereof, and the City Administrator is authorized to execute this Agreement.
Such Memorandum of Understanding shall be effective for the term October 1, 1999 through
September 30, 2000.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 22
ATTEST:
City Clerk 01
REVIEWED AND APPROVED:
" LiL-�C1
City Ad istrator
day of February , 2000.
APPROVED AS TO FORM:
City Attorney
INITIATED AND APPROVED:
DepGty City Administrator/
Administrative Services
2000reso:MSOA
PREAMBLE......................................................................................................................................................................... I
ARTICLEI - TERM OF MOU............................................................................................................................................1
ARTICLE H - REPRESENTATIONAL UNIT/CLASSIFICATIONS................................................................................ 2
ARTICLE III - MANAGEMENT RIGHTS........................................................................................................................ 2
ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT......................................................................................2
ARTICLEV - SALARY SCHEDULE.................................................................................................................................2
ARTICLEVI - SPECIAL PAY............................................................................................................................................3
A. EDUCATIONAL TUITION..............................................................................................................................................3
B. ACTING ASSIGNMENT................................................................................................................................................. 4
C. ASSIGNMENT PAY...................................................................................................................................................... 4
D. HOLIDAY PAY-IN-LIEU............................................................................................................................................... 4
E. BILINGUAL SKILL....................................................................................................................................................... 4
ARTICLE VH - UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT.......................................................................5
ARTICLE VIII - HOURS OF WORK/OVERTIME...........................................................................................................5
A.
HOURS OF WORK DEFINED.........................................................................................................................................
5
B.
OVERTIME/COMPENSATORY TIME............................................................................................:..................................
5
C.
SHIFT EXCHANGE ........................
ARTICLE IX - HEALTH AND OTHER INSURANCE BENEFITS.................................................................................6
A.
MEBI6AL HEALTH.....................................................................................................................................................
6
a. Health Premiums...................................................................................................................................................................
6
b. Health Insurance Caps............................................................................................................................................................
6
C. Employee Paid Premiums........................................................................................................................................................6
d. Two -Tier Health Premium......................................................................................................................................................
6
e. Dependent Health Coverage...................................................................................................................................................
7
f Medical Plan Changes Effective September 1 1998...............................................................................................................
7
g. Plan Deductibles... .................................................................................................................................................................
7
h. Chiropractic Services.............................................................................................................................................................
8
ARTICLEX - RETIREMENT.............................................................................................................................................9
A.
BENEFITS ................................. .........................................................................................................
.........................9
B.
PUBLIC EMPLOYEES' RETIREMENT SYSTEM REIMBURSEMENT AND REPORTING...........................................................
10
ARTICLEXI - LEAVE BENEFITS..................................................................................................................................10
A.
VACATION...............................................................................................................................................................
10
B.
SICK LEAVE.............................................................................................................................................................
11
C.
FAMILY SICK LEAVE.................................................................................................................................................
I 1
D.
BEREAVEMENT LEAVE..............................................................................................................................................
12
ARTICLEXH - CITY RULES..........................................................................................................................................12
ARTICLE XIH - MISCELLANEOUS...............................................................................................................................12
A. SALARY UPON APPOINTMENT................................................................................................................................... 12
B. PHYSICAL EXAMINATIONS........................................................................................................................................ 12
C. CONDITIONING TIME................................................................................................................................................ 12
ARTICLE XIV - CITY COUNCIL APPROVAL..............................................................................................................12
0032946.01 i 02/14/00 5:48 PM
• A •
174BLE OF CONTENTS
EXHIBIT A - MSOA SALARY SCHEDULE.................................................................................................................... 14
EXHIBIT B - DELTA CARE DENTAL BROCHURE...................................................................................................... 15
EXHIBIT C - DELTA DENTAL PLAN BROCHURE.........................................................................................I............ 16
EXHIBIT D- RETIREE MEDICAL PLAN....................................................................................................................... 17
RETIREESUBSIDY MEDICAL PLAN............................................................................................................................ 17
SCHEDULEOF BENEFITS.............................................................................................................................................. 18
A. Minimum Eligibility for Benefits......................................................................................................................... 18
B. Disability Retirees.............................................................................................................................................. 18
C. Maximum Monthly Subsidy Payments................................................................................................................. 18
INDEMNITY HEALTH PLAN, EMPLOYEES/RETIREESI.......................................................................................... 20
RETIREE SUBSIDY MEDICAL PLAN/MISCELLANEOUS PROVISIONS................................................................. 20
A. Eligibility...........................................................................................................................................................20
B. Bene its.............................................................................................................................................................. 21
C. Subsidies............................................................................................................................................................22
D. Medicare............................................................................................................................................................22
E. Cancellation.......................................................................................................................................................23
EXHIBITE- PERSONNEL RULE CHANGE.................................................................................................................. 25
0032946.01 ii 02/14/00 5:48 PM
- MEMORANDUM OF UNDERSTANDING
Between
THE CITY OF HUNTINGTON BEACH
(Hereinafter called CITY)
and
THE HUNTINGTON BEACH MARINE SAFETY OFFICERS' ASSOCIATION
(Hereinafter called ORGANIZATION or MSOA)
PREAMBLE
WHEREAS, pursuant to California law, the City, acting by and through its designated
representatives, duly appointed by the governing body of said city, and the representatives
of the Association, a duly recognized employee association have met and conferred in good
faith and have fully communicated and exchanged information concerning wages, hours,
and other terms and conditions of.
WHEREAS, except as otherwise expressly provided herein, all terms and conditions of this
Agreement shall apply to all employees represented by the Association, and
WHEREAS, the representatives of the City and Association desire to reduce their
agreements to writing,
NOW THEREFORE, this Memorandum of Understanding is made, to become effective
October 1, 1999, and it is agreed as follows:
ARTICLE I - TERM OF MOU
This Memorandum of Understanding shall be in effect for a term commencing on
October 1, 1999 and ending at midnight on September 30, 2000. No further improvements
or changes in the salaries and monetary benefits of the employees represented by the
Association shall take effect during the term of this agreement and the Association
expressly waives any right to request any improvements or changes in salaries or monetary
benefits for the employees represented by the Association which would take effect. prior to
October 1, 2000, and the City of Huntington Beach, through its representatives, shall not be
required to meet and confer as to any such request.
0032946.01 -1- 02/14/00 5:48 PM
I►yi&'%7Wirell,
ARTICLE II - REPRESENTATIONAL UNIT/CLASSIFICATIONS
It is recognized that the Marine Safety Officers' Association is the employee organization
which has the right to meet and confer in good faith with the City on behalf of the employees
of the Huntington Beach Community Services Department within the following classification
and assignment titles:
Marine Safety Lieutenant
Marine Safety Officer/Boat Operator
Marine Safety Officer
ARTICLE III - MANAGEMENT RIGHTS
Except as expressly abridged or modified herein, the City retains all rights, powers and
authority with respect to the management and direction of the performance of marine safety
services and the work forces performing such services, provided that nothing herein shall
change the City's obligation to meet and confer as to the effects of any such management
decision upon wages, hours and terms and conditions of employment or be construed as
granting the Director or the City the right to make unilateral changes in wages, hours, and
terms and conditions of employment. Such rights include, but are not limited to,
consideration of the merits, necessity, level or organization of City services, including
establishing manning requirements, overtime assignments, number and location of work
stations, nature of work to be performed, contracting for any work or operation, reasonable
employee performance standards, including reasonable work and safety rules and
regulations in order to maintain the efficiency and economy desirable for the performance of
City services. The parties agree to meet and confer during the term of this agreement on
revisions, changes, modifications and additions to the Personnel Rules and/or Department
Rules when requested by City.
ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT
Except as otherwise expressly provided herein, the adoption of this Memorandum of
Understanding shall not change existing benefits and terms and conditions of employment
which have been established in prior Memoranda of Understanding between City and the
Association.
ARTICLE V - SALARY SCHEDULE
Classification and Salary Rates -- Employees shall be compensated at monthly salary rates
by classification title and salary range during the term of this agreement as set out in
Exhibit A attached hereto and incorporated herein.
0032946.01 2 02/14/00 5:48 PM
IVISOA MOU
ARTICLE VI - SPECIAL PAY
A. Educational Tuition:
1. Criteria --.The existing Marine Safety Officers' Education Incentive Plan shall be
maintained as follows:
Education
Incentive
Level
College
Units
Maximum
Training
Points
Years of
Service
Continuing Education
College Units
Required Annually
Monthl
y
Amount
1
30
10
1
6
$ 50
2
60
20
2
3
75
3
90
30
2
3
100
4
120
3
3
150
5
150
4
0
150
2. Stipulations:
a. College major shall be Marine Science, Police Science, Business
Administration, Oceanography, and Fire Science.
b. Initial eligibility must be approved by the Director of Community Services.
An acceptable yearly performance evaluation, signed by the Director of
Community Services is required. No incentive pay taken away without just
cause.
c. Training points approved by the Director may be substituted for college
units, on the following schedule: 10 of 30; 20 of 60; 30 of 90. Each twenty
hours completed of approved seminars, institutes, etc., are credited with
one training point.
d. Pay to be effective on the first of each month following approval.
e. After 120 units or B.A., approved training points may be substituted for
college units without limit.
f. Repeat college course credited as determined by the college.
g. Repeat approved seminars, institutes, etc., credited as determined by the
Director of Community Services.
h. All college units require grade of "C" or better to qualify.
0032946.01 3 02/14/00 5:48 PM
MSOA MOU
Obtaining transcripts or other acceptable documentation is each employee's
responsibility.
Employee may choose between approved training points or college units
where a choice is available. No change allowed once choice is made, no
double credit allowed.
B. Acting Assignment:
1. Permanent employee shall receive additional compensation for hours worked
in the higher level assignment at the rate of twelve and one-half percent (12
1 /2%) of the employee's regular hourly rate.
2. When formally assigned to perform in the absence of the Operations
Lieutenant or Marine Safety Chief due to vacation, compensatory time off, sick
leave and training; permanent unit employees shall be compensated for each
full hour worked at the rate specified in Paragraph B1 above.
C. Assignment Pav:
Each Marine Safety Officer assigned to duty as a boat operator (Marine Safety
Officer/Boat Operator) shall receive pay as set forth in Exhibit A. Assignment as
Marine Safety Officer/Boat Operator is normally for a period of seven months per
year, at the discretion of the Director of Community Services and assignment as the
relief Marine Safety Officer/Boat Operator is normally for a period of five months per
year.
D. Holiday Pay -In -Lieu:
Employees represented by the Association and actively employed by the City, in
addition to regular compensation, shall receive each month 1/12 of the total holiday
hours (80) earned for the year. They shall be entitled to an additional eight hours of
pay at their regular rate for any day declared by the President of the United States to
be a national holiday, or any day declared by the Governor of the State of California
to be a state holiday, if such day is adopted by the City Council of the City of
Huntington Beach as a special holiday for City employees (i.e., day of mourning).
E. Bilingual Skill:
Permanent employees who are required by their Department Head to use their
bilingual abilities, as part of their job assignment shall be paid an additional five
percent (5%) over their regular monthly salary. Employees who are required by their
Department Head to utilize the bilingual skills may be required to be tested and
certified by the Personnel Director as to their language proficiency in order to be
eligible for said compensation. Eligibility for bilingual pay shall be limited to the
following languages; Spanish, Vietnamese, French, German, Japanese and sign
language.
0032946.01 4 02/14/00 5:48 PM
MSOA MOU
ARTICLE VII - UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT
The City shall continue the existing practice of providing and replacing uniforms and safety
equipment.
ARTICLE VIII - HOURS OF WORK/OVERTIME
A. Hours of Work Defined: For purposes of this article, approved vacation time, sick
leave and compensation time shall count as hours worked.
B. Overtime/Compensatory Time:
1. Paid Overtime -- Employees shall receive time and one half their salary rate for
all time worked in excess of forty (40) hours during any given payroll week.
2. Compensatory Time -- Employees may elect to receive compensatory time off
(to be accrued to a maximum of 120 hours) in lieu of such overtime pay.
3. Court Time:
a. Court Standby -- Employees required to be on standby for a court
appearance during other than their scheduled working hours shall receive a
minimum of two (2) hours straight time pay (including differentials) for both
morning and afternoon court sessions.
b. Court Appearance -- Employees required to appear in court during other
than their scheduled working hours shall receive a minimum of three (3)
hours pay (including differentials) at time and one half.
4. Holidays Worked -- Employees who work on a recognized City holiday shall be
compensated at time and one-half of their base pay for hours worked.
C. Shift Exchange:
The Department shall allow employees to exchange work schedules and shifts
among those of equal rank and ability, providing prior approval is obtained from the
Department Director and the payback of the shift exchange is completed within sixty
(60) calendar days.
0032946.01 5 02/14/00 5:48 PM
MSOA MOU
ARTICLE IX - HEALTH AND OTHER INSURANCE BENEFITS
A. Health:
1. Medical:
a. The City shall continue to provide group medical benefits to all employees
with coverage and other benefits comparable to the group medical plan
currently in effect.
2. Dental -- Employees shall continue to be covered by dental plan benefits equal
to those currently being provided by the City as modified in Exhibit B and C.
The Delta Plan shall include a twenty-five ($25) deductible per person per year.
3. Optical -- The optical plan benefits will provide for one (1) pair of eyeglasses
every twelve (12) months, subject to the terms and conditions of the current
policy.
4. Eligibility Criteria and Cost:
a. 1999 Premiums -- The City shall contribute toward the cost of the 1999
premium for medical, dental and vision as outlined below.
b. Health Insurance Caps -- The City "caps" its contribution toward employee
monthly health insurance premiums by category and plan at the rate
effective January 1, 2000, for the year ending December 31, 2001:
Monthly
VSP
Premiums
City Plan
HealthNet
PacifiCare
Delta
Delta Care
Safeguard
(Vision)
Dental
Employee
Only
$283.28
$165.06
$165.06
$36.99
$$22.12
$16.20
$17.58
Employee +
One
$560.18
$361.66
$361.66
$70.65
$37.61
$29.16
$17.58
Employee +
Family
$685.86
$476.68
$476.68
$100.37
$57.51
$37.22
'$17.58
c. Employee Paid Premiums -- Employees hired prior to November 2, 1998,
the City shall pay medical, dental and vision premiums subject to 4a and 4b
above.
d. Two -Tier Health Premium -- Employees hired on or after the
November 2, 1998 of this agreement, the City's contribution toward medical
insurance shall be at the highest HMO rate of (1) employee only,
(2) employee + one, or (3) employee + family.
0032946.01 6 02/14/00 5:48 PM
MSOA MOU
e. Dependent Health Coverage -- The City will assume payment for dependent
health insurance, subject to paragraph 4d above, effective the first of the
month following the month during which the employee completes one (1)
year of full time continuous service with the City.
f. Medical Plan Changes Effective September 1, 1998:
1) Prescription Program -- Employee shall be required to obtain the
generic drug, if available, unless the physician specifically prescribes a
brand name drug. If the physician does not authorize a generic
substitution, the employee is responsible only for the higher co -payment
cost. If the employee requests the brand name drug, he/she will pay
the difference between the generic and the brand name cost in addition
to the co -payment cost.
2) Outpatient Surgery - The plan will pay ninety percent (90%) for PPO
providers and seventy percent (70%) for non-PPO providers of
allowable, usual, customary and reasonable charges after the annual
deductible has been met. This applies to outpatient surgical facilities,
outpatient services in a hospital, surgeons, anesthesiologist and all pre-
admission testing.
3) Elective Surgeries - Due to advances in medical technology, the current
Second Surgical Opinion is outdated. The Plan shall require that the
attending physician call OCPPO on all proposed, elective surgeries for
a determination of second surgical opinion requirements. OCPPO will
have the authority to waive or require a second opinion. OCPPO will
provide the patient with a list of Board Certified surgeons in the same
specialty. The charges for the second surgical consultant will continue
to be paid at one hundred percent (100%) and not subject to the
deductible.
4) Subsidized Retiree Medical - Benefits to be paid at the rate of ninety
percent (90%) for PPG's and seventy percent (70%) for Non -PPG's of
allowable, usual, customary and reasonable charges after the annual
deductible has been met.
5) The Association agrees to one HMO for the 2001 plan year.
g. Plan Deductibles - The Medical Insurance Plan deductible shall be One
Hundred Fifty Dollars ($150) per person; and the maximum deductible per
family shall be Four Hundred Fifty Dollars ($450) during any period of
benefit entitlement as described in the City's Employee Health Plan.
0032946.01 7 02/14/00 5:48 PM
MSOA MOU
h. Chiropractic Services - Chiropractic limits are provided under major medical
to a maximum of 24 treatments or $2,000 per year.
B. Life Insurance:
City will provide $10,000 of term life insurance without evidence of insurability other
than evidence of working a full time duty at City cost. Optional insurance is available
at the employee's own cost.
