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Home My WebLink AboutSurf City Lifeguard Employees' Association - 2017-07-17 Dept. ID HR 17-006 Page 1 of 2 Meeting Date: 7/17/2017 CITY OF HUNTINGTON BEACH REQUEST FOR CITY COUNCIL ACTION MEETING DATE: 7/17/2017 SUBMITTED TO: Honorable Mayor and City Council Members SUBMITTED BY: Fred A. Wilson, City Manager PREPARED BY: Michele Warren, Director of Human Resources SUBJECT: Approval of Tentative Agreement and Introduction of Proposed Memorandum of Understanding (MOU) between the Surf City Lifeguard Employees' Association (SCLEA) and the City of Huntington Beach for October 1, 2015, through December 31, 2017 Statement of Issue: The City and the Surf City Lifeguard Employees' Association (SCLEA) have tentatively agreed to enter into a new Memorandum of Understanding (MOU) for the period October 1, 2015, through December 31, 2017. Financial Impact: Funding for the implementation of the fiscal items contained in the proposed Memorandum of Understanding will come from the General Fund. The fiscal impact for FY 2016/17 and FY 2017/18 is estimated by Finance to total $105,832. Recommended Action: Approve the "Tentative Agreement" and the introduction of the proposed "Memorandum of Understanding Between the Surf City Lifeguard Employees' Association and the City of Huntington Beach for the period October 1, 2015, through December 31, 2017." Alternative Action(s): Do not approve the tentative agreement and the introduction of the proposed successor MOU for SCLEA employees and direct staff to continue to meet and confer with the Association or utilize the impasse procedures contained within the City's Employer-Employee Relations Resolution. Analysis: Representatives for the City and SCLEA have been involved in negotiations for over 18 months and have finally completed the meet and confer process with a tentative agreement on a proposed Memorandum of Understanding (MOU) for the period of October 1, 2015, through December 31, 2017. The negotiated items contained within the Tentative Agreement and proposed MOU is comparable to other City Council approved MOUs during calendar year 2016. The majority of the prior year negotiated MOUs contained a total of 4% in combined wage and benefit enhancements — 2% non-base building and 2% base-building modifications. This unit did not receive any negotiated enhancements to compensation or benefits in 2016 and the majority of the unit are not enrolled in the CalPERS retirement system, instead, those members pay 7.5% of their wages into a supplemental system as an alternative to Social Security. Item 14. - I HB -166- Dept. ID HR 17-006 Page 2 of 2 Meeting Date:7/17/2017 Highlights from the listing of tentatively agreed upon pay and benefit changes include the following: Non-Economic • Term — 10/1/15 — 12/31/17 • Bulletin Board in Lifeguard Headquarters • Re-certification Training and Skills Testing Economic • 4% COLA • Overtime compensation for hours worked on Labor Day and Memorial Day • Subpoena Pay (no change to current practice — memorializing in MOU only— no additional cost) There were other appropriate modifications to a variety other provisions including, but not limited to, deletion of obsolete language, regulatory compliance language changes and, general clean-up language. A summary of these and all other negotiated provisions are included in the proposed MOU listed as Exhibit "A". Environmental Status: N/A Strategic Plan Goal: Enhance and maintain City service delivery Enhance and maintain public safety Attachment(s): 1. Tentative Agreement 2. Fiscal Impact Report 3. Proposed Memorandum Of Understanding - Exhibit "A" 4. PowerPoint Presentation H B -r ;- Item 14. - 2 ATTACHMENT # 1 SCLEA Negotiations TENTATIVE AGREEMENT-OPTIONB REcnm July 5, 2017 �81 JUL 10 AM it: 53 Item Proposal arr Article I October 1, 2015 through December 31.2017 Ck Term of MOU Article 11 Marine Safety Division will provide space for a bulletin board Representation in Lifeguard Headquarters for all SCLEA members to receive information. Article VII All unit employees will receive recertification training and Annual Physical skills testing each year during the annual requalification &Technical process. The actual number of minimally required training Testing hours will be determined annually, by Marine Safety Division Administration. Article VIII Salary Schedule B. Wage Increases 4% across