C. Accidental Death and Dismemberment Insurance:
1. The existing long-term disability program provided employees by the City shall
remain in effect. This program provides for each incident of illness or injury, pay
up to sixty (60) calendar days at the employee's salary rate (excluding overtime
but including any special pay in effect at the time of illness of injury). After the
sixty (60) calendar day period, the employee will be covered by an insurance
plan paid for by the City which will provide 66 2/3% of the employee's salary
rate (excluding overtime and any special pay) up to a maximum of $10,000 a
month in accordance with the following:
Disability Due to
Accident
Disability Due to
Illness
First 60 Days
Regular Pay
Regular Pa
Next 24 Months
66 2/3% of Base Pay
66 2/3% of Base Pa
To age 65
66 2/3% of Base Pa
None
Days and months refer to calendar days and months.
2. Plan integrated with Worker's Compensation, Social Security and other non -private
program benefits to which entitled.
3. Disability is defined as the inability to perform all of the duties of regular occupation
during two (2) years and thereafter the inability to engage in any employment or
occupation for which he is fitted by reason of education, training or experience.
4. Rehabilitation benefits are provided in the event the individual, due to disability, must
engage in other occupation. Plan will provide 66 2/3% of difference between regular
pay and pay of other occupation.
5. Survivors' benefit continues plan payment for three (3) months beyond death.
6. The terms and conditions of the disability insurance coverage are set forth in the
policy, a copy of which is on file in the Personnel Division of the Administrative
Services Department. In the event of any conflict between the policy and this article,
the policy shall control. The City may change insurance companies, policies, or self -
insure this benefit, provided that the plans shall remain comparable to that currently
in effect.
0032946.01 8 02/14/00 5:48 PM
MSOA MOU
ARTICLE X - RETIREMENT
A. Benefits:
1. Public Employees' Retirement System: The City will provide, for all employees
represented by the Association whose retirement is effective or whose death
occurs after July 1, 1978, Public Employees' Retirement System retirement
benefits computed by utilizing the two percent (2%) at age fifty (50) formula
commonly referred to as the California Highway Patrol Retirement Plan.
2. Self -Funded Supplemental Retirement Benefit: In the event a member elects
Option #2 (Section 21333) or Option #3 (Section 21334) of the Public
Employees' Retirement Law, and the member is a unit employee who was hired
before the adoption of this MOU, the City shall pay the difference between such
elected option and the unmodified allowance which the member would have
received for his or her lift alone. This payment shall be made only to the
member, shall be payable by the City during the life of the member, and upon
that member's death, the City's obligation shall cease. The method of funding
this benefit shall be at the sole discretion of the City. This benefit is vested for
employees hired before November 2, 1998. All unit employees hired on or after
November 2, 1998 shall not be eligible for this benefit. (Note: The options
provide that the allowance is payable to the member until his or her death, and
then either the entire allowance (Option #2), or one-half of the allowance
(Option #3) is paid to the beneficiary for life).
3. Medical Insurance for Retirees:
a. Upon retirement (whether service or disability) each employee shall have
the following options in regards to medical insurance under City sponsored
plans:
1) With no change in benefits, retirees can stay in the City's Employee
Health Plan or an HMO plan offered by the City at the retiree's own
expense for the maximum time period required by Federal Law
(COBRA), or
2) Employees retiring after approval of this MOU may participate in the
Retiree Medical Plan described in Exhibit C.
3) Employees who have been placed on industrial disability retirement
subsequent to January 31, 1974 shall be eligible to continue to
participate in the existing group medical benefit plan at their own cost.
Participation shall cease upon the earliest of the following:
0032946.01 9 02/14/00 5:48 PM
MSOA MOU
a) The expiration of three (3) calendar years following the date of the
industrial disability retirement, and
b) The retiree obtaining eligibility for coverage under a comparable
medical plan. Retirees who cease to participate may exercise any
conversion privileges then in existence.
B. Public Employees' Retirement System Reimbursement and Reporting:
Employees' Contribution- Each employee covered by this agreement shall be
reimbursed an amount equal to 9% of the employee's base salary plus education
incentive pay as pickup of a portion of each employee's PERS contribution. The
above PERS pickup is not base salary but is done pursuant to Section 414(h)(2) of
the Internal Revenue Code.
ARTICLE XI - LEAVE BENEFITS
A. Vacation:
The purpose of annual vacation is to provide a rest period which will enable each
employee to return to work physically and mentally refreshed.
1. Accrual: Permanent employees in City service, having an average work week of
forty (40) hours, shall accrue annual vacations with pay in accordance with the
following -
Years of Service
Vacation Allowance
First through Fourth Year
112 hours
Fifth through Ninth Year
136 hours
Tenth through Fourteenth Year
160 hours
Fifteenth Year and Thereafter
192 hours
2. Eligibility and Permission:
a. All employees shall be entitled to annual vacation with pay except under the
following circumstances:
1) Employees who have not completed six (6) months continuous service
with the City.
2) Employees who work less than full-time.
3) Employees on leave of absence.
0032946.01 10 02/14/00 5:48 PM
MSOA MOU
b. For the purpose of computing vacation, an employee's anniversary date
shall be the most recent date on which he commenced full-time City
employment.
c. No vacation may be taken until the completion of six (6) months of service.
Permanent, part-time employees assigned a work schedule of less than 30
and more than 20 hours per week shall receive vacation in one-half the
amounts set forth above. Employees assigned to a work week of less tan
40 and more than 30 hours per week shall receive vacation in three -fourths
the amounts set forth above.
d. No employee shall be permitted to take a vacation in excess of actual time
earned and vacation shall not be accrued in excess of 320 hours.
Vacations shall be taken only with permission of the department head;
however, the department head shall schedule all vacations with due
consideration for the wish of the employee and particular regard for the
need of the department.
3. Conversion to Cash -- An employee may elect to take up to 80 hours of pay per
fiscal year for accrued vacation in lieu of time off. It is the intent of the parties
that employees will take vacation during the fiscal year.
a. Cash Advance -- Upon two week written notification to the Director of
Finance, each employee shall be entitled to receive his earned vacation
pay, less deductions, in advance, prior to his regular scheduled annual
vacation. Such advancements are limited to one during each employee's
anniversary year.
b. Pay -Off at Termination -- No employee shall be paid for unused vacation
other than upon termination of employment at which time such terminating
employee shall receive compensation at his current salary rate for all
unused, earned vacation to which he is entitled up to and including the
effective date of his termination.
B. Sick Leave:
As of July 31, 1974, all sick leave accumulation was frozen for purposes of payoff
upon termination and no additional time will be accumulated. Salary continuation for
approved sick leave is covered under Article IX.D above.
C. Family Sick Leave:
Sick leave may be used for an absence due to illness of the employee's spouse or
child when the employee's presence is required at home, provided that such
absences shall be limited to five (5) days per calendar year.
0032946.01 11 02/14/00 5:48 PM
MSOA MOU
D. Bereavement Leave:
Employees shall be entitled to Bereavement Leave not to exceed three (3) working
days per calendar year in instance of death in the immediate family. Immediate
family is defined as father, mother, sister, brother, spouse, children, stepfather,
stepmother, stepsisters, stepbrothers, mother-in-law, father-in-law, stepchildren, or
grandparents.
ARTICLE XII - CITY RULES
The City and the Association agree to implement the rule changes and accordingly revise
the Personnel Rules as described in Exhibit E.
ARTICLE XIII - MISCELLANEOUS
A. Salary Upon Appointment:
When an appointment of a recurrent lifeguard to the classification of Marine Safety
Officer occurs, the salary step upon appointment shall be determined in the same
manner as salary step upon promotions under the City's Personnel Rules.
B. Physical Examinations:
The City agrees to pay for bi-annual physical examinations, to include stress EKG,
when authorized by the Department Head, with the understanding that results thereof
may be utilized for corrective action and the determination of the employee's
continued ability to perform duties of the position. A copy of the physical examination
shall be provided to the employee upon his request.
C. Conditioning Time:
Unit employees may be allowed up to one hour on each regularly scheduled shift to
be used for physical conditioning.
ARTICLE XIV - CITY COUNCIL APPROVAL
It is the understanding of the City and the Association that this Memorandum of
Understanding is of no force or effect whatsoever unless and until adopted by Resolution of
the City Council of the City of Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of
Understanding this day of 12000.
0032946.01 12 02/14/00 5:48 PM
U
MSOA MOU
CITY OF HUNTINGTON BEACH
A Municipal Corporation
By: �1,•.
Ra Silver
Cit Administrator
By: -
ohn P. Reekstin
Director of Administrative Services
By: A,�
,j� �
William H. Osness
Personnel Director
By:
aniel assidy
Chief Negotiator
APPROVED AS TO FORM
By:
G it Hutton
City Attorney
HUNTINGTON BEACH
MARINE SAFETY OFFICERS' ASSN.
By-
By -
By:
Ma Reid
OA Representative
0032946.01 13
02/14/00 5:48 PM
C 5 v 6) EXHIBIT A
MARINE SAFETY OFFICERS
SALARY SCHEDULE
EFFECTIVE JANUARY 8, 2000
4532
Marine Safety Officer
444
3459
3650
3851
4062
4286
4534
Marine Safety Officer/Boat Operator
469
3922
4137
4364
4603
4856
1560
Marine Safety Lieutenant
491
4374
4615
4868
5135
5418
EFFECTIVE APRIL 1, 2000
4532
Marine Safety Officer
450
3565
3761
3967
4186
1 4416
4534
Marine Safety Officer/Boat Operator
475
4038
4260
4494
4742
5002
1560
Marine Safety Lieutenant
497
4508
4756
5018
5293
5584
0032946.01 -14- 02/14/00 5:48 PM
EXHIBIT B
DELTA CARE DENTAL PLAN BROCHURE
A copy of the Delta Dental Plan Brochure
may be obtained from the
Personnel Division
0032946.01 15 02/14/00 5:48 PM
EXHIBIT C
DELTA DENTAL DENTAL PLAN BROCHURE
A copy of the Delta Care Plan Brochure
may be obtained from the
Personnel Division
0032946.01 16 02/14/00 5:48 PM
EXHIBIT D
RETIREE SUBSIDY MEDICAL PLAN
An employee who has retired from the City shall be entitled to participate in the City sponsored
medical insurance plans and the City shall contribute toward monthly premiums for coverage in
an amount as specified in accordance with this Plan, provided:
A. At the time of retirement the employee has a minimum of ten (10) years of continuous
City service or is granted an industrial disability retirement; and
B. At the time of retirement, the employee is employed by the City; and
C. Following official separation from the City, the employee is granted a retirement
allowance by the California Public Employees' Retirement System.
The City's obligation to pay the monthly premium as indicated shall be modified
downward or cease during the lifetime of the retiree upon the occurrence of any one of
the following:
1. During any period the retired employee is eligible to receive or receives
health insurance coverage at the expense of another employer, the
payment will be suspended. "Another employer" as used herein means
private employer or public employer or the employer of a spouse. As a
condition of being eligible to receive the premium contribution as set forth
in this plan, the City shall have the right to require any retiree to annually
certify that the retiree is not receiving or eligible to receive any such health
insurance benefits from another employer. If it is later discovered that a
misrepresentation has occurred, the retiree will be responsible for
reimbursement of those amounts inappropriately expended and the
retiree's eligibility to receive further benefits will cease.
2. On the first of the month in which a retiree or dependent reaches age 65 or
on the date the retiree or dependent can first apply and become eligible,
automatically or voluntarily, for medical coverage under Medicare (whether
or not such application is made) the City's obligation to pay monthly
premiums may be adjusted downward or eliminated. Benefit coverage at
age 65 under the City's medical plans shall be governed by applicable plan
document.
3. In the event the Federal Government or State Government mandates an
employer -funded health plan or program for retirees, or mandates that the
City make contributions toward a health plan (either private or public) for
retirees, the City's contribution rate as set forth in this plan shall first be
applied to the mandatory plan. If there is any excess, that excess may be
0032946.01 17 02/14/00 5:48 PM
applied toward the City medical plan as supplemental coverage provided
the retired employee pays the balance necessary for such coverage, if any.
4. In the event of the death of any employee, whether retired or not, the
amount of the retiree medical insurance subsidy benefit which the
deceased employee was receiving at the time of his/her death would be
eligible to receive if he/she were retired at the time of death, shall be paid
on behalf of the spouse or family for a period not to exceed twelve (12)
months.
SCHEDULE OF BENEFITS
A. Minimum Eligibility for Benefits - With the exception of an industrial disability
retirement, eligibility for benefits begin after an employee has completed ten (10) years of
continuous service with the City of Huntington Beach. Said service must be continuous unless
prior service is reinstated at the time of his/her rehire in accordance with the City's Personnel
Rules.
B. Disability Retirees - Industrial disability retirees with less than ten (10) years of
service shall receive a maximum monthly payment toward the premium for health insurance of
$121. Payments shall be in accordance with the stipulations and conditions which exist for all
retirees. Payment shall not exceed dollar amount which is equal to the full cost of premium for
employee only.
C. Maximum Monthly Subsidy Payments - All retirees, including those retired as a
result of disability whose number of years of service prior to retirement exceeds ten (10), shall
be entitled to maximum monthly payment of premiums by the City for each year of completed
City service as follows:
0032946.01 18 02/14/00 5:48 PM
Maximum Monthly Payment
for Retirements After:
Years of Service
10
11
12
13
14
15
16
17
18
19
20
21
22
23
24
25
26
27
28
1011 /92
$ 121
136
151
166
181
196
211
226
241
256
271
286
300
315
330
344
(Vote: The above payment amounts may be reduced each month as dependent eligibility
ceases due to death, divorce or loss of dependent child status. However, the amount shall not
be reduced if such reduction would cause insufficient funds needed to pay the full premium for
the employee and the remaining dependents. In the event no reduction occurs and the
remaining benefit premium is not sufficient to pay the premium amount for the employee and
the eligible dependents, said needed excess premium amount shall be paid by the employee.
0032946.01 19 02/14/00 5:48 PM
INDEMNITY HEALTH PLAN, EMPLOYEES/RETIREES'
Benefits'l City Plan - Employees
Non -Subsidized Retirees
COBRA -eligibles
Deductible per person
Deductible per family
Maximum Out of Pocket
$150
$450
$1000 per person
$2000 per family
City Plan - Subsidized
Retirees
$200
$500
$1500 per person
$3000 per family
Note: Retirees who elect to participate in Health Net or Family Health Plan (FHP) shall be
entitled to benefits of the program chosen.
RETIREE SUBSIDY MEDICAL PLAN/MISCELLANEOUS PROVISIONS
A. Eligibility:
1. The effective start-up date of the Retiree Subsidy Medical Plan for the
various employee groups shall be the first of the month following retirement
date.
2. A retiree may change plans, add dependents, etc., during annual open
enrollment. Personnel shall notify covered retirees of this opportunity each
year.
3. Years of service computed for the Retiree Subsidy Medical Plan are actual
years of completed service with the City of Huntington Beach.
4. When a retiree is eligible for medical plan coverage at the expense of
another employer due to post -retirement employment of the retiree or
spouse of the retiree, the retiree and his/her spouse must take that
coverage regardless of benefit level and shall be deleted from any City
Plan coverage. Exceptions to this requirement are limited to the following:
a. A retiree is not required to enroll in such "other" medical plan
coverage if there is significant disparity between the benefits provided
by the "other" medical plan and the Retiree Subsidy Medical Plan as
defined below. "Significant disparity" means coverage available under
' This summary lists only those benefit provisions that differ between active and subsidized Retiree Plans. The
Employee Health Plan Document should be consulted for detailed questions about specific benefits. Benefits
are subject to modification through the meet and confer process.
0032946.01 20 02/14/00 5:48 PM
the "other" medical plan is restrictive or limited in one or more of the
following ways:
1) No in -patient hospitalization coverage.
2) No major medical benefits
3) Annual deductible is $1,000 or greater per person.
4) Major medical benefits are paid at 60% or less of covered
expenses.
b. The Risk Manager will have the authority to provide additional
exceptions following review of the "other' medical plan policy.
Exceptions will be made only if the "other' medical plan benefit
provisions are comparable to the guidelines under B above.
c. Miscellaneous Provisions:
1. Benefits provided under the Retiree Subsidy Medical Plan will
be coordinated with the "other" medical plan as the primary
carrier.
2. The City shall have the right to require any retiree to provide a
copy of the "other" medical plan policy for review by the
Risk Manager.
5. When a retiree becomes eligible for the other group coverage and then
becomes no longer eligible, he/she may have the subsidy reinstated and
regain Retiree Subsidy Medical Plan coverage.
6. Dependents of a retiree may follow him/her into the Retiree Subsidy
Medical Plan or they may choose to exercise COBRA rights along with the
retiree.
7. When a retiree. becomes 65 and has eligible dependents under 65, said
dependents are eligible to exercise COBRA rights.
8. When a retiree is under 65 and his/her spouse is over 65, the spouse is not
covered.
B. Benefits:
1. Retiree Subsidy Medical Plan includes Managed Health Network (MHN),
Prescription Card System (PCS), Orange County Preferred Provider
Organization (OCPPO) and Medical Stop Loss insurance.
0032946.01 21 02/14/00 5:48 PM
2. City Plans are the primary payer for active employees age 65 and over,
with Medicare the secondary payer. Retirees age 65 and over have no City
Plan options and are eligible only for Medicare.
3. Premium payments are to be received at least one month in advance of the
coverage period.
C. Subsidies:
1. The subsidy payments will pay for:
a. Retiree Subsidy Medical Plan.
b. Health Net.
c. PacifiCare.
d. Part A of Medicare for those retirees not eligible for paid Part A.
2. Subsidy payments will not pay for:
a. Part B Medicare.
b. Regular City Employee Indemnity Plan.
c. Any other employee benefit plan.
d. Any other commercially available benefit plan.
e. Medicare supplements
3. Employees who retire on or after the following dates shall be eligible for the
subsidy based on years of completed service with the City.
October 1, 1987: MEO, MEA, POA, MSOA, FA and PMA.
July 1, 1988: Non -Represented.
Retirees who retire prior to the above dates are not eligible for any subsidy
benefit.
D. Medicare:
1. All persons are eligible for Medicare coverage at age 65. Those with
sufficient credit quarters of Social Security will receive Part A of Medicare
at no cost. Those without sufficient credited quarters are still eligible for
Medicare at age 65, but will have to pay for Part A of Medicare if the
0032946.01 22 02/14/00 5:48 PM
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.
E. Cancellation:
1. For retirees/dependents eligible for paid Part A of Medicare, the following
cancellation provisions apply:
a. Coverage for a retiree under the Retiree Subsidy Medical Plan will be
eliminated on the first day of the month in which the retiree reaches
age 65. if such retiree was covering dependents under the Plan,
dependents will be eligible for COBRA continuation benefits effective
as of the retiree's 65th birthday.
b. Dependent coverage will be eliminated upon whichever of the
following occasions comes first:
1) After 36 months of COBRA continuation coverage, or
2) When the covered dependent reaches age 65 in the event
such dependent reaches age 65 prior to the retiree reaching
age 65.
c. At age 65 retirees are eligible to make application for Medicare. Upon
being considered "eligible to make application", whether or not
application has been made for Medicare, the Retiree Subsidy Medical
Plan will be eliminated.
2. See provisions under "Benefits","Subsidies", and "Medicare" for those
retirees/dependents not eligible for paid Part A of Medicare.
3. Retiree Subsidy Medical Plan and COBRA participants shall be notified of
non-payment of premium by means of a certified letter from Personnel in
accordance with provisions of the Memorandums of Understanding.
0032946.01 23 02/14/00 5:48 PM
k.
4. A retiree who fails to pay premiums due for coverage and is in arrears for
sixty (60) days shall be terminated from the Plan and shall not have
reinstatement rights.
0032946.01 24 02/14/00 5:48 PM
f
EXHIBIT E
A. Personnel Rules
The City and the Association agree to implement the following rules and accordingly
revise the Personnel Rules as described herein:
1. Rule 5 — Recruitment and Examination Procedure
a) 5-4 — Order of Certification
Whenever certification is to be made, the eligibility lists, if active and not
exhausted shall be used in the following order"
1) Re-employment list
2) Promotional list
3) Employment List
If fewer than five (5) names of persons willing to accept appointment are on
the list from which certification is to be made, then additional eligibles shall be
certified from the various lists next lower in order of preference until five (5)
names are certified. If there are fewer than five (5) names on such lists, there
shall be certified the number thereon. In such case, the appointing authority
may demand certification of five (5) names and examinations shall be
conducted until five (5) names may be certified. In the event the appointing
authority does not choose to appoint from the five (5) names certified, a new
examination may be requested. In the event another examination is
conducted, those names shall be merged with others already on the list in
order of scores.
b) 5-14 — Promotional Exams
Promotional examinations may be conducted whenever, in the opinion of the
Personnel Director, after consultation with the department head, the need of
the service so requires; provided, however, a promotional examination may not
be given unless there are two (2) or more candidates eligible. Only employees
who meet the requirements for the vacant position may compete in
promotional examinations. Promotional examinations may include any of the
selection techniques, or any combination thereof, mentioned in Section 5-13.
Additional factors including, but not limited to, performance rating and length
of service may be considered. A promotional employment list shall be
established after the administration of a promotional examination, and such list
shall contain the name(s) of those that passed the examination.
c) 5-20 — Duration of Employment Lists
Employment lists shall remain in effect for one (1) year from the date of the
last examination, unless sooner exhausted. Promotional lists and entry level
employment lists may be extended prior to expiration date by the Personnel
Director when requested by the Department Head, for additional periods but in
0032946.01 25 02/14/00 5:48 PM
no event shall an employment list remain in effect for more than two (2) years.
Names placed on such lists shall be merged with others already on the list in
order of scores.
2. Rule 7 — Discipline
a) 7-2 — Causes for Discipline
12) Possession, use or sale of illegal narcotics or habit-forming drugs, while
on -duty or on City property.
14) Conviction of any felony or a misdemeanor with a job nexus. A plea or
verdict of guilt, or a conviction following a plea of polo contendere, is
deemed to be a conviction within the meaning of this section.
15) Participating in an unlawful strike, work stoppage, slowdown, or using or
attempting to use sick leave to accomplish the same purpose as a
strike, work stoppage, or slowdown.
3. Rule 8 — Termination
a) 8-1 — Medical Examination. Evaluation of Employee's Work Capacity_
Demotion, Transfer or Termination of Appointment
At any time a department head has reasonable cause to believe that an
employee may not be able to perform the duties of his/her position for physical
or psychological reasons, such department head shall consult with the
Personnel Director regarding such belief. If the Personnel Director concurs,
the department head may order the employee to submit to a medical or
psychological examination. The employee shall be offered the opportunity, in
writing, to select from a panel of three to five physicians or psychologists to
conduct the examination. The cost of such examination shall be paid by the
City and, to the extent practicable, shall be scheduled during the work hours
with no loss of pay. The examiner and the employee shall be advised of the
basis for the Department Head's belief that the employee is unable to perform
the duties of his/her job. The examination shall be restricted to the specific
issue, which gave rise to the request for an examination. The report of the
examiner shall be limited to a conclusion that the employee is either able or
unable to perform the duties of his/her job.
The department head shall review the medical or psychological report and
shall consult with the Personnel Director regarding the physician's assessment
of the employee's ability to perform the duties of his/her position. Any decision
regarding such employee shall be made in accordance with the Americans
with Disabilities Act.
Notwithstanding any other provision of this rule, an employee being evaluated
for medical or psychological fitness to perform the duties of his/her position
0032946.01 26 02/14/00 5:48 PM
may apply for another position in the competitive service for which he/she has
qualified. If such employee is qualified and can perform the duties of a lower
paying vacant position for which he/she has applied, he/she will be placed in
such position, without competitive examination, subject to the approval of the
department head.
(The City and Association agree to meet biannually to discuss the 8-1
process).
b) 8-3 — Layoff in Accordance with Length of Service
The City and the Association agree that the first sentence in Personnel Rule 8-
3 shall be modified to read as follows: Layoff shall be made in accordance
with the relative length of the last period of continuous service of the
employees in the class of layoff, provided, however, that no permanent
employee shall be laid off until all temporary, acting and probationary
employees in the competitive service holding positions in the same class are
first laid off.
c) 8-11 — Re -Employment
With the approval of the Personnel Director, an employee who has resigned in
good standing from the competitive service may be re-employed to his/her
former position, if vacant, or to a vacant position in the same or comparable
class within one (1) year from date of resignation in accordance with Rule 5-
21. If such re-employment commences within ninety days of the effective date
of resignation, the employee shall not be considered a new employee for
vacation and seniority purposes.
5. Rule 12 — Classification Plan
a) 12-10 —Temporary Employees
Employment on a basis other than permanent or probationary to a
permanently budgeted position not to exceed 1000 hours in any twelve (12)
month period. Employees occupying temporary positions shall not be included
in the competitive service and shall not be subject to these rules and
regulations.
6. Rule 14 — Additional Pay and Pay Adjustments
a) 14-6 — Salary Advancements to Meet Recruiting Problems or to Give Credit for
Prior Service. Application for Other Advancements
The Department Head, through the Personnel Director and with the approval of the
City Administrator may make an appointment at any step above the minimum
salary rate to classes or positions in order to meet recruiting problems to
obtain a person who has extraordinary qualifications, or to give credit for prior
city service in connection with appointments, promotions, reinstatements,
transfers, reclassifications, or demotions. Salary adjustments within the salary
range for the class, other than merit salary adjustments authorized by Section
0032946.01 27 02/14/00 5:48 PM
14-1, may be approved by the City Administrator, upon recommendation of the
department head through the Personnel Director. Such recommendation shall
include the reason(s) for the adjustment, whether the advancement is to be
permanent or temporary, and an effective date.
b) 18-16 — Industrial Accident Leave
In the event a permanent employee, who is a miscellaneous member of the
Public Employees' Retirement System (PERS), is temporarily totally disabled
as a result of an injury or illness arising out of and in the course of employment
and covered by the State of California Workers' Compensation Insurance and
Safety Act, resulting light duty assignments due to the injury or illness or
absences from work shall be considered Industrial Accident Leave as that term
is defined by this rule.
A permanent employee eligible for Industrial Accident Leave shall receive
compensation from the City in an amount equal to the employee's regular rate
of salary during such period of temporary total disability. Benefits received
under this rule shall be in lieu of statutory Workers' Compensation benefits.
Industrial Accident Leave shall continue during all absences resulting from the
injury or illness, including those absences attributable to doctor's
appointments, therapy, or other follow-up medical visits, but in no case
exceeding one year of accumulated absences attributable to the same injury or
illness. In the event an employee is temporarily, totally disabled by coinciding
qualifying injuries or illnesses, periods of absences shall be applied
concurrently to all qualifying injuries or illnesses.
Industrial Accident Leave compensation shall begin on the first day an eligible
employee is absent due to a qualifying injury or illness as defined above.
Industrial accident Leave compensation will terminate on the earliest of the
following:
1) The date upon which the injury or illness giving rise to eligibility for
compensation under this rule is declared permanent and stationary by a
treating or examining physician; or
2) The date PERS approves an application for disability retirement benefits
filed by the employee or by the City; or
3) The employee receives thirty (30) days advance notice and refuses to
submit to a medical examination ordered by PERS pursuant to
Government Section 21154 or otherwise refuses to cooperate with PERS
in determining whether the employee is incapacitated for the performance
of duty; or
4) The employee receiving Industrial Accident Leave Compensation applies
for service -connected retirement benefits; or
0032946.01 28 02/14/00 5:48 PM
5) The employment of the affected employee is otherwise separated.
If an injured worker remains temporarily disabled after receiving one year of
Industrial Accident Leave for accumulated absences or light duty work
attributable to the same injury or illness, the employee will receive temporary
total disability benefits as specified by the State of California Workers'
Compensation Insurance and Safety Act. Any period of time during which an
employee is absent from work by reason of injury or illness for which he or she
is entitled to receive Industrial Accident Leave compensation will not constitute
a break in continuous service for the purposes of salary adjustments, sick
leave, vacation accruals, and length of service computation.
In the event an employee who is receiving or has received Industrial Accident
Leave compensation makes a claim or initiates legal action against a third
party for allegedly causing or contributing to the injury or illness resulting in
the inability to work, the employee is required to notify in writing the City's Risk
Management Division of the claim or commencement of such action within'ten
(10) days of the claim or such commencement. The City retains its rights of
subrogation in all such instances.
c) 18-19 — Maternity Leave
The City and the Association agree to modify the present Personnel Rule 18-
19 Maternity Leave to read as follows: "A permanent employee shall be
entitled to a leave of absence without pay due to inability to work due to
pregnancy. The employee will be entitled to use available sick leave during
this period. Said leave must be requested in writing from the Department Head
and must include written notification from the employees physician stating the
last day the employee may work and the estimated duration of leave. The
employee must obtain written authorization to return to work from the attending
physician. Said authorization must be filed with the Department Head and the
Personnel Director."
8. Rule 19 — Grievance Procedure Non -Disciplinary Matters
a) 19-5 Grievance Procedure
1) Step 4 — City Administrator
0032946.01 29 02/14/00 5:48 PM
If the grievance is not settled under Step 3, the grievance may be
presented to the City Administrator in accordance with the following
procedure: Within fifteen (15) days after the time the decision is
rendered under Step 3 above, a written statement of the grievance shall
be filed with the Personnel Director who shall act as hearing officer and
shall set the matter for hearing within fifteen (15) days thereafter and
shall cause notice to be served upon all interested parties. The
Personnel Director, or his representative, shall hear the matter de novo
and shall make recommended findings, conclusions and decision in the
form of a written report and recommendation to the City Administrator
within five (5) days following such hearing. The City Administrator may,
in his discretion, receive additional evidence or argument by setting the
matter for hearing within ten (10) days following his receipt of such
report and causing notice of such hearing to be served upon all
interested parties.
Within five (5) days after receipt of report, or the hearing provided for
above, if such hearing is set by the City Administrator, the City
Administrator shall make written decision and cause such to be served
upon the employee or employee organization and the Personnel
Director.
2) Step 5 — Personnel Board Hearing
Hearing. As soon as practicable thereafter, the Personnel Director shall
set the matter for hearing before a hearing officer either selected by
mutual consent of the parties or from a list provided by the Personnel
Commission. Ratification of the hearing officer selected by mutual
consent of the parties, if from a list approved by the Personnel
Commission, shall not require separate approval or -ratification by the
Personnel Commission. The hearing officer shall hear the case and
make recommended findings, conclusions and decision in the form of a
written report and recommendation to the Personnel Commission. In
lieu of the hearing officer process, the Personnel Commission may
agree to hear a case directly upon submission of the case by mutual
consent of the parties.
9. Rule 20 — Review Prnr•e ,ram, Disciplinary Matters Procedure and Appeal
a) 20-1 — Purpose
The purpose of this rule is to provide a procedure for recommending and
imposing discipline against City employees, and a means by which an
employees may administratively appeal any such disciplinary action.
b) 20-2 — Disciplinary Procedures
1) Notice of Proposed Adverse Action
0032946.01 30 02/14/00 5:48 PM
For disciplinary demotions, suspensions or dismissals, an employee
shall be gEveR served a written Notice of Proposed Adverse Action by
the employee's department head, or his/her designee, or by certified
mail, prior to the proposed disciplinary action taking effect. The notice
shall state the reasons for and charges upon which the proposed action
is based, and the effective date of the action the right to respond and
the employer's right to representation. A copy of all materials upon
which the proposed action is based shall be attached to the notice.
2) Employee's Right to Respond
The employee shall be given a minimum of ten (10) calendar days to
respond orally and/or in writing to the charges upon which the proposed
action is based. The employee's response shall be made to and/or
before his/her department head.
3) Time Off
The employee shall be given reasonable time off with pay to attend
disciplinary meetings.
4) Final Notice of Decision
After an employee has responded to or waived his/her right to respond
to the proposed adverse action, the employee shall be served with a
final Notice of Decision from his/her department head. The final written
Notice of Decision shall state whether or not the proposed action shall
be taken or modified, and the reasons therefore and effective date or
the action.
c) 20-3 — Appeal to Personnel Commission
Disciplinary action involving the termination, suspension, demotion or other
reduction in pay may be appealed to the Personnel Commission for de novo
hearing and final determination in accordance with the following procedure:
1) Request for Appeal
Within five (5) days after the employee's receipt of a final Notice of
Discipline, a written request for an appeal to the Personnel Commission
shall be submitted to the Personnel Director.
2) Hearing
As soon as practicable thereafter, the Personnel Director shall set the
matter for hearing before a hearing officer. The hearing officer shall
hear the case without the Board and shall make recommended findings,
conclusions and decision in the form of a written report and
recommendation to the Board.
3) Final Decision
The Board shall consider the written report and recommendations of the
hearing officer and after due deliberation in executive session, shall
0032946.01 31 02/14/00 5:48 PM
render a decision in the matter which shall be final and binding on all
parties, and from which there shall be no further appeal.
d) 20-4 — Supplemental Hearing by Personnel Board
1) The Board may, in its sole discretion, after it has received the written
report and recommendation of the hearing officer, set the matter for
private hearing for the purpose of receiving additional evidence or
argument. In the event the Board sets a private hearing for such
purposes, the Personnel Director shall give written notice to all parties
concerned in such matter.