the board wage increase for off unit classifications, effective the beginning of the pay period following City Council approval (offer 2^ appearance on City ouncfl a ends wffhin 30 da s . Unit employees required/subpoenaed to attend Article XI proceedings that occur either on unscheduled work days Special Pay and/or outside of scheduled work hours, which are directly related to Marine Safety employment, will be paid at the employee's base hourly rate for time in attendance at said proceedings. Article XII - Effective the first calendar date of the named holidays Overtime commencing subsequent to City Council approval of this Holiday Pay agreement, employees shall receive 1.5 times their base hourly rate of pay for all hours worked on the City Observed Holidays of Memorial Day and Labor Day. Employees who meet or exceed 40 work hours in the FLSA work period as of the City Observed Holiday will receive 1.5 times their base hourly rate of pay for all hours worked on the City Observed Holidays. No double-time and one-half/2.5 . All other items contained in the (expired) memorandum of understanding between the Surf City Lifeguard Employees' Association and the City of Huntington Beach shall remain unchanged through 12/31/17. Tentative Agreement-July 5,2017 c'y SCLEA Ken er, an a er Ryan aT C A resdenP i t chele Warren, Director of Human Resources Davi e A Vice P ei ent Michael Baumgartne arine Safety Division Chief FChter Eich,SCLEA Secretary ATTACHMENT #2 City of Huntington Beach Aff Tentative Agreement: SCLEA " Dated:July 5, 2017 HUNTI'NGTON:BEACH Term: 10/1/2015- 12/31/2017 WOW Article VII: All Employees will receive recertification training and skills testing $ - Unknown true cost; minimum required hours are to be determined by the Marine Safety Division Administration Wage Compensation Increase Year 1:4%Wage Compensation Increase $ 80,743 HolidayHours: Employees receive 1.5 of base a for hours worked $ 25,089 City Observed Holidays: Me pay m�ys: Memorial Day and Labor Day x timated Proposal Impact Only* $ 105,832 a '..,ese estimates are subject to change and represent Management's best estimate and analysis of the fiscal impact and costs of the above proposal,given the information that is available at this time. Note: Year 1 is full annual impact, pro-rated cost will be included at the time of Council adoption. *Does not include the impact of normally occurring CalPERS Rate increases that will increase City costs based on prior MOUs and CalPERS Rate changes. 1 1 ? estimates are subject to change. For Discussion Purposes Only -P ATTACHMENT #3 MEMORANDUM OF UNDERSTANDING BETWEEN SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION AND CITY OF HUNTINGTON BEACH 2014 SEPTEIVIRL-1EIRN 30, 2015 OCTOBER 1 , 2015 - DECEMBER 31 , 2017 Item 14. - 5 HB _1 70_ I SCLEA MEMORANDUM OF UNDERSTANDING TABLE OF CONTENTS ARTICLE I - TERM OF MOU 1 ARTICLE II - REPRESENTATION 1 A. REPRESENTATION UNIT 1 B. EMPLOYEE AND UNION RIGHTS 1 ARTICLE III - PAYROLL DEDUCTION OF UNION DUES 2 ARTICLE IV - UNIFORM ALLOWANCE 2 A. NEw HIRES 2 B. DAMAGED UNIFORM ARTICLES 2 C. UNIFORM - RETURNING RECURRENT OCEAN LIFEGUARD 2 D. SUNSCREEN AND LIP BALM 2 E. REPORTING OF UNIFORMS 2 ARTICLE V - PARKING PASSES 3 A. PARKING PASSES 3 B. PARKING PASS- BEFORE REQUALIFICATION 3 ARTICLE VI - ANNUAL RECURRENT OCEAN LIFEGUARD RE-QUALIFICATIONS 3 A. WORK AVAILABLE -- RETURN TO ACTIVE EMPLOYMENT 3 ARTICLE VII - ANNUAL PHYSICAL AND TECHNICAL TESTING 4 ARTICLE VIII - SALARY SCHEDULE 4 A. CURRENT SALARY SCHEDULE 4 B. WAGE INCREASES 4 ARTICLE IX - RETIREMENT 4 ARTICLE X -WORK DAY; WORK WEEK 5 A. FALL, WINTER, SPRING & SPRING BREAK AND SUMMER 5 B. NOT A GUARANTEE OF WORK 5 C. 1,500 HOURS 5 ARTICLE XI - SPECIAL PAY 5 A. EMT 5 B. BILINGUAL PAY 6 C. EFFECTIVE DATE OF SPECIAL PAY 6 ARTICLE XII - OVERTIME 6 ARTICLE XIII - MISCELLANEOUS 7 i H B -1 7 1_ Item 14. - 6 SCLEA MEMORANDUM OF UNDERSTANDING TABLE OF CONTENTS A. EMPLOYER-EMPLOYEE RELATIONS RESOLUTION 7 B. RETURN TO WORK POLICY 7 C. GRIEVANCE PROCEDURE 7 D. AB 1522- HEALTHY WORKPLACES, HEALTHY FAMILIES ACT OF 2014 9 E. DEATH RELATED BENEFITS 9 ARTICLE XIIII - CITY COUNCIL APPROVAL 10 EXHIBIT A- SALARY SCHEDULE ERROR! BOOKMARK NOT DEFINED. ii Item 14. - 7 H B -172- SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA) Article I — Term of MOU The City of Huntington Beach ("City") and the Surf City Lifeguards Employees Association ("SCLEA") have