2) The Board, following a consideration of the hearing officer's written
report and recommendation and deliberation thereon and any
supplemental hearing before the Board, shall make findings,
conclusions and decisions which shall be final and binding on all parties
and from which there shall be no further appeal.
e) 20-5 — Employee Status on Pending Appeal
Notwithstanding the provisions of Rule 7, Section 7-4 (Suspension with Pay),
the disciplinary action shall be effective pending an appeal to the Personnel
Commission.
10. Rule 21 — Grievance Procedures - General
a) 21-7 Hearing Officers
The hearing officer provided for in Rules 19 and 20 shall be from a list
provided by the Personnel Commission or one selected by mutual consent of
the parties.
b) 21-12 Time, Extension of
The City and the employee, or employee organization may, by mutual consent,
extend the time period within which an act must occur in the processing of
grievances.
B. Employer -Employee Relations Resolution
1. Modification of Section 7 — Decertification and Modification
a) The City and the Association desire to maintain labor stability within the
representational unit to the greatest extent_ possible, consistent with the
employee's right to select the representative of his or her own choosing. For
these purposes, the parties agree that this Agreement shall act as a bar to
appropriateness of this unit and the selection of the representative of this unit,
except during the month of August prior to the expiration of this Agreement.
Changes in bargaining unit shall not be effective until expiration of the MOU
Except as may be determined by the Personnel Commission pursuant to the
0032946.01 32 02/14/00 5:48 PM
procedures outlined below. This provision shall modify and supersede the time
limits, where inconsistent, contained in Section 7 of the current Employer -
Employee Relations Resolution of the City of Huntington Beach.
b) The City and the Association have agreed to a procedure whereby the City, by
and through the Personnel Director, would be entitled to propose a Unit
Modification. The Association and the City agree to jointly recommend a
modification of the City of Huntington Beach Employer -Employee Relations
Resolution (Resolution Number 3335) upon the City's having completed its
obligation to meet and confer on this issue with all other bargaining units.
The proposed changed to the Employer -Employee Relations Resolution is as
follows:
7-3. Personnel Direction Motion of Unit Modification — The Personnel Director
may propose, during the same period for filing a Petition for Decertification,
that an established unit be modified in accordance with the following
procedure:
1) The Personnel Director shall give written notice of the proposed Unit
Modification of Modifications to all employee organizations that may be
affected by the proposed change. Said written notification shall contain
the Personnel Director's rationale for the proposed change including all
information which justifies the change pursuant to the criteria established
in Section 6-5 for Appropriateness of Units. Additionally, the Personnel
Director shall provide all affected employee organizations with all
correspondence, memoranda, and other documents which relate to any
input regarding the Unit Modification which may have been received by
the City or from affected employees and/or sent by the City to affected
employees;
2) Following receipt of the Personnel Director's Proposal for Unit
Modification any affected employee organization shall be afforded not
less than thirty (30) days to receive input from its members regarding the
proposed change and to formulate a written and/or oral response to the
Motion for Unit Modification to the Personnel Commission;
3) The Personnel Commission shall conduct a noticed Public Hearing
regarding the Motion for Unit Modification at which time all affected
employee organizations and other interested parties shall be heard. The
Personnel Commission shall make a determination regarding the
proposed Unit Modification which determination may include a -granting of
the motion, a denying of the motion, or other appropriate orders relating
to the appropriate creation of Bargaining Units. Following the Personnel
Commission's determination of the composition of the appropriate Unit or
Units, it shall give written notice of such determination to all affected
employee organizations;
0032946.01 33 02/14/00 5:48 PM
4) Any party who chooses to appeal from the decision of the Personnel
Commission is entitled to appeal in accordance with the provision of
Section 14-4 of Resolution Number 3335.
C. Rules Governing Layoff, Reduction in Lieu of Layoff and Re -Employment
1. Part 1 — Layoff Procedure
a) General Provisions
1) Whenever it is necessary, because of lack of work or funds to reduce the
staff of a City department, employees may be laid off pursuant to these
rules.
2) Whenever an employee is to be separated from the competitive service
because the tasks assigned are to be eliminated or substantially changed
due to management -initiated changes, including but not limited to
automation or other technological changes, it is the policy of the City that
steps be taken by the Personnel Division on an interdepartmental basis to
assist such employee in locating, preparing to qualify for, and being
placed in other positions in the competitive service. This shall not be
construed as a restriction on the City government in effecting economies
or in making organizational or other changes to increase efficiency.
3) A department shall reduce staff by identifying which positions within the
department are to be eliminated.
4) The employee who has the least City-wide service credit in the class
within the department shall have City-wide transfer rights in the class
pursuant to Part 1, Section 3, Transfer or Reduction to Vacancies in Lieu
of Layoffs, or within the occupational series pursuant to Part 2, Bumping
Rights.
5) If a deadline within this procedure falls on a day that City Hall is closed,
the deadline shall be the next day City Hall is open.
b. Service Credit
1) Service credit means total time of full-time continuous service within the
City at the time the layoff is initiated, including probation, paid leave or
military leave. Permanent part-time employees earn service credit on a
pro-rata basis.
2) Except as required by law, leaves of absence without pay shall not earn
service credit.
0032946.01 34 02/14/00 5:48 PM
3) As between two or more employees who have the same amount of service
credit, the employee who has the least amount of service in class shall be
deemed to be the least senior employee.
C. Transfer or Reduction to Vacancies in Lieu of Layoff
1) In lieu of layoff, a transfer within class shall be offered to an employee(s)
with the least amount of service credit in the class designated for staff
reduction within a department subject to the following:
a) The employee has the necessary qualifications to perform the duties
of the position.
b) The employee shall be given the opportunity, in order of service
credit, to accept a transfer to a vacant position in the same class
within the City, provided the employee has the necessary
qualifications to perform the duties of the position.
c) If no position in the same class is vacant, the employee shall be given
the opportunity, in order of service credit, to transfer to the position in
the same class that is held by an incumbent in another department
with the least amount of service credit whose position the employee
has the necessary qualifications to perform.
2) If an employee(s) is not eligible for transfer within the employee's class,
the employee shall be offered, in order of service credit, a reduction to a
vacant position in the next lower class within the City in the occupational
series in lieu of layoff provided the employee has the necessary
qualifications to perform the duties of the position.
3) If the employee refuses to accept a transfer or reduction pursuant
to A. or B., above, the employee shall be laid off.
d) If the employee(s) in the class with the least amount of service credit is in the
position(s) to be eliminated or displaced by transfer, the employee shall be
offered bumping rights, pursuant to Part 2, Service Credit.
e) Any employee who takes a reduction to a position in a. lower class within the
occupational series in lieu of layoff shall be placed on the -
reinstatement/reemployment list(s) pursuant to Part 3., Reemployment.
2. Order of Layoff
a) Prior to implementing a layoff, vacant positions that are authorized to be filled
shall be identified by Citywide occupational series. If the employee refuses to
accept a position pursuant to Section 3., above, the employee shall be laid off.
0032946.01 35 02/14/00 5:48 PM
b) No promotional probationary employee or permanent employee within a class
in the department shall be laid off until all temporary, nonpermanent part-time
and non -promotional probationary employees in the class are laid off.
Permanent employees whose positions have been eliminated may exercise
citywide bumping rights to a lower class in the occupational series pursuant to
Part 2.
c) When a position in a class and/or occupational series is eliminated, any
employee in the class who is on authorized leave of absence or is holding a
temporary acting position in another class shall be included for determining
order of service credit and be subject to these layoff procedures as if the
employee was in his or her permanent position.
3. Notification of Employees
a) The Personnel Division shall give written notice of layoff to the employee by
personal service or by sending it by certified mail to the last known mailing
address at least fifteen (15) calendar days prior to the effective date of the
layoff. Normally notices will be served on employees personally at work.
b) Layoff notices may be initially issued to all employees who may be subject to
layoff as a result of employees exercising voluntary reduction/bumping rights.
c) The notice of layoff shall include the reason for the layoff, the effective date of
the layoff, the employee's hire date and the employee's service credit ranking.
The notice shall also include the employee's right to bump the person in a
lower class with the least service credit within the occupational series provided
the employee possesses the necessary qualifications to successfully perform
the duties in. the lower class and the employee has more service credit than
the incumbent in the lower class.
d) The written layoff notice given to an employee shall include notice that he or
she has seven (7) calendar days from the date of personal service, or date of
delivery of mail if certified, to notify the Personnel Director in writing if the
employee intends to exercise the employee's bumping rights, if any, pursuant
to Part 2, Bumping Rights.
e) Whenever practicable, any employee with the least amount of service credit in
a lower class within an occupational series which is identified for work force
reduction shall also be given written notice that such employee may be
bumped pursuant to Part 2. This notice shall include the items referred to in
C., above.
f) If an employee disagrees with the City's computation of service credit or listed
date of hire, the employee shall notify the Personnel Director as soon as
possible but in no case later than five (5) calendar days after the personal
service or certified mail delivery. Disputes regarding date of hire or service
0032946.01 36 02/14/00 5:48 PM
credit shall be jointly reviewed by the Personnel Director and the employee
and/or the employee's representative as soon as possible, but in no case later
than five (5) calendar days from the date the employee notifies the Personnel
Director of the dispute. Within five (5) calendar days after the dispute is
reviewed, the employee shall be notified in writing of the decision.
4. Part 2 — Bumping Rights
a) Voluntary Reduction or Bumping in Lieu of Layoff
1) A promotional probationary employee or permanent employee who
receives a layoff notice may request a reduction to a position in a lower
class within the occupational series provided the employee possesses the
necessary qualifications to perform the duties of the position.
2) Employees electing reduction under A above, shall be reduced to a
position authorized to be filled in a lower class within the employee's
occupational series. The employee may reduce to a lower class in his/her
occupational series by: 1) filling a vacancy in that class, or 2) if no
vacancy exists, displacing the employee in the class with the least service
credit whose position the employee has the necessary qualifications to
perform. A displaced employee shall have bumping rights.
3) An employee who receives a layoff notice must exercise bumping rights
within seven (7) calendar days of receipt of the notice as specified in Part
1. Failure to respond within the time limit shall result in a reputable
presumption that the employee does not intend to exercise any right of
reduction or bumping to a lower class. The employee must carry the
burden of proof to show that the employee's failure to respond within the
time limits was reasonable. If the employee establishes that failure to
respond within the time limit was reasonable, to the Personnel Director's
satisfaction, the employee shall be permitted to exercise bumping rights
but shall not be reinstated to a paid position until the employee to be
bumped has vacated the position. If the employee disagrees with the
Personnel Director's decision, the employee may appeal pursuant to the
provisions of Sections 3 and 4 below.
b) Reinstatement/Re-employment Lists
Any employee who takes a reduction to a position in a lower class within the
occupational series in lieu of layoff shall be placed on tile reinstatement/re-
employment list pursuant to Part 3, Re-employment.
c) Qualifications Appeal
Any employee who is denied a reduction to a position in a lower class within
the occupational series on the basis that the employee does not possess the
necessary qualifications to successfully perform the duties of the lower
position may appeal the decision. The appeal shall be filed with the Personnel
0032946.01 37 02/14/00 5:48 PM
Director within five (5) calendar days of the employee's receipt of written
notice of the decision and reason(s) for denial. The employee's appeal shall
be in writing and shall include supporting facts or documents supporting the
appeal.
d) Qualifications Appeal Hearing
1) Upon receipt of an appeal, the Personnel Director shall contact a mediator
from the California State Mediation and Conciliation Service to schedule a
hearing within two (2) weeks after receipt of the appeal. If the California
State Mediation and Conciliation Service is not available within that time
frame, the parties shall mutually select a person who is available within
the time frame. If the California State Mediation and Conciliation Service
and the person mutually selected are not available within tile time frame,
the parties shall select the earliest date either is available to conduct the
hearing. The parties shall split the cost, if any, of the hearing officer. In
addition, the parties shall meet within three (3) workdays to attempt to
resolve the dispute. If the dispute remains unresolved, the parties shall
endeavor in good faith to submit to the hearing officer a statement of all
agreed upon facts relevant to the hearing.
2) Appeal hearings shall be limited to two (2) hours, except as otherwise
agreed by the parties or directed by the hearing officer.
3) The hearing officer shall attempt to resolve the dispute by mutual
agreement if possible. If no agreement is reached, the hearing officer shall
render a decision at the conclusion of the hearing which shall be final and
binding
5. Part 3 — Re-employment
a) Re-employment
1) Employees who are laid off or reduced to avoid layoff shall have their
names placed upon a reemployment list, for each class in the
occupational series, in seniority order at or below the level of the class
from which laid off or reduced.
2) Names of persons placed on the reemployment lists shall remain on the
list for two (2) years from the date of layoff or reduction.
3) Vacancies shall be filled from the reemployment list for a class, starting at
tile top of the list, providing that the person meets the necessary
qualifications for tile position.
4) Names of persons are to be removed from the reemployment list for a
class if on two (2) occasions they decline an offer of employment or on two
0032946.01 38 02/14/00 5:48 PM
•
(2) occasions fail to respond to offers of employment in a particular class
within five (5) calendar days of receipt of written notice of an offer. Any
employee who is dismissed from the City service for cause shall have his
or her name removed from all re-employment lists.
5) Re-employment lists shall be available to HBMEA and affected employees
upon reasonable request,
6) Qualification appeals involving reemployment rights shall be resolved in
the same manner as that identified in Part 2., Section 4.
b) Status on Re-employment
1) Persons re-employed from layoff within a two (2) year period from the date
of layoff shall receive the following considerations and benefits:
a) Service credit held upon layoff shall be restored, but no credit shall be
added for the period of layoff.
b) Prior service credit shall be counted toward sick leave and vacation
accruals.
c) Employees may cash in sick leave upon layoff or at any time after
layoff in the manner and amount set forth in existing Memoranda of
Understanding for that employee's unit. Sick leave shall be paid to an
employee when the reemployment list(s) expire(s), if not previously
paid.
d) Upon reinstatement the employee may have his or her sick leave re -
credited by repayment to the City the cashed amount. Sick leave
accumulation of less than 480 hours shall be restored upon
reemployment.
e) The employee shall be returned to the salary step of the classification
held at the time of the layoff and credited with the time previously
served at that step prior to being laid off.
f) The probationary status of the employee shall resume if incomplete.
2) Employees who have been reduced in class to avoid layoff and are
returned within two (2) years to their former class shall be placed at the
salary step of the class they held at the time of reduction and have their
merit increase eligibility date recalculated.
0032946.01 39 02/14/00 5:48 PM
Res. No. 2000-24
STATE OF CALIFORNIA )
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, CONNIE BROCKWAY, the duly elected, qualified City Clerk of
the City of Huntington Beach, and ex-officio Clerk of the City Council of said City,
do hereby certify that the whole number of members of the City Council of the City
of Huntington Beach is seven; that the foregoing resolution was passed and adopted
by the affirmative vote of at least a majority of all the members of said City Council
at a regular meeting thereof held on the 22nd day of February, 2000 by the
following vote:
AYES: Julien, Sullivan, Harman, Garofalo, Green, Dettloff, Bauer
NOES: None
ABSENT: None
ABSTAIN: None
City Clerk and ex-officio Oferk of the
City Council of the City of Huntington
Beach, California
ATTACHMENT #3
OA 1 O
TABLE OF CONTENTS
PREAMBLE......................................................................................................................................................................... I
ARTICLEI - TERM OF MOU............................................................................................................................................ I
ARTICLE II - REPRESENTATIONAL UNIT/CLASSIFICATIONS................................................................................ 2
ARTICLE III - MANAGEMENT RIGHTS........................................................................................................................ 2
ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT......................................................................................2
ARTICLEV - SALARY SCHEDULE.................................................................................................................................2
ARTICLEVI - SPECIAL PAY............................................................................................................................................2
A. EDUCATIONAL TUITION..............................................................................................................................................2
B. ACTING ASSIGNMENT................................................................................................................................................. 4
C. ASSIGNMENT PAY...................................................................................................................................................... 4
D. HOLIDAY PAY-IN-LIEU............................................................................................................................................... 4
E. BILINGUAL SKILL....................................................................................................................................................... 4
ARTICLE VII - UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT.......................................................................4
ARTICLE VIII - HOURS OF WORK/OVERTIME...........................................................................................................5
A.
HOURS OF WORK DEFINED.........................................................................................................................................
5
B.
OVERTIME/COMPENSATORY TIME...............................................................................................................................
5
C.
SHIFT EXCHANGE.......................................................................................................................................................
5
ARTICLE
IX - HEALTH AND OTHER INSURANCE BENEFITS.................................................................................5
A.
Nlmic-AL HEALTH.....................................................................................................................................................
5
a.
Health Premiums...................................................................................................................................................................
6
b.
Health Insurance Caps............................................................................................................................................................
6
C.
Employee Paid Premiums.......................................................................................................................................................
6
d.
Two -Tier Health Premium......................................................................................................................................................
6
e.
Dependent Health Coverage...................................................................................................................................................
6
f.
Medical Plan Changes Effective September 1 1998...............................................................................................................
6
9.
Plan Deductibles....................................................................................................................................................................
7
h.
Chiropractic Services.............................................................................................................................................................
7
ARTICLEX
- RETIREMENT.............................................................................................................................................8
A.
BENEFITS...................................................................................................................................................................8
B.
PUBLIC EMPLOYEES' RETIREMENT SYSTEM REIMBURSEMENT AND REPORTING.............................................................
9
ARTICLEXI
- LEAVE BENEFITS..................................................................................................................................10
A.
VACATION...............................................................................................................................................................
10
B.
SICK LEAVE.............................................................................................................................................................
11
C.
FAMILY SICK LEAVE.................................................................................................................................................
11
D.
BEREAVEMENT LEAVE..............................................................................................................................................
11
ARTICLEXII - CITY RULES..........................................................................................................................................11
ARTICLE XIII - MISCELLANEOUS...............................................................................................................................12
A. SALARY UPON APPOINTMENT................................................................................................................................... 12
B. PHYSICAL EXAMINATIONS........................................................................................................................................ 12
C. CONDITIONING TIME................................................................................................................................................ 12
ARTICLE XIV - CITY COUNCIL APPROVAL..............................................................................................................12
0032946.01 i 02/14/00 5:33 PM
O. M O
fABLE OF CONTENTS
EXHIBIT A - MSOA SALARY SCHEDULE....................................................................................................................
14
EXHIBIT B - DELTA CARE DENTAL BROCHURE.....................................................................................................
14
EXHIBIT C - DELTA DENTAL PLAN BROCHURE......................................................................................................
16
EXHIBIT D- RETIREE MEDICAL PLAN.......................................................................................................................
17
RETIREESUBSIDY MEDICAL PLAN............................................................................................................................
17
SCHEDULEOF BENEFITS..............................................................................................................................................
18
A. Minimum Eli i bilityfor Benefits.........................................................................................................................
18
B. Disability Retirees..............................................................................................................................................
18
C. Maximum Monthly Subsidy Pa my ents.................................................................................................................
18
INDEMNITY HEALTH PLAN, EMPLOYEES/RETIREES1..........................................................................................
20
RETIREE SUBSIDY MEDICAL PLAN/MISCELLANEOUS PROVISIONS.................................................................
21
A. Eli i�ity...........................................................................................................................................................21
B. Bene tts..............................................................................................................................................................
22
C. Subsidies............................................................................................................................................................22
D. Medicare............................................................................................................................................................23
E. Cancellation.. ..................:.. ................................................................................................................................23
EXHIBIT E- PERSONNEL RULE CHANGE..................................................................................................................
25
0032946.01 ii 02/14/00 5:33 PM
MEMORANDUM OF UNDERSTANDING
Between
THE CITY OF HUNTINGTON BEACH
(Hereinafter called CITY)
and
THE HUNTINGTON BEACH MARINE SAFETY OFFICERS' ASSOCIATION
(Hereinafter called ORGANIZATION or MSOA)
1=F-11iv, 1=14�
WHEREAS, pursuant to California law, the City, acting by and through its designated
representatives, duly appointed by the governing body of said city, and the representatives
of the Association, a duly recognized employee association have met and conferred in good
faith and have fully communicated and exchanged information concerning wages, hours,
and other terms and conditions of.
WHEREAS, except as otherwise expressly provided herein, all terms and conditions of this
Agreement shall apply to all employees represented by the Association, and
WHEREAS, the representatives of the City and Association desire to reduce their
agreements to writing,
NOW THEREFORE, this Memorandum of Understanding is made, to become effective
October 1, 1997 1999, and it is agreed as follows:
ARTICLE I - TERM OF MOU
This Memorandum of Understanding shall be in effect for a term commencing on
October 1, 1997 1999 and ending at midnight on September 30, 1999 2000. No further
improvements or changes in the salaries and monetary benefits of the employees
represented by the Association shall take effect during the term of this agreement and the
Association expressly waives any right to request any improvements or changes in salaries
or monetary benefits for the employees represented by the Association which would take
effect prior to October 1, 1999 2000, and the City of Huntington Beach, through its
representatives, shall not be required to meet and confer as to any such request.
0032946.01 -1- 02/14/00 5:33 PM
MSOA MOU
ARTICLE II - REPRESENTATIONAL UNIT/CLASSIFICATIONS
It is recognized that the Marine Safety Officers' Association is the employee organization
which has the right to meet and confer in good faith with the City on behalf of the employees
of the Huntington Beach Community Services Department within the following classification
and assignment titles:
Marine Safety Lieutenant
Marine Safety Officer/Boat Operator
Marine Safety Officer
ARTICLE III - MANAGEMENT RIGHTS
Except as expressly abridged or modified herein, the City retains all rights, powers and
authority with respect to the management and direction of the performance of marine safety
services and the work forces performing such services, provided that nothing herein shall
change the City's obligation to meet and confer as to the effects of any such management
decision upon wages, hours and terms and conditions of employment or be construed as
granting the Director or the City the right to make unilateral changes in wages, hours, and
terms and conditions of employment. Such rights include, but are not limited to,
consideration of the merits, necessity, level or organization of City services, including
establishing manning requirements, overtime assignments, number and location of work
stations, nature of work to be performed, contracting for any work or operation, reasonable
employee performance standards, including reasonable work and safety rules and
regulations in order to maintain the efficiency and economy desirable for the performance of
City services. The parties agree to meet and confer during the term of this agreement on
revisions, changes, modifications and additions to the Personnel Rules and/or Department
Rules when requested by City.
ARTICLE IV - EXISTING CONDITIONS OF EMPLOYMENT
Except as otherwise expressly provided herein, the adoption of this Memorandum of
Understanding shall not change existing benefits and terms and conditions of employment
which have been established in prior Memoranda of Understanding between City and the
Association.
ARTICLE V - SALARY SCHEDULE
Classification and Salary Rates -- Employees shall be compensated at monthly salary rates
by classification title and salary range during the term of this agreement as set out in
Exhibit A attached hereto and incorporated herein.
ARTICLE VI - SPECIAL PAY
A. Educational Tuition:
0032946.01 2 02/14/00 5:33 PM
MSOA MOU
1. Criteria --.The existing Marine Safety Officers' Education Incentive Plan shall be
maintained as follows:
Education
Incentive
Level
College
Units
Maximum
Training
Points
Years of
Service
Continuing Education
College Units
Required Annually
Monthl
y
Amount
1
30
10
1
6
$ 50
2
60
20
2
3
75
3
90
30
2
3
100
4
120
3
3
150
5
150
4
0
150
2. Stipulations:
a. College major shall be Marine Science, Police Science, Business
Administration, Oceanography, and Fire Science.
b. Initial eligibility must be approved by the Director of Community Services.
An acceptable yearly performance evaluation, signed by the Director of
Community Services is required. No incentive pay taken away without just
cause.
c. Training points approved by the Director may be substituted for college
units, on the following schedule: 10 of 30; 20 of 60; 30 of 90. Each twenty
hours completed of approved seminars, institutes, etc., are credited with
one training point.
d. Pay to be effective on the first of each month following approval.
e. After 120 units or B.A., approved training points may be substituted for
college units without limit.
f. Repeat college course credited as determined by the college.
g. Repeat approved seminars, institutes, etc., credited as determined by the
Director of Community Services.
h. All college units require grade of "C" or better to qualify.
i. Obtaining transcripts or other acceptable documentation is each employee's
responsibility.
0032946.01 3 02/14/00 5:33 PM
MSOA MOU
Employee may choose between approved training points or college units
where a choice is available. No change allowed once choice is made, no
double credit allowed.
B. Acting Assignment:
1. Permanent employee shall receive additional compensation for hours worked
in the higher level assignment, beginning with the first full shift of werL at the
rate of twelve and one-half percent (12 1/2%) of the employee's regular hourly
rate.
2. When formally assigned to perform in the absence of the Operations
Lieutenant or Marine Safety Chief due to vacation, compensatory time off,
sick leave and training; permanent unit employees shall be compensated for
each full hour worked at the rate specified in Paragraph B1 above.
C. Assignment Pay: Each Marine Safety Officer assigned to duty as a boat operator
(Marine Safety Officer/Boat Operator) shall receive pay as set forth in Exhibit A.
Assignment as Marine Safety Officer/Boat Operator is normally for a period of seven
months per year, at the discretion of the Director of Community Services and
assignment as the relief Marine Safety Officer/Boat Operator is normally for a period
of five months per year.
D. Holiday Pay -In -Lieu: Employees represented by the Association and actively
employed by the City, in addition to regular compensation, shall receive each month
1/12 of the total holiday hours (80) earned for the year. They shall be entitled to an
additional eight hours of pay at their regular rate for any day declared by the
President of the United States to be a national holiday, or any day declared by the
Governor of the State of California to be a state holiday, if such day is adopted by the
City Council of the City of Huntington Beach as a special holiday for City employees
(i.e., day of mourning).
E. Bilingual Skill: Permanent employees who are required by their Department
Head to use their bilingual abilities as part of their job assignment shall be paid an
additional five percent (5%) over their regular monthly salary. Employees who are
required by their Department Head to utilize the bilingual skills may be required to be'
tested and certified by the Personnel Director as to their language proficiency in
order to be eligible for said compensation. Eligibility for bilingual pay shall be
limited to the following languages; Spanish, Vietnamese, French, German,
Japanese and sign language.
ARTICLE VII - UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT
The City shall continue the existing practice of providing and replacing uniforms and safety
equipment.
0032946.01 4 02/14/00 5:33 PM
MSOA MOU
ARTICLE VIII - HOURS OF WORK/OVERTIME
A. Hours of Work Defined: For purposes of this article, approved vacation time, sick
leave and compensation time shall count as hours worked.
B. Overtime/Compensatory Time:
1. Paid Overtime -- Employees shall receive time and one half their salary rate for
all time worked in excess of forty (40) hours during any given payroll week.
2. Compensatory Time -- Employees may elect to receive compensatory time off
(to be accrued to a maximum of 120 hours) in lieu of such overtime pay.
3. Court Time:
a. Court Standby -- Employees required to be on standby for a court
appearance during other than their scheduled working hours shall receive a
minimum of two (2) hours straight time pay (including differentials) for both
morning and afternoon court sessions.
b. Court Appearance -- Employees required to appear in court during other
than their scheduled working hours shall receive a minimum of three (3)
hours pay (including differentials) at time and one half.
4. Holidays Worked -- E� ^+� OGteber 1, 1992, Employees who work on a
recognized City holiday shall be compensated at time and one-half of their base
pay for hours worked.
C. Shift Exchange: The Department shall allow employees to exchange work
schedules and shifts among those of equal rank and ability, providing prior approval
is obtained from the Department Director and the payback of the shift exchange is
completed within sixty (60) calendar days.
ARTICLE IX - HEALTH AND OTHER INSURANCE BENEFITS
A. mat Health:
1. Medical:
a. The City shall continue to provide group medical benefits to all employees
with coverage and other benefits comparable to the group medical plan
currently in effect.
2. Dental -- Employees shall continue to be covered by dental plan benefits equal
to those currently being provided by the City as modified in Exhibit B and C.
The Delta Plan shall include a twenty-five ($25) deductible per person per year.
0032946.01 5 02/14/00 5:33 PM
MSOA MOU
3. Optical -- The optical plan benefits will provide for one (1) pair of eyeglasses
every twelve (12) months, subject to the terms and conditions of the current
policy.
4. Eligibility Criteria and Cost:
a. #ea-Ith 1999 Premiums -- The Cit 1998 nnntrib Lien toward health GeSts to
be effestirve Septembe1998. The City shall contribute toward the
cost of the 1999 premium for medical, dental and vision as outlined
below.
b. Health Insurance Caps -- The City "caps" its contribution toward employee
monthly health insurance premiums by category and plan at the rate
effective January 1, 1999 2000, for the year ending December 31, 1999
2001: .
Monthly
VSP
Premiums
City Plan
HealthNet
PacifiCare
Delta
Delta Care
Safeguard
(Vision)
Dental
Employee
Only
$260.00
$170.13
$157.95
$39.01
$28.48
$16.20
$17.58
$283.28
165.06
$165.06
$36.99
$22.12
Employee +
One
526.00
372.47
346.09
7459
36.51
29.16
17.58
$560.18
$361.66
$361.66
$70.65
$37.61
Employee +
Family
644.00
489.64
456.16
105.96
55.83
37.22
17.58
$685.86
$476.68
$476.68
$100.37
$57.51
c. Employee Paid Premiums -- Employees hired prior to adeption
November 2, 1998, the City shall pay medical, dental and vision premiums
subject to 4a and 4b above.
d. Two -Tier Health Premium -- Employees hired on or after the
November 2, 1998 of this agreement, the City's contribution toward medical
insurance shall be at the highest HMO rate of (1) employee only,
(2) employee + one, or (3) employee + family.
e. Dependent Health Coverage -- The City will assume payment for dependent
health insurance, subject to paragraph 4d above, effective the first of the
month following the month during which the employee completes one (1)
year of full time continuous service with the City.
f. Medical Plan Changes Effective September 1, 1998:
1) Prescription Program -- Employee shall be required to obtain the
generic drug, if available, unless the physician specifically prescribes a
0032946.01 6 02/14/00 5:33 PM
MSOA MOU
brand name drug. If the physician does not authorize a generic
substitution, the employee is responsible only for the higher co -payment
cost. If the employee requests the brand name drug, he/she will pay
the difference between the generic and the brand name cost in addition
to the co -payment cost.
2) Outpatient Surgery - The plan will pay ninety percent (90%) for PPO.
providers and seventy percent (70%) for non-PPO providers of
allowable, usual, customary and reasonable charges after the annual
deductible has been met. This applies to outpatient surgical facilities,
outpatient services in a hospital, surgeons, anesthesiologist and all pre-
admission testing.
3) Elective Surgeries - Due to advances in medical technology, the current
Second Surgical Opinion is outdated. The Plan shall require that the
attending physician call OCPPO on all proposed, elective surgeries for
a determination of second surgical opinion requirements. OCPPO will
have the authority to waive or require a second opinion. OCPPO will
provide the patient with a list of Board Certified surgeons in the same
specialty. The charges for the second surgical consultant will continue
to be paid at one hundred percent (100%) and not subject to the
deductible.
4) Subsidized Retiree Medical - Benefits to be paid at the rate of ninety
percent (90%) for PPG's and seventy percent (70%) for Non-PPO's of
allowable, usual, customary and reasonable charges after the annual
deductible has been met.
5) The Association agrees to one HMO for the 2001 plan year.
g. Plan Deductibles - The Medical Insurance Plan deductible shall be One
Hundred Fifty Dollars ($150) per person; and the maximum deductible per
family shall be Four Hundred Fifty Dollars ($450) during any period of
benefit entitlement as described in the City's Employee Health Plan.
h. Chiropractic Services - Chiropractic limits are provided under major medical
to a maximum of 24 treatments or $2,000 per year.
B. Life Insurance:
City will provide $10,000 of term life insurance without evidence of insurability other
than evidence of working a full time duty at City cost. Optional insurance is available
at the employee's own cost.
C. Accidental Death and Dismemberment Insurance:
0032946.01 7 02/14/00 5:33 PM
MSOA MOU
1. The existing long-term disability program provided employees by the City shall
remain in effect. This program provides for each incident of illness or injury, pay
up to sixty (60) calendar days at the employee's salary rate (excluding overtime
but including any special pay in effect at the time of illness of injury). After the
sixty (60) calendar day period, the employee will be covered by an insurance
plan paid for by the City which will provide 66 2/3% of the employee's salary
rate (excluding overtime and any special pay) up to a maximum of $10,000 a
month in accordance with the following:
Disability Due to
Accident
Disability Due to
Illness
First 60 Days
Regular Pay
Regular Pa
Next 24 Months
66 2/3% of Base Pay
66 2/3% of Base Pa
To age 65
66 2/3% of Base Pay
None
Days and months refer to calendar days and months.
2. Plan integrated with Worker's Compensation, Social Security and other non -private
program benefits to which entitled.
3. Disability is defined as the inability to perform all of the duties of regular occupation
during two (2) years and thereafter the inability to engage in any employment or
occupation for which he is fitted by reason of education, training or experience.
4. Rehabilitation benefits are provided in the event the individual, due to disability, must
engage in other occupation. Plan will provide 66 2/3% of difference between regular
pay and pay of other occupation.
5. Survivors' benefit continues plan payment for three (3) months beyond death.
6. The terms and conditions of the disability insurance coverage are set forth in the
policy, a copy of which is on file in the Personnel Division of the Administrative
Services Department. In the event of any conflict between the policy and this article,
the policy shall control. The City may change insurance companies, policies, or self -
insure this benefit, provided that the plans shall remain comparable to that currently
in effect.