reached agreement for a limited Memorandum-of-Understanding ("MOU") for the term of j��I�u,y 1,=04 September 30,2201-5October 1, 2015 — December 31, 2017. The terms and conditions of employment are as follows: Article II — Representation A. Representation Unit City recognizes SCLEA as the representative concerning all matters relating to employer-employee relations including, but not limited to wages, hours and other conditions of employment for all employees in the "Recurrent Ocean Lifeguard" Representation Unit, as follows: Included: All City of Huntington Beach "Recurrent Ocean Lifeguard" (Classifications: Ocean Lifeguard I, Ocean Lifeguard II, Ocean Lifeguard III, Junior Guard Instructor I, Junior Guard Instructor II, Junior Lifeguard Program Coordinator I, and Junior Lifeguard Program Coordinator II). Excluded: Management Personnel, Marine Safety Officers, and all other employees. B. Employee and Union Rights SCLEA shall have the right to represent all employees in the "Recurrent Ocean Lifeguard" representation unit in their employment relations with the City, including the Meyers-Milias-Brown Act ("MMBA") "meet and confer" process. C. Marine Safety Division will provide space for a bulletin board in the Lifeguard Headquarters for all SCLEA members to receive information. SCLEA MOU July 1,2014—September 30,2015 1 HB -173- Item 14. - 8 SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA) Article III — Payroll Deduction of Union Dues City will continue to deduct SCLEA's monthly union dues (on a bi-weekly basis) as designated by SCLEA, and authorized by the individual employee. SCLEA agrees to hold the City harmless for such payroll deductions. In the event of a SCLEA fee arrangement outside of an agreement that is in effect, SCLEA shall indemnify and hold the City of Huntington Beach harmless against any liability arising from any claims, demands, or other action relating to the City of Huntington Beach's compliance with SCLEA's fee obligation as stated in Government Code §3502.5.b.2. Article IV — Uniform Allowance A. New Hires All new hires will be issued, at no charge, a full set of uniform articles and equipment which includes: a hat, T-shirt, jacket, shorts, men's black swimsuit, women's red swimsuit, tear-away sweatpants, sandals, fins, sunglasses and bag. B. Damaged Uniform Articles The Operations Supervisor will replace uniform articles and equipment as referenced in Article IV A. that are damaged in the line of duty or worn out by the passage of time. C. Uniform - Returning Recurrent Ocean Lifeguard The city shall provide one set of shorts and a shirt to each returning "Recurrent Ocean Lifeguard". D. Sunscreen and Lip Balm The city shall provide Sun Protection Factor (SPF) 15 or higher sunscreen and lip balm to all SCLEA members. E. Reporting of Uniforms For each CalPERS employee, the City will report to the California Public Employees' Retirement System (CaIPERS), the average annual cost of uniforms provided as special compensation in accordance with Title 2, California Code of Regulations, Section 571(a)(5). The average annual cost of uniforms provided shall include uniforms issued and article replacements during a payroll calendar year. Reporting shall not include personal protective equipment, unless otherwise permitted in accordance with CalPERS law. SCLEA MOU July P 1 —,2014 September 30, 2015 2 Item 14. - 9 HB _174 SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA) 1 . This section shall not apply to new members of this unit who are designated by CalPERS as "new members" in accordance with GC Section 7522.04 (f) and whose "Pensionable Compensation" is subject to the provisions of GC Section 7522.34. Article V — Parking Passes F. Parking Passes Parking passes will be issued to "Recurrent Ocean Lifeguards" who pass the annual re-qualification exam. G. Parking Pass - Before Requalification Before re-qualification has been completed: 1 . A parking pass will be provided to recurrents who are called to work; and 2. Recurrents who come to the beach to train may obtain a temporary pass for that day from the on-duty Operations Supervisor. Article VI — Annual Recurrent Ocean Lifeguard Re-qualifications A. Work Available -- Return to Active Employment If there is work available and if the "Recurrent Ocean Lifeguard" meets the following criteria, the "Recurrent Ocean Lifeguard" shall be returned to active employment