ARTICLE X - RETIREMENT
A. Benefits:
1. Public Employees' Retirement System: The. City will provide, for all employees
represented by the Association whose retirement is effective or whose death
occurs after July 1, 1978, Public Employees' Retirement System retirement
benefits computed by utilizing the two percent (2%) at age fifty (50) formula
commonly referred to as the California Highway Patrol Retirement Plan.
0032946.01 8 02/14/00 5:33 PM
MSOA MOU
2. Self -Funded Supplemental Retirement Benefit: In the event a member elects
Option #2 (Section 21333) or Option #3 (Section 21334) of the Public
Employees' Retirement Law, and the member is a unit employee who was hired
before the adoption of this MOU, the City shall pay the difference between such
elected option and the unmodified allowance which the member would have
received for his or her lift alone. This payment shall be made only to the
member, shall be payable by the City during the life of the member, and upon
that member's death, the City's obligation shall cease. The method of funding
this benefit shall be at the sole discretion of the City. This benefit is vested for
employees GOyered by this agreement hired before November 2, 1998. All unit
employees hired on or after the adoption of this nnni i November 2, 1998 shall
not be eligible for this benefit. (Note: The options provide that the allowance is
payable to the member until his or her death, and then either the entire
allowance (Option #2), or one-half of the allowance (Option #3) is paid to the
beneficiary for life).
3. Medical Insurance for Retirees:
a. Upon retirement (whether service or disability) each employee shall have
the following options in regards to medical insurance under City sponsored
plans:
1) With no change in benefits, retirees can stay in the City's Employee
Health Plan or an HMO plan offered by the City at the retiree's own
expense for the maximum time period required by Federal Law
(COBRA), or
2) Employees retiring after approval of this MOU may participate in the
Retiree Medical Plan described in Exhibit C.
3) Employees who have been placed on industrial disability retirement
subsequent to January 31, 1974 shall be eligible to continue to
participate in the existing group medical benefit plan at their own cost.
Participation shall cease upon the earliest of the following:
a) The expiration of three (3) calendar years following the date of the
industrial disability retirement, and
b) The retiree obtaining eligibility for coverage under a comparable
medical plan. Retirees who cease to participate may exercise any
conversion privileges then in existence.
B. Public Employees' Retirement System Reimbursement and Reporting:
Employees' Contribution: Each employee covered by this agreement shall be
reimbursed an amount equal to 9% of the employee's base salary plus education
0032946.01 9 02/14/00 5:33 PM
MSOA MOU
incentive pay as pickup of a portion of each employee's PERS contribution. The
above PERS pickup is not base salary but is done pursuant to Section 414(h)(2) of
the Internal Revenue Code.
ARTICLE XI - LEAVE BENEFITS
A. Vacation:
The purpose of annual vacation is to provide a rest period which will enable each
employee to return to work physically and mentally refreshed.
1. Accrual: Permanent employees in City service, having an average work week of
forty (40) hours, shall accrue annual vacations with pay in accordance with the
following:
Years of Service
Vacation Allowance
First through Fourth Year
112 hours
Fifth through Ninth Year
136 hours
Tenth through Fourteenth Year
160 hours
Fifteenth Year and Thereafter
192 hours
2. Eligibility and Permission:
a. All employees shall be entitled to annual vacation with pay except under the
following circumstances:
1) Employees who have not completed six (6) months continuous service
with the City.
2) Employees who work less than full-time.
3) Employees on leave of absence.
b. For the purpose of computing vacation, an employee's anniversary date
shall be the most recent date on which he commenced full-time City
employment.
c. No vacation may be taken until the completion of six (6) months of service.
Permanent, part-time employees assigned a work schedule of less than 30
and more than 20 hours per week shall receive vacation in one-half the
amounts set forth above. Employees assigned to a work week of less tan
40 and more than 30 hours per week shall receive vacation in three -fourths
the amounts set forth above.
0032946.01 10 02/14/00 5:33 PM
MSOA MOU
d. No employee shall be permitted to take a vacation in excess of actual time
earned and vacation shall not be accrued in excess of 320 hours.
Vacations shall be taken only with permission of the department head;
however, the department head shall schedule all vacations with due
consideration for the wish of the employee and particular regard for the
need of the department.
3. Conversion to Cash -- An employee may elect to take up to 80 hours of pay per
fiscal year for accrued vacation in lieu of time off. It is the intent of the parties
that employees will take vacation during the fiscal year.
a. Cash Advance -- Upon two week written notification to the Director of
Finance, each employee shall be entitled to receive his earned vacation
pay, less deductions, in advance, prior to his regular scheduled annual
vacation. Such advancements are limited to one during each employee's
anniversary year.
b. Pay -Off at Termination -- No employee shall be paid for unused vacation
other than upon termination of employment at which time such terminating
employee shall receive compensation at his current salary rate for all
unused, earned vacation to which he is entitled up to and including the
effective date of his termination.
B. Sick Leave:
As of July 31, 1974, all sick leave accumulation was frozen for purposes of payoff
upon termination and no additional time will be accumulated. Salary continuation for
approved sick leave is covered under Article IX.D above.
C. Family Sick Leave:
Sick leave may be used for an absence due to illness of the employee's spouse or
child when the employee's presence is required at home, provided that such
absences shall be limited to five (5) days per calendar year.
D. Bereavement Leave:
Employees shall be entitled to Bereavement Leave not to exceed three (3) working
days per calendar year in instance of death in the immediate family. Immediate
family is defined as father, mother, sister, brother, spouse, children, stepfather,
stepmother, stepsisters, stepbrothers, mother-in-law, father-in-law, or stepchildren, or
grandparents.
ARTICLE XII - CITY RULES
The City and the Association agree to implement the rule changes and accordingly revise
the Personnel Rules as described in Exhibit E.
0032946.01 11 02/14/00 5:33 PM
MSOA MOU
ARTICLE XIII - MISCELLANEOUS
A. Salary Upon Appointment:
When an appointment of a recurrent lifeguard to the classification of Marine Safety
Officer occurs, the salary step upon appointment shall be determined in the same
manner as salary step upon promotions under the City's Personnel Rules.
B. Physical Examinations:
The City agrees to pay for bi-annual physical examinations, to include stress EKG,
when authorized by the Department Head, with the understanding that results thereof
may be utilized for corrective, action and the determination of the employee's
continued ability to perform duties of the position. A copy of the physical examination
shall be provided to the employee upon his request.
C. Conditioning Time:
Unit employees may be allowed up to one hour on each regularly scheduled shift to
be used for physical conditioning.
ARTICLE XIV - CITY COUNCIL APPROVAL
It is the understanding of the City and the Association that this Memorandum of
Understanding is of no force or effect whatsoever unless and until adopted by Resolution of
the City Council of the City of Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of
Understanding this day of , 1998 2000.
CITY OF HUNTINGTON BEACH
A Municipal Corporation
In
Ray Silver
City Administrator
as
John P. Reekstin
Director of Administrative Services
in
William H. Osness
Personnel Director
am
in
in
HUNTINGTON BEACH
MARINE SAFETY OFFICERS' ASSN.
0032946.01 12 02/14/00 5:33 PM
MSOA MOU
Daniel Cassidy
Chief Negotiator
APPROVED AS TO FORM
Gail Hutton
City Attorney
Mark Reid
MSOA Representative
0032946.01 13 02/14/00 5:33 PM
MSOA MOU
EFFECTIVE JANUARY 8, 2000
4532
Marine Safety Officer
438
3359
3545
3739
3945
4462
4534
Marine Safety Officer/Boat Operator
463
3803
4013
4.2-33
4465
4744
1560
Marine Safety Lieutenant
485
4247
4484
4.72�
4987
5264
4532
Marine Safety Officer
444
3459
3650
3851
4062
4286
4534
Marine Safety Officer/Boat Operator
469
3922
4137
4364
4603
4856
1560
Marine Safety Lieutenant
491
4374
4615
4868
5135
5418
EFFECTIVE APRIL 1, 2000
4532
Marine Safety Officer
450
3565
3761
3967
4186
4416
4534
Marine Safety Officer/Boat Operator
475
4038
4260
4494
4742
5002
1560
Marine Safety Lieutenant
497
4508
4756
5018
5293
5584
EXHIBIT B
DELTA CARE DENTAL PLAN BROCHURE
0032946.01 -14- 02/14/00 5:33 PM
MSOA MOU
A copy of the Delta Dental Plan Brochure
may be obtained from the
Personnel Division
0032946.01 15 02/14/00 5:33 PM
MSOA MOU
EXHIBIT C
DELTA DENTAL DENTAL PLAN BROCHURE
A copy of the Delta Care Plan Brochure
may be obtained from the
Personnel Division
0032946.01 16 02/14/00 5:33 PM
MSOA MOU
EXHIBIT D
RETIREE SUBSIDY MEDICAL PLAN
An employee who has retired from the City shall be entitled to participate in the City sponsored
medical insurance plans and the City shall contribute toward monthly premiums for coverage in
an amount as specified in accordance with this Plan, provided:
A. At the time of retirement the employee has a minimum of ten (10) years of continuous
City service or is granted an industrial disability retirement; and
B. At the time of retirement, the employee is employed by the City; and
C. Following official separation from the City, the employee is granted a retirement
allowance by the California Public Employees' Retirement System.
The City's obligation to pay the monthly premium as indicated shall be modified
downward or cease during the lifetime of the retiree upon the occurrence of any one of
the following-
1. During any period the retired employee is eligible to receive or receives
health insurance coverage at the expense of another employer, the
payment will be suspended. "Another employer" as used herein means
private employer or public employer or the employer of a spouse. As a
condition of being eligible to receive the premium contribution as set forth
in this plan, the City shall have the right to require any retiree to annually
certify that the retiree is not receiving or eligible to receive any such health
insurance benefits from another employer. If it is later discovered that a
misrepresentation has occurred, the retiree will be responsible for
reimbursement of those amounts inappropriately expended and the
retiree's eligibility to receive further benefits will cease.
2. On the first of the month in which a retiree or dependent reaches age 65 or
on the date the retiree or dependent can first apply and become eligible,
automatically or voluntarily, for medical coverage under Medicare (whether
or not such application is made) the City's obligation to pay monthly
premiums may be adjusted downward or eliminated. Benefit coverage at
age 65 under the City's medical plans shall be governed by applicable plan
document.
3. In the event the Federal Government or State Government mandates an
employer -funded health plan or program for retirees, or mandates that the
City make contributions toward a health plan (either private or public) for
retirees, the City's contribution rate as set forth in this plan shall first be
applied to the mandatory plan. If there is any excess, that excess may be
0032946.01 17 02/14/00 5:33 PM
MSOA MOU
applied toward the City medical plan as supplemental coverage provided
the retired employee pays the balance necessary for such coverage, if any.
4. In the event of the death of any employee, whether retired or not, the
amount of the retiree medical insurance subsidy benefit which the
deceased employee was receiving at the time of his/her death would be
eligible to receive if he/she were retired at the time of death, shall be paid
on behalf of the spouse or family for a period not to exceed twelve (12)
months.
SCHEDULE OF BENEFITS
A. Minimum Eligibility for Benefits - With the exception of an industrial disability
retirement, eligibility for benefits begin after an employee has completed ten (10) years of
continuous service with the City of Huntington Beach. Said service must be continuous unless
prior service is reinstated at the time of his/her rehire in accordance with the City's Personnel
Rules.
B. Disability Retirees - Industrial disability retirees with less than ten (10) years of
service shall receive a maximum monthly payment toward the premium for health insurance of
$121 after 1 011 1Qa Payments shall be
in accordance with the stipulations and conditions which exist for all retirees. Payment shall
not exceed dollar amount which is equal to the full cost of premium for employee only.
C. Maximum Monthly Subsidy Payments - All retirees, including those retired as a
result of disability whose number of years of service prior to retirement exceeds ten (10), shall
be entitled to maximum monthly payment of premiums by the City for each year of completed
City service as follows:
0032946.01 18 02/14/00 5:33 PM
MSOA MOU
Maximum Monthly Payment
for Retirements After:
Years of Service
1Oil 187
10/4a88
9
10/16/92
10
$ 49
$--80
$-121
$ 121
11
44
88
4-32
136
12
48
97
445
151
13
53
4-05
4-58
166
14
57
1 4-3
47-0
181
15
64-
4-22
4-82
196
16
65
-30
495
211
17
69
1-38
207
226
18
73
4-46
220
241
19
77
455
232
256
20
84-
4-63
244
271
21
86
4-74
257
286
22
90
1-7-9
269
300
23
94
4W
282
315
24
98
496
294
330
25
4-02
204
306
344
26
406
24-3
31-9
27
44-0
221-
334
28
445
229
344
Note: The above payment amounts may be reduced each month as dependent eligibility
ceases due to death, divorce or loss of dependent child status. However, the amount shall not
be reduced if such reduction would cause insufficient funds needed to pay the full premium for
the employee and the remaining dependents. In the event no reduction occurs and the
remaining benefit premium is not sufficient to pay the premium amount for the employee and
the eligible dependents, said needed excess premium amount shall be paid by the employee.
0032946.01 19 02/14/00 5:33 PM
MSOA MOU
INDEMNITY HEALTH PLAN, EMPLOYEES/RETIREES'
0
J
6
70% of 1 GR after ded Gfible
$1 ,5�s/00�
W3, 000
UAUiZlI W _ �3TTl.?Fre TW e7l rl
Benefits1 City Plan - Employees City Plan - Subsidized
Non -Subsidized Retirees Retirees
COBRA -eligibles
Deductible per person $150 $200
Deductible per family $450 $500
Maximum Out of Pocket $1000 per person $1500 per person
$2000 per family $3000 per family
Note: Retirees who elect to participate in Health Net or Family Health Plan (FHP) shall be
entitled to benefits of the program chosen.
' This summary lists only those benefit provisions that differ between active and subsidized Retiree Plans. The
Employee Health Plan Document should be consulted for detailed questions about specific benefits. Benefits
are subject to modification through the meet and confer process.
0032946.01 20 02/14/00 5:33 PM
MSOA MOU
h
RETIREE SUBSIDY MEDICAL PLAN/MISCELLANEOUS PROVISIONS
1. The effective start-up date of the Retiree Subsidy Medical Plan for the
various employee groups shall be the first of the month following retirement
date.
2. A retiree may change plans, add dependents, etc., during annual open
enrollment. Personnel shall notify covered retirees of this opportunity each
year.
3. Years of service computed for the Retiree Subsidy Medical Plan are actual
years of completed service with the City of Huntington Beach.
4. When a retiree is eligible for medical plan coverage at the expense of
another employer due to post -retirement employment of the retiree or
spouse of the retiree, the retiree and his/her spouse must take that
coverage regardless of benefit level and shall be deleted from any City
Plan coverage. Exceptions to this requirement are limited to the following:
a. A retiree is not required to enroll in such "other" medical plan
coverage if there is significant disparity between the benefits provided
by the "other" medical plan and the Retiree Subsidy Medical Plan as
defined below. "Significant disparity" means coverage available under
the "other" medical plan is restrictive or limited in one or more of the
following ways:
1) No in -patient hospitalization coverage.
2) No major medical benefits
3) Annual deductible is $1,000 or greater per person.
4) Major medical benefits are paid at 60% or less of covered
expenses.
b. The Risk Manager will have the authority to provide additional
exceptions following review of the "other" medical plan policy.
Exceptions will be made only if the "other' medical plan benefit
provisions are comparable to the guidelines under B above.
c. Miscellaneous Provisions-
1. Benefits provided under the Retiree Subsidy Medical Plan will
be coordinated with the "other" medical plan as the primary
carrier.
0032946.01 21 02/14/00 5:33 PM
MSOA MOU
2. The City shall have the right to require any retiree to provide a
copy of the "other" medical plan policy for review by the
Risk Manager.
5. When a retiree becomes eligible for the other group coverage and then
becomes no longer eligible, he/she may have the subsidy reinstated and
regain Retiree Subsidy Medical Plan coverage.
6. Dependents of a retiree may follow him/her into the Retiree Subsidy
Medical Plan or they may choose to exercise COBRA rights along with the
retiree.
7. When a retiree becomes 65 and has eligible dependents under 65, said
dependents are eligible to exercise COBRA rights.
8. When a retiree is under 65 and his/her spouse is over 65, the spouse is not
covered.
B. Benefits:
1. Retiree Subsidy Medical Plan includes Managed Health Network (MHN),
Prescription Card System (PCS), Orange County Preferred Provider
Organization (OCPPO) and Medical Stop Loss insurance.
2. City Plans are the primary payer for active employees age 65 and over,
with Medicare the secondary payer. Retirees age 65 and over have no City
Plan options and are eligible only for Medicare.
3. Premium payments are to be received at least one month in advance of the
coverage period.