for the following season: 1 . The employee performance evaluations meet Marine Safety Division (MSD) standards; 2. The employee did not resign or was not terminated from employment with the City; 3. The employee completed the existing minimum hour working standard; 4. The employee has successfully completed the yearly re-qualification exam; I 5. The employee has successfully completed and responded by the dates designated in the recurrent Spring questionnaire. SCLEA MOU July 1,2014—September 30, 2015 3 14#3 -175- Item 14. - 10 SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA) Article Vil — Annual Physical and Technical Testing A. City will continue to provide annual physical and technical testing of "Recurrent Ocean Lifeguards."All unit employees will receive recertification training and skills testing each year during the annual regualification process. The actual number of minimally required training hours will be determined annually by Marine Safety Division Administration. B. City to provide annual skin cancer screening examinations to all unit employees to be conducted by a medical facility selected by the City at Lifeguard HQ or Junior Guard HQ. Unit employees who are screened off duty will be paid one (1) hour of compensation at the employee's base hourly rate of pay. Article Vill — Salary Schedule A. Current Salary Schedule "Recurrent Ocean Lifeguards" shall be compensated at an hourly rate by classification title and pay range, as set forth in Exhibit A. B. Wage Increases 1 . Effective the beginning of the pay period following City Council approval or juR-- 6, 2015August 12, 2017, whichever is later, all bargaining unit employees shall receive a SiX and three quart -.750 ) four percent L4L/olwage increase. 2. Tie sal-r-Y --1-1-ile —I--- Gh@Rge--GL4-tiRg +k- A e-tp,pt,,r�p step and B step heurly rate and r q the s--hedule Article IX — Retirement SCLEA MOU July 1,2014-September 30,2015 4 Item 14. - 11 KB -176- SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA) All employees not eligible for enrollment in the California Public Employees' Retirement System (CaIPERS) shall be enrolled in the Public Agency Retirement Services (PARS). 5, 2015,whit ievei: PARS contributing employees of this unit shall pay 7.5% towards the PARS contribution. Article X — Work Day; Work Week A. Fall, Winter, Spring & Spring Break and Summer City shall establish work schedules for Fall, Winter, Spring & Spring Break, Summer and other schedules as needed. B. Not a Guarantee of Work Neither this provision nor any work schedule shall constitute a guarantee of work (either daily or weekly) for "Recurrent Ocean Lifeguards". C. 1 ,500 Hours An employee represented by the SCLEA may work up to one thousand five hundred (1,500) hours in a twelve-month (12-month) period. The 12-month period shall be based on a City payroll calendar year. An employee shall not work more than 1,500 hours in this 12-month period. Article XI — Special Pay A. EMT 1 . Employees who maintain certification as Emergency Medical Technicians ("EMTs") according to State of California regulations and Orange County EMT policy in the classifications of Ocean Lifeguard I, Junior Guard Instructor I, Junior Guard Instructor II, Junior Lifeguard Program Coordinator I and Junior Lifeguard Program Coordinator II, shall receive an additional five percent (5%) per hour above their base hourly rate of pay. It is the employee's responsibility to maintain the EMT certification and to have a current EMT SCLEA MOU July 1,2014—September 30,2015 5 HB -1 71- Item 14. - 12 SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA) Certification on file. [This provision shall a became effective June 30, 20141. 2. Employees in the classifications of Ocean Lifeguard II and Ocean Lifeguard III shall not be eligible for EMT special pay. Employees in these classifications shall be paid their base hourly rate for the 24 hours of required bi-annual re- certification. The hours paid/worked during the bi-annual EMT re-certification course shall not count towards satisfying the minimum hour requirement for reserve status. [This provision shall be became effective for all recertification completed on or after May 1, 20141. B. Bilingual Pay SCLEA employees, who use their bilingual skill as part of their job assignment, shall be paid an additional five percent (5%) over their base hourly rate of pay. Employees shall be