C. Subsidies:
1. The subsidy payments will pay for:
a. Retiree Subsidy Medical Plan.
b. Health Net.
c Family Health Plan (FH- ) pacifiCare.
d. Part A of Medicare for those retirees not eligible for paid Part A.
2. Subsidy payments will not pay for:
a. Part B Medicare.
0032946.01 22 02/14/00 5:33 PM
MSOA MOU
b. Regular City Employee Indemnity Plan.
c. Any other employee benefit plan.
d. Any other commercially available benefit plan.
e. Medicare supplements
3. Employees who retire on or after the following dates shall be eligible for the
subsidy based on years of completed service with the City.
October 1, 1987: MEO, MEA, POA, MSOA, FA and PMA.
July 1, 1988: Non -Represented.
Retirees who retire prior to the above dates are not eligible for any subsidy
benefit.
D. Medicare:
1. All persons are eligible for Medicare coverage at age 65. Those with
sufficient credit quarters of Social Security will receive Part A of Medicare
at no cost. Those without sufficient credited quarters are still eligible for
Medicare at age 65, but will have to pay for Part A of Medicare if the
individual elects to take Medicare. In all cases, Part B of Medicare is paid
for by the participant.
2. When a retiree and his/her spouse are both 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.
E. Cancellation:
1. For retirees/dependents eligible for paid Part A of Medicare, the following
cancellation provisions apply:
a. Coverage for a retiree under the Retiree Subsidy Medical Plan will be
eliminated on the first day of the month in which the retiree reaches
age 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.
0032946.01 23 02/14/00 5:33 PM
MSOA MOU
b. Dependent coverage will be eliminated upon whichever of the
following occasions comes first:
1) After 36 months of COBRA continuation coverage, or
2) When the covered dependent reaches age 65 in the event
such dependent reaches age 65 prior to the retiree reaching
age 65.
c. At age 65 retirees are eligible to make application for Medicare. Upon
being considered "eligible to make application", whether or not
application has been made for Medicare, the Retiree Subsidy Medical
Plan will be eliminated.
2. See provisions under "Benefits"," Subsidies", and "Medicare" for those
retirees/dependents not eligible for paid Part A of Medicare.
3. Retiree Subsidy Medical Plan and COBRA participants shall be notified of
non-payment of premium by means of a certified letter from Personnel in
accordance with provisions of the Memorandums of Understanding.
4. A retiree who fails to pay premiums due for coverage and is in arrears for
sixty (60) days shall be terminated from the Plan and shall not have
reinstatement rights.
0032946.01 24 02/14/00 5:33 PM
MSOA MOU
EXHIBIT E
A. Personnel Rules
The City and the Association agree to implement the following rules and accordingly
revise the Personnel Rules as described herein:
1. Rule 5 — Recruitment and Examination Procedure
a) 5-4 — Order of Certification
Whenever certification is to be made, the eligibility lists, if active and not
exhausted shall be used in the following order"
1) Re-employment list
2) Promotional list
3) Employment List
If fewer than five (5) names of persons willing to accept appointment are
on the list from which certification is to be made, then additional eligibles
shall be certified from the various lists next lower in order of preference
until five (5) names are certified. If there are fewer than five (5) names on
such lists, there shall be certified the number thereon. In such case, the
appointing authority may demand certification of five (5) names and
examinations shall be conducted until five (5) names may be certified. In
the event the appointing authority does not choose to appoint from the
five (5) names certified, a new examination may be requested. In the
event another examination is conducted, those names shall be merged
with others already on the list in order of scores.
b) 5-14 — Promotional Exams
Promotional examinations may be conducted whenever, in the opinion of the
Personnel Director, after consultation with the department head, the need of
the service so requires; provided, however, a promotional examination may not
be given unless there are two (2) or more candidates eligible. Only employees
who meet the requirements for the vacant position may compete in
promotional examinations. Promotional examinations may include any of the
selection techniques, or any combination thereof, mentioned in Section 5-13.
Additional factors including, but not limited to, performance rating and length
of service may be considered. A promotional employment list shall be
established after the administration of a promotional examination, and such list
shall contain the name(s) of those that passed the examination.
c) 5-20 — Duration of Employment Lists
Employment lists shall remain in effect for one (1) year from the date of the
last examination, unless sooner exhausted. Promotional lists and entry level
employment lists may be extended prior to expiration date by the Personnel
Director when requested by the Department Head, for additional periods but in
0032946.01 25 02/14/00 5:33 PM
MSOA MOU
no event shall an employment list remain in effect for more than two-(2) years.
Names placed on such lists shall be merged with others already on the list in
order of scores.
2. Rule 7 — Discipline
a) 7-2 — Causes for Discipline
12) AddffiGtinn to the use of narr•oilGS or habit forming drugs, use or illegal of
dangerous drugs. Possession, use or sale of illegal narcotics or
habit-forming drugs, while on -duty or on City property.
turpitude. A plea or guHty, er a GonvqGt;en following a plea ef
sect+en. Conviction of any felony or a misdemeanor with a job
nexus. A plea or verdict of guilt, or a conviction following a plea of
nolo contendere, is deemed to be a conviction within the meaning
of this section.
15) Participating in an unlawful strike, work stoppage, slowdown, or using
or attempting to use sick leave to accomplish the same purpose as a
strike, work stoppage, or slowdown.
3. Rule 8 — Termination
■_
..
- - - --
-
- - - e - --
- -
OW
_ . r
91711PROMM _
0032946.01 26 02/14/00 5:33 PM
MSOA MOU
lop
. r
ge
.........
W-Ma My: MA
Cie*
a) 8-1 — Medical Examination. Evaluation of Employee's Work Capacity.
Demotion, Transfer or Termination of Appointment
At any time a department head has reasonable cause to believe that an
employee may not be able to perform the duties of his/her position for
physical or psychological reasons, such department head shall consult
with the Personnel Director regarding such belief. If the Personnel
Director concurs, the department head may order the employee to submit
to a medical or psychological examination. The employee shall be
offered the opportunity, in writing, to select from a panel of three to five
physicians or psychologists to conduct the examination. The cost of
such examination shall be paid by the City and, to the extent practicable,
shall be scheduled during the work hours with no loss of pay. The
examiner and the employee shall be advised of the basis for the
Department Head's belief that the employee is unable to perform the
duties of his/her job. The examination shall be restricted to the specific
issue, which gave rise to the request for an examination. The report of
the examiner shall be limited to a conclusion that the employee is either
able or unable to perform the duties of his/her job.
The department head shall review the medical or psychological report
and shall consult with the Personnel Director regarding the physician's
assessment of the employee's ability to perform the duties of his/her
position. Any decision regarding such employee shall be made in
accordance with the Americans with Disabilities Act.
Notwithstanding any other provision of this rule, an employee being
evaluated for medical or psychological fitness to perform the duties of
0032946.01 27 02/14/00 5:33 PM
MSOA MOU
his/her position may apply for another position in the competitive service
for which he/she has qualified. If such employee is qualified and can
perform the duties of a lower paying vacant position for which he/she has
applied, he/she will be placed in such position, without competitive
examination, subject to the approval of the department head.
(The City and Association agree to meet biannually to discuss the 8-1
process).
b) 8-3 — Layoff in Accordance with Length of Service
The City and the Association agree that the first sentence in Personnel Rule 8-
3 shall be modified to read as follows: Layoff shall be made in accordance
with the relative length of the last period of continuous service of the
employees in the class of layoff, provided, however, that no permanent
employee shall be laid off until all temporary, acting and probationary
employees in the competitive service holding positions in the same class are
first laid off.
c) 8-11 — Re -Employment
With the approval of the Personnel Director, an employee who has resigned in
good standing from the competitive service may be re-employed to his/her
former position, if vacant, or to a vacant position in the same or comparable
class within one (1) year from date of resignation in accordance with Rule 5-
21. If such re-employment commences within ninety days of the effective date
of resignation, the employee shall not be considered a new employee for
vacation and seniority purposes.
5. Rule 12 — Classification Plan
a) 12-10 — Temporary Employees
terny. Employment on a basis other than permanent or probationary
to a permanently budgeted position not to exceed 1000 hours in any
twelve (12) month period. Employees occupying temporary positions shall
not be included in the competitive service and shall not be subject to these
rules and regulations.
6. Rule 14 — Additional Pay and Pay Adjustments
a) 14-6 — Salary Advancements to Meet Recruiting Problems or to Give Credit for
Prior Service. Application for Other Advancements
The Personnel DoreGtor Department Head, through the Personnel Director
and with the approval of the City Administrator may autherT a payment
make an appointment at any step above the minimum salary rate to classes
or positions in order to meet recruiting problems to obtain a person who has
extraordinary qualifications, tO ^erred salami inequities resulting from aGtinn_s
0032946.01 28 02/14/00 5:33 PM
MSOA MOU
by department heads or to give credit for prior city service in connection with
appointments, promotions, reinstatements, transfers, reclassifications, or
demotions. Other Salary adjustments within the salary range for the class,
other than merit salary adjustments authorized by Section 14-1, may be
approved made by the Personnel Beard City Administrator, upon
recommendation of appliGatinn by the department head through the
Personnel Director. Such recommendation shall include the reason(s) for
the adjustment, whether the advancement is to be permanent or
temporary, and an effective date. transmitted to the Bc)aFd by the Personnel
DireGtGF �eget,,er with his re mmyannem�s within the salary
vn-cG tl7r,-cv�Ct1-Fc..�i c.�r�-rr r r �
range autherized by this rule may be either permanent er temporary, and may
he effective as of the dote of nonliGatinn for sU Gh nhonge
- - .......... e
- - -
1.r_'VLN-
�-
M. 2
IMEMM - -
+
-
-
-
b) 18-16 — Industrial Accident Leave
In the event a permanent employee, who is a miscellaneous member of
the Public Employees' Retirement System (PERS), is temporarily totally
disabled as a result of an injury or illness arising out of and in the course
of employment and covered by the State of California Workers'
Compensation Insurance and Safety Act, resulting light duty assignments
due to the injury or illness or absences from work shall be considered
Industrial Accident Leave as that term is defined by this rule.
A permanent employee eligible for Industrial Accident Leave shall receive
compensation from the City in an amount equal to the employee's regular
rate of salary during such period of temporary total disability. Benefits
received under this rule shall be in lieu of statutory Workers'
Compensation benefits. Industrial Accident Leave shall continue during
all absences resulting from the injury or illness, including those
0032946.01 29 02/14/00 5:33 PM
MSOA MOU
absences attributable to doctor's appointments, therapy, or other follow-
up medical visits, but in no case exceeding one year of accumulated
absences attributable to the same injury or illness. In the event an
employee is temporarily, totally disabled by coinciding qualifying injuries
or illnesses, periods of absences shall be applied concurrently to all
qualifying injuries or illnesses.
Industrial Accident Leave compensation shall begin on the first day an
eligible employee is absent due to a qualifying injury or illness as defined
above. Industrial accident Leave compensation will terminate on the
earliest of the following:
1) The date upon which the injury or illness giving rise to eligibility for
compensation under this rule is declared permanent and stationary
by a treating or examining physician; or
2) The date PIERS approves an application for disability retirement
benefits filed by the employee or by the City; or
3) The employee receives thirty (30) days advance notice and refuses
to submit to a medical examination ordered by PERS pursuant to
Government Section 21154 or otherwise refuses to cooperate with
PIERS in determining whether the employee is incapacitated for the
performance of duty; or
4) The employee receiving Industrial Accident Leave Compensation
applies for service -connected retirement benefits; or
5) The employment of the affected employee is otherwise separated.
If an injured worker remains temporarily disabled after receiving one year
of Industrial Accident Leave for accumulated absences or light duty work
attributable to the same injury or illness, the employee will receive
temporary total disability benefits as specified by the State of California
Workers' Compensation Insurance and Safety Act. Any period of time
during which an employee is absent from work by reason of injury or
illness for which he or she is entitled to receive Industrial Accident Leave
compensation will not constitute a break in continuous service for the
purposes of salary adjustments, sick leave, vacation accruals, and length
of service computation.
In the event an employee who is receiving or has received Industrial
Accident Leave compensation makes a claim or initiates legal action
against a third party for allegedly causing or contributing to the injury or
illness resulting in the inability to work, the employee is required to notify
in writing the City's Risk Management Division of the claim or
0032946.01 30 02/14/00 5:33 PM
MSOA MOU
commencement of such action within ten (10) days of the claim or such
commencement. The City retains its rights of subrogation in all such
instances.
c) 18-19 — Maternity Leave
The City and the Association agree to modify the present Personnel Rule 18-
19 Maternity Leave to read as follows: "A permanent employee shall be
entitled to a leave of absence without pay due to inability to work due to
pregnancy. The employee will be entitled to use available sick leave during
this period. Said leave must be requested in writing from the Department Head
and must include written notification from the employees physician stating the
last day the employee may work and the estimated duration of leave. The
employee must obtain written authorization to return to work from the attending
physician. Said authorization must be filed with the Department Head and the
Personnel Director."
8. Rule 19 — Grievance Procedure Non -Disciplinary Matters
a) 19-5 Grievance Procedure
1) Step 4 — City Administrator
If the grievance is not settled under Step 3, the grievance may be
presented to the City Administrator in accordance with the following
procedure: Within fifteen (15) days after the time the decision is
rendered under Step 3 above, a written statement of the grievance shall
be filed with the Personnel Director who shall act as hearing officer and
shall set the matter for hearing within fifteen (15) days thereafter and
shall cause notice to be served upon all interested parties. The
Personnel Director, or his representative, shall hear the matter de novo
and shall make recommended findings, conclusions and decision in the
form of a written report and recommendation to the City Administrator
within five (5) days following such hearing. The City Administrator may,
in his discretion, receive additional evidence or argument by setting the
matter for hearing within ten (10) days following his receipt of such
report and causing notice of such hearing to be served upon all
interested parties.
Within five (5) days after receipt of report, or the hearing provided for
above, if such hearing is set by the City Administrator, the City
Administrator shall make written decision and cause such to be served
upon the employee or employee organization and the Personnel
Director.
2) Step 5 — Personnel Board Hearing
0032946.01 31 02/14/00 5:33 PM
MSOA MOU
Hearing. As soon as practicable thereafter, the Personnel Director shall
set the matter for hearing before a hearing officer either selected by
mutual consent of the parties or from a list provided by the Personnel
Commission. Ratification of the hearing officer selected by mutual
consent of the parties, if from a list approved by the Personnel
Commission, shall not require separate approval or -ratification by the
Personnel Commission. The hearing officer shall hear the case and
make recommended findings, conclusions and decision in the form of a
written report and recommendation to the Personnel Commission. In
lieu of the hearing officer process, the Personnel Commission may
agree to hear a case directly upon submission of the case by mutual
consent of the parties.
9. Rule 20 — Review DrOGedl lros in Disciplinary Matters Procedure and Appeal
a) 20-1 — Purpose
The purpose of this rule is to provide a procedure for recommending and
imposing discipline against City employees, and a means by which an
grievances—ef employees arising of disGiplinary matter— may be
Gensl i) rl s�orl and resolved '4level r�lncoci to the nnint norvr�igi�n
matters EAyered by Rule 19 of this rosoli i}inn may administratively appeal
any such disciplinary action.
divi-
e - -
IN _10 No I. I - M��
MAAV_ AA AA AA 3W.%M1. W-MI 2 W1. 2
r _ E
Mr.r."M �1 r-"- ITMW
AA
_ _ _
_ _ _ _
0032946.01 32 02/14/00 5:33 PM
IN _10 No I. I - M��
MAAV_ AA AA AA 3W.%M1. W-MI 2 W1. 2
r _ E
Mr.r."M �1 r-"- ITMW
AA
_ _ _
_ _ _ _
0032946.01 32 02/14/00 5:33 PM
MSOA MOU
sud- re�uest, shall rneet
the requested diku
with ernpleyee when so and
I.le-1 W-21.010.
ROOM
NO
b) 20-2 — Disciplinary Procedures
1) Notice of Proposed Adverse Action
For disciplinary demotions, suspensions or dismissals, an
employee shall be given served a written Notice of Proposed
Adverse Action by the employee's department head, or his/her
designee, or by certified mail, prior to the proposed disciplinary
action taking effect. The notice shall state the reasons for and
charges upon which the proposed action is based, and the
effective date of the action the right to respond and the employer's
right to representation. A copy of all materials upon which the
proposed action is based shall be attached to the notice.
2) Employee's Right to Respond
0032946.01 33 02/14/00 5:33 PM
MSOA MOU
The employee shall be given a minimum of ten (10) calendar days
to respond orally and/or in writing to the charges upon which the
proposed action is based. The employee's response shall be
made to and/or before his/her department head.
3) Time Off
The employee shall be given reasonable time off with pay to attend
disciplinary meetings.
4) Final Notice of Decision
After an employee has responded to or waived his/her right to
respond to the proposed adverse action, the employee shall be
served with a final Notice of Decision from his/her department
head. The final written Notice of Decision shall state whether or
not the proposed action shall be taken or modified, and the
reasons therefore and effective date or the action.
c) 20-53 — Appeal to Personnel Eeard Commission
if the the grioGvanGe is not settled under t i+ Disciplinary action involving
the termination, suspension, demotion or other reduction in pay may be
appealed to the Personnel Beard Commission for de novo hearing and final
determination in accordance with the following procedure:
1) Request for Appeal
Within five (5) days after the t;;ne decisien is rendered under Stop 3
above employee's receipt of a final Notice of Discipline, a written
statement of nrie.,an^e request for an appeal to the Personnel
Commission shall be filemed with submitted to the Personnel Director.
Si �G_stat statement r eyance shall cot forth in detail the nature of the-
`QQ TQLeT7TLITL�f�v�-FAITGG shall l-li-r-GI�JCUT7�TT�1-f l7l GfTe �7-ZTTG
g-evame� contentions of the nleyee and the nreposed solution
rr �QT IV V v—�rT
vor rle-... minatien
2) Hearing
As soon as practicable thereafter, the Personnel Director shall set the
matter for hearing before a hearing officer. The hearing officer shall
hear the case without the Board and shall make recommended findings,
conclusions and decision in the form of a written report and
recommendation to the Board.
3) Final Decision
The Board shall consider the written report and recommendations of the
hearing officer and after due deliberation in executive session, shall
render a decision in the matter which shall be final and binding on all
parties, and from which there shall be no further appeal.
d) 20-64 — Supplemental Hearing by Personnel Board
0032946.01 34 02/14/00 5:33 PM
MSOA MOU
1) The Board may, in its sole discretion, after it has received the written
report and recommendation of the hearing officer, set the matter for
private hearing for the purpose of receiving additional evidence or
argument. In the event the Board sets a private hearing for such
purposes, the Personnel Director shall give written notice to all parties
concerned in such matter.
2) The Board, following a consideration of the hearing officer's written
report and recommendation and deliberation thereon and any
supplemental hearing before the Board, shall make findings,
conclusions and decisions which shall be final and binding on all parties
and from which there shall be no further appeal.
R. :v
-_ -.
...
.&7�
09Employee on Pending Final Determinatign Appeal
Notwithstanding the provisions of Rule 7, Section 7-4 (Suspension with Pay),
the disciplinary actionof -head,Administrator
department head is involved, shall be effective pending review by the
appellate authority, and no employee shall be entitled
said period unless the s- of the department headAdministratormodified by suGh appellate authority to provide s
The appellateorder - - - the employ
demotion er dismissal an appeal to the Personnel Commission.
10. Rule 21 —Grievance Procedures -General
a) 21-7 Hearing Officers
The hearing officer provided for in Rules 19 and 20 shall be from a list
provided by the Personnel Commission or one selected by mutual consent of
the parties.
e b) 21-12 Time. Extension of
0032946.01 35 02/14/00 5:33 PM
MSOA MOU
The City and the employee, or, employee organization may, by mutual consent,
extend the time period within which an act must occur in the processing of
grievances.
B. Employer -Employee Relations Resolution
1. Modification of Section 7 — Decertification and Modification
a) The City and the Association desire to maintain labor stability within the
representational unit to the greatest extent possible, consistent with the
employee's right to select the representative of his or her own choosing. For
these purposes, the parties agree that this Agreement shall act as a bar to
appropriateness of this unit and the selection of the representative of this unit,
except during the month of August prior to the expiration of this Agreement.
Changes in bargaining unit shall not be effective until expiration of the MOU
Except as may be determined by the Personnel Commission pursuant to the
procedures outlined below. This provision shall modify and supersede the time
limits, where inconsistent, contained in Section 7 of the current Employer -
Employee Relations Resolution of the City of Huntington Beach.
b) The City and the Association have agreed to a procedure whereby the City, by
and through the Personnel Director, would be entitled to propose a Unit
Modification. The Association and the City agree to jointly recommend a
modification of the City of Huntington Beach Employer -Employee Relations
Resolution (Resolution Number 3335) upon the City's having completed its
obligation to meet and confer on this issue with all other bargaining units.
The proposed changed to the Employer -Employee Relations Resolution is as
foI lows:
7-3. Personnel Direction Motion of Unit Modification — The Personnel Director
may propose, during the same period for filing a Petition for Decertification,
that an established unit be modified in accordance with the following
procedure-
1) The Personnel Director shall give written notice of the proposed Unit
Modification of Modifications to all employee organizations that may be
affected by the proposed change. Said written notification shall contain
the Personnel Director's rationale for the proposed change including all
information which justifies the change pursuant to the criteria established
in Section 6-5 for Appropriateness of Units. Additionally, the Personnel
Director shall provide all affected employee organizations with all
correspondence, memoranda, and other documents which relate to any
0032946.01 36 02/14/00 5:33 PM
MSOA MOU
input regarding the Unit Modification which may have been received by
the City or from affected employees and/or sent by the City to affected
employees;
2) Following receipt of the Personnel Director's Proposal for Unit
Modification any affected employee organization shall be afforded not
less than thirty (30) days to receive input from its members regarding the
proposed change and to formulate a written and/or oral response to the
Motion for Unit Modification to the Personnel Commission;
3) The Personnel Commission shall conduct a noticed Public Hearing
regarding the Motion for Unit Modification at which time all affected
employee organizations and other interested parties shall be heard. The
Personnel Commission shall make a determination regarding the
proposed Unit Modification which determination may include a -granting of
the motion, a denying of the motion, or other appropriate orders relating
to the appropriate creation of Bargaining Units. Following the Personnel
Commission's determination of the composition of the appropriate Unit or
Units, it shall give written notice of such determination to all affected
employee organizations;
4) Any party who chooses to appeal from the decision of the Personnel
Commission is entitled to appeal in accordance with the provision of
Section 14-4 of Resolution Number 3335.
C. Rules Governing Layoff, Reduction in Lieu of Layoff and Re -Employment
1. Part 1 — Layoff Procedure
a) General Provisions
1) Whenever it is necessary, because of lack of work or funds to reduce the
staff of a City department, employees may be laid off pursuant to these
rules.
2) Whenever an employee is to be separated from the competitive service
because the tasks assigned are to be eliminated or substantially changed
due to management -initiated changes, including but not limited to
automation or other technological changes, it is the policy of the City that
steps be taken by the Personnel Division on an interdepartmental basis to
assist such employee in locating, preparing to qualify for, and being
placed in other positions in the competitive service. This shall not be
construed as a restriction on the City government in effecting economies
or in making organizational or other changes to increase efficiency.
3) A department shall reduce staff by identifying which positions within the
department are to be eliminated.
0032946.01 37 02/14/00 5:33 PM
MSOA MOU
4) The employee who has the least City-wide service credit in the class
within the department shall have City-wide transfer rights in the class
pursuant to Part 1, Section 3, Transfer or Reduction to Vacancies in Lieu
of Layoffs, or within the occupational series pursuant to Part 2, Bumping
Rights.
5) If a deadline within this procedure falls on a day that City Hall is closed,
the deadline shall be the next day City Hall is open.
b. Service Credit
1) Service credit means total time of full-time continuous service within the
City at the time the layoff is initiated, including probation, paid leave or
military leave. Permanent part-time employees earn service credit on a
pro-rata basis.
2) Except as required by law, leaves of absence without pay shall not earn
service credit.
3) As between two or more employees who have the same amount of service
credit, the employee who has the least amount of service in class shall be
deemed to be the least senior employee.
c. Transfer or Reduction to Vacancies in Lieu of Layoff
1) In lieu of layoff, a transfer within class shall be offered to an employee(s)
with the least amount of service credit in the class designated for staff
reduction within a department subject to the following:
a) The employee has the necessary qualifications to perform the duties
of the position.
b) The employee shall be given the opportunity, in order of service
credit, to accept a transfer to a vacant position in the same class
within the City, provided the employee has the necessary
qualifications to perform the duties of the position.
c) If no position in the same class is vacant, the employee, shall be given
the opportunity, in order of service credit, to transfer to the position in
the same class that is held by an incumbent in another department
with the least amount of service credit whose position the employee
has the necessary qualifications to perform.
2) If an employee(s) is not eligible for transfer within the employee's class,
the employee shall be offered, in order of service credit, a reduction to a
vacant position in the next lower class within the City in the occupational
0032946.01 38 02/14/00 5:33 PM
MSOA MOU
series in lieu of layoff provided the employee has the necessary
qualifications to perform the duties of the position.
3) If the employee refuses to accept a transfer or reduction pursuant
to A. or B., above, the employee shall be laid off.
d) If the employee(s) in the class with the least amount of service credit is in the
position(s) to be eliminated or displaced by transfer, the employee shall be
offered bumping rights, pursuant to Part 2, Service Credit.
e) Any employee who takes a reduction to a position in a. lower class within the
occupational series in lieu of layoff shall be , placed on the
reinstatement/reemployment list(s) pursuant to Part 3., Reemployment.
2. Order of Layoff
a) Prior to implementing a layoff, vacant positions that are authorized to be filled
shall be identified by Citywide occupational series. If the employee refuses to
accept a position pursuant to Section 3., above, the employee shall be laid off.
b) No promotional probationary employee or permanent employee within a class
in the department shall be laid off until all temporary, nonpermanent part-time
and non -promotional probationary employees in the class are laid off.
Permanent employees whose positions have been eliminated may exercise
citywide bumping rights to a lower class in the occupational series pursuant to
Part 2.
c) When a position in a class and/or occupational series is eliminated, any
employee in the class who is on authorized leave of absence or is holding a
temporary acting position in another class shall be included for determining
order of service credit and be subject to these layoff procedures as if the
employee was in his or her permanent position.
3. Notification of Employees
a) The Personnel Division shall give written notice of layoff to the employee by
personal service or by sending it by certified mail to the last known mailing
address at least fifteen (15) calendar days prior to the effective date of the
layoff. Normally notices will be served on employees personally at work.
b) Layoff notices may be initially issued to all employees who may be subject to
layoff as a result of employees exercising voluntary reduction/bumping rights.
c) The notice of layoff shall include the reason for the layoff, the effective date of
the layoff, the employee's hire date and the employee's service credit ranking.
The notice shall also include the employee's right to bump the person in a
lower class with the least service credit within the occupational series provided
0032946.01 39 02/14/00 5:33 PM
MSOA MOU
the employee possesses the necessary qualifications to successfully perform
the duties in. the lower class and the employee has more service credit than
the incumbent in the lower class.
d) The written layoff notice given to an employee shall include notice that he or
she has seven (7) calendar days from the date of personal service, or date of
delivery of mail if certified, to notify the Personnel Director in writing if the
employee intends to exercise the employee's bumping rights, if any, pursuant
to Part 2, Bumping Rights.
e) Whenever practicable, any employee with the least amount of service credit in
a lower class within an occupational series which is identified for work force
reduction shall also be given written notice that such employee may be
bumped pursuant to Part 2. This notice shall include the items referred to in
C., above.
f) If an employee disagrees with the City's computation of service credit or listed
date of hire, the employee shall notify the Personnel Director as soon as
possible but in no case later than five (5) calendar days after the personal
service or certified mail delivery. Disputes regarding date of hire or service
credit shall be jointly reviewed by the Personnel Director and the employee
and/or the employee's representative as soon as possible, but in no case later
than five (5) calendar days from the date the employee notifies the Personnel
Director of the dispute. Within five (5) calendar days after the dispute is
reviewed, the employee shall be notified in writing of the decision.
4. Part 2 — Bumping Rights
a) Voluntary Reduction or Bumping in Lieu of Layoff
1) A promotional probationary employee or permanent employee who
receives a layoff notice may request a reduction to a position in a lower
class within the occupational series provided the employee possesses the
necessary qualifications to perform the duties of the position.
2) Employees electing reduction under A above, shall be reduced to a
position authorized to be filled in a lower class within the employee's
occupational series. The employee may reduce to a lower class in his/her
occupational series by: 1) filling a vacancy in that class, or 2) if no
vacancy exists, displacing the employee in the class with the least service
credit whose position the employee has the necessary qualifications to
perform. A displaced employee shall have bumping rights.
3) An employee who receives a layoff notice must exercise bumping rights
within seven (7) calendar days of receipt of the notice as specified in Part
1. Failure to respond within the time limit shall result in a reputable
presumption that the employee does not intend to exercise any right of
0032946.01 40 02/14/00 5:33 PM
MSOA MOU
reduction or bumping to a lower class. The employee must carry the
burden of proof to show that the employee's failure to respond within the
time limits was reasonable. If the employee establishes that failure to
respond within the time limit was reasonable, to the Personnel Director's
satisfaction, the employee shall be permitted to exercise bumping rights
but shall not be reinstated to a paid position until the employee to be
bumped has vacated the position. If the employee disagrees with the
Personnel Director's decision, the employee may appeal pursuant to the
provisions of Sections 3 and 4 below.
b) Reinstatement/Re-employment Lists
Any employee who takes a reduction to a position in a lower class within the
occupational series in lieu of layoff shall be placed on tile reinstatement/re-
employment list pursuant to Part 3, Re-employment.
c) Qualifications Appeal
Any employee who is denied a reduction to a position in a lower class within
the occupational series on the basis that the employee does not possess the
necessary qualifications to successfully perform the duties of the lower
position may appeal the decision. The appeal shall be filed with the Personnel
Director within five (5) calendar days of the employee's receipt of written
notice of the decision and reason(s) for denial. The employee's appeal shall
be in writing and shall include supporting facts or documents supporting the
appeal.
d) Qualifications Appeal Hearing
1) Upon receipt of an appeal, the Personnel Director shall contact a
mediator from the California State Mediation and Conciliation Service to
schedule a hearing within two (2) weeks after receipt of the appeal. If the
California State Mediation and Conciliation Service is not available within
that time frame, the parties shall mutually select a person who is available
within the time frame. If the California State Mediation and Conciliation
Service and the person mutually selected are not available within tile time
frame, the parties shall select the earliest date either is available to
conduct the hearing. The parties shall split the cost, if any, of the hearing
officer. In addition, the parties shall meet within three (3) workdays to
attempt to resolve the dispute. If the dispute remains unresolved, the
parties shall endeavor in good faith to submit to the hearing officer a
statement of all agreed upon facts relevant to the hearing.
2) Appeal hearings shall be limited to two (2) hours, except as otherwise
agreed by the parties or directed by the hearing officer.
3) The hearing officer shall attempt to resolve the dispute by mutual
agreement if possible. If no agreement is reached, the hearing officer shall
0032946.01 41 02/14/00 5:33 PM'
MSOA MOU
render a decision at the conclusion of the hearing which shall be final and
binding
5. Part 3 — Re-employment
a) Re-employment
1) Employees who are laid off or reduced to avoid layoff shall have their
names placed upon a reemployment list, for each class in the
occupational series, in seniority order at or below the level of the class
from which laid off or reduced.
2) Names of persons placed on the reemployment lists shall remain on the
list for two (2) years from the date of layoff or reduction.
3) Vacancies shall be filled from the reemployment list for a class, starting at
tile top of the list, providing that the person meets the necessary
qualifications for tile position.
4) Names of persons are to be removed from the reemployment list for a
class if on two (2) occasions they decline an offer of employment or on two
(2) occasions fail to respond to offers of employment in a particular class
within five (5) calendar days of receipt of written notice of an offer. Any
employee who is dismissed from the City service for cause shall have his
or her name removed from all re-employment lists.
5) Re-employment lists shall be available to HBMEA and affected employees
upon reasonable request,
6) Qualification appeals involving reemployment rights shall be resolved in
the same manner as that identified in Part 2., Section 4.
b) Status on Re-employment
1) Persons re-employed from layoff within a two (2) year period from the date
of layoff shall receive the following considerations and benefits:
a) Service credit held upon layoff shall be restored, but no credit shall be
added for the period of layoff.
b) Prior service credit shall be counted toward sick leave and vacation
accruals.
c) Employees may cash in sick leave upon layoff or at any time after
layoff in the manner and amount set forth in existing Memoranda of
Understanding for that employee's unit. Sick leave shall be paid to an
0032946.01 42 02/14/00 5:33 PM
MSOA MOU
employee when the reemployment list(s) expire(s), if not previously
paid.
d) Upon reinstatement the employee may have his or her sick leave re -
credited by repayment to the City the cashed amount. Sick leave
accumulation of less than 480 hours shall be restored upon
reemployment.
e) The employee shall be returned to the salary step of the classification
held at the time of the layoff and credited with the time previously
served at that step prior to being laid off.
f) The probationary status of the employee shall resume if incomplete.
2) Employees who have been reduced in class to avoid layoff and are
returned within two (2) years to their former class shall be placed at the
salary step of the class they held at the time of reduction and have their
merit increase eligibility date recalculated.
0032946.01
43
02/14/00 5:33 PM