tested and certified by the Human Resources Manager 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 American Sign Language. C. Effective Date of Special Pay All special pay shall be effective the beginning of the first full pay period following certification and verification as approved by the Department Head or designee. D. Subpoenalourt Pav Unit err► to ees re uiredlsub oenaed to attend proceedin s that occur either on unscheduled work mays and/or outside of scheduled work hours, which are direct/Z related to Marine Safety employment, will be paid at the emWoyee's base hourly rate for time in attendance at said,proceedings. Article XII — Overtime A. All unit employees shall be compensated at time and one half the regular rate of pay for all hours worked in excess of forty (40) hours per week. SCLEA MOU July 1,2014—September 30,2015 6 Item 14. - 13 1 I13 -17g_ SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA) B. Effective the first calendar date of the named holidays commencing subsequent to City Council approval of this agreement, employees shall receive 1.5 times their base hourly rate of pay for all hours worked on the City Observed Holidays of Memorial Day and Labor Day. Employees who meet or exceed 40 work_ hours in the FLSA work period as of the City Observed Holiday will receive 1.5 times their base hourly rate of pay for all hours worked on the City Observed Holidays. (No double-time and one-half/2.5). Article XIII — Miscellaneous A. Employer-Employee Relations Resolution During the term of the agreement, the City and SCLEA agree to update the Employee-Employer Relations Resolution to reflect current State law. B. Return to Work Policy The City and the Association agree to the implementation of an Administrative Regulation for a Return to Work / Transition Duty Program for employees who experience industrial and non-industrial injury or illness. C. Grievance Procedure For the purpose of this procedure, a grievance is specifically defined as a dispute concerning the interpretation or application of any provision of the Memorandum of Understanding or any departmental rule governing personnel practices or working conditions. The grievance procedure shall consist of the following steps, each of which must be completed prior to any request for further consideration of the matter unless otherwise provided herein: Step 1 . If a SCLEA employee feels that he has a grievance, as defined in C above, he or she may request a meeting with his immediate Marine Safety Lieutenant within ten (10) calendar days after the employee becomes aware or reasonably SCLEA MOU July 1,2014—September 30, 2015 7 HB -179- Item 14. - 14 SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA) should have become aware of the subject matter of the grievance. The Marine Safety Lieutenant, within five (5) calendar days of such request, shall meet with the employee when so requested and discuss the grievance in an effort to clarify the issue and work toward a cooperative settlement or resolution of the dispute. The Marine Safety Lieutenant shall present, verbally and in writing, his decision to the employee within five (5) calendar days from the time of the informal discussion. Step 2. If the grievance is not settled under Step 1, the grievance may be presented to the Marine Safety Chief. The grievance shall be submitted within five (5) calendar days after receipt of the written decision from Step 1 . Within five (5) days after receipt of the written grievance, the Marine Safety Chief shall meet with the employee and his immediate supervisor, if any. Within five (5) calendar days thereafter, a written decision shall be given to the employee from the Marine Safety Chief. Step 3. If the grievance is not settled under Step 2, the grievance may be presented to the Department Director/Fire Chief or designee. The grievance shall be submitted within five (5) calendar days after receipt of the written decision from Step 2. Within five (5) days after receipt of the written grievance, the Department Director/Fire Chief or designee shall meet with the employee and his/her immediate supervisor, if any. Within five (5) calendar days thereafter, a written decision shall be given to the employee from the Department Director/Fire Chief or designee. The decision by the Department Director/Fire Chief or designee shall be considered final and shall end the grievance procedure. In the event the grievant does not comply with the time limits imposed by this Article, the decision is deemed final and the grievance process shall end. SCLEA MOU July 1,2014—September 30, 2015 8 Item 14. - 15 xB -180- SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA) D. AB 1522 — Healthy Workplaces, Healthy Families Act of 2014 The City agrees to provide unit members with paid sick leave benefits in accordance with state law. E. Death Related Benefits In the event a SCLEA unit member expires while engaging in the performance of his/her duties in the course and scope of his/her work; and should his/her beneficiaries/survivors be entitled to death-related benefits in accordance with State of California Workers' Compensation law, the City agrees to provide the named beneficiary designated to receive the employee's final pay warrant as the beneficiary for a one-time final expense stipend of $10,000. Such stipend shall be in addition to, and not in lieu of, any death-related and/or other benefits his/her beneficiaries/survivors may be entitled to under State of California Workers' Compensation law. Such stipend payment to the beneficiary is not life insurance and is subject to the appropriate treatment under Internal Revenue Service regulations. SCLEA MOU July 1,2014—September 30, 2015 9 HB -181- Item 14. - 16 SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION (SCLEA) Article XIIII — City Council Approval It is the understanding of the City and SCLEA that this MOU has 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 20157. City of Huntington Beach Surf City Lifeguard Employees' Association (A Municipal Corporation) By: By: Fred A. Wilson Chris Hubb Ryan Camps City Manager SCLEA President B By: Ken Domer David Wagner Assistant City Manager Negotiations Team By: By: Michele Warren R- Eeter Eich Director of Human Resources -Negotiations Team By: By: Mike Baumgartner Adam I. Miller Marine Safety Division Chief SCLEA Attorney By: By. JoAnn Diaz Corey A. Miller Principal Human Resources Analyst SCLEA Attorney B II y I Sandy Henderson Senior Human Resources Analyst Approved as to form: Michael Gates City Attorney I SCLEA MOU July 1,2014—September 30, 2015 10 Item 14. - 17 HB -182- SURF CITY LIFEGUARD EMPLOYEES' ASSOCIATION ("SCLEA") EXHIBIT A- SALARY SCHEDULE 0 CIt -6&6-2ti 8-A Range A 8 c- $ € n,,eaR i ifeg aFd I SGL3:7:7 is.27 i64i i6.99 1$-92 nG aR i if.,gu d ii cry I IS 44 i9.45 20.52 2i.63 22.94 oeeaR I ifegwaFd I11 Sri i9.87 20.96 22.1i 23.32 24.6-1 -�46 juRier cuaFd instRiGteF 5cL3988 i:7.i8 1g3 19.12 20.17 c r� 4$44 19.45 20.52 21-65 22.84 i��. ieF Lifeguard PF9g .,, r .� , i cry 2-09 24.35 25.68 2:7.09 28.59 SC-L-488 26.54 28.00 29.54 31.16 32.88 Range A a € $ € n n i ifeg rd iii cry 221 23.32 24.6i 39 SURF CITY LIFEGUARD EMPLOYEES'ASSOCIATION (SCLEA) 4% Effective Beginning of the Pay Period Following City Council Approval Job Code Classification Range A B C D E 0244 0521 Ocean Lifeguard I SCL377 15.88 16.75 17.67 18.65 19.68 0248 0504 Ocean Lifeguard II SCL415 19.18 20.23 1 21.34 22.52 23.75 0249 0439 Ocean Lifeguard III SCL430 22.99 24.25 25.59 27.00 28.49 0246 Junior Guard Instructor I SCL390 16.93 17.87 18.86 19.88 20.98 0247 0573 Junior Guard Instructor II SCL415 19.18 20.23 21.34 22.52 23.75 0250 0477 Junior Lifeguard Program Coordinator I SCL460 24.00 25.32 26.71 28.17 29.73 0236 0476 Junior Lifeguard Program Coordinator II 5CL488 27.60 29.12 30.72 32.41 34.20 SCLEA MOU July 1,2014-September 30,2015 11 HB -183- Item 14. - 18 ATTAC H M E N T #4 City Council Meeting — o7/i7/i7 SCLEA Tentative Agreement and Proposed MOU Bargaining SCLEA Surf City Lifeguard Employees' Association Seasonal/Recurrent Lifeguards 150+ members 7Classifications Ocean Lifeguard 1/11/III Jr. Lifeguard Program Coordinator 1/II Jr. Lifeguard Program Instructor 1/11 Contract expired 09/30/201.5 Unit did not receive 2% non-base + 2% base-building adjustment in Zo16 8o% of unit members not in CalPERS N 0 CD SCLEA Wage and Market Data LA County Ocean Lifeguard $24.52 $32.16 Long Beach Lifeguard $17.97 $24.51 Seal Beach Beach Lifeguard $18 a �, _ $grog a San Clemente Ocean Lifeguard $17.31 $21.04 Laguna Bead �fi �� I��ifeguard I �� i �N Oi 3 Newport Beach Lifeguard 1 $17.79 $20.59 Huntington B@aCh �ur h4) i RT—;� 114� � -27 �� O�SJ g 4r i i* y�ib�4ar i ii 91,1111 Huntington State Beach Lifeguard 1 $14-75 $16.38 3 Tentative Agree ent Term - 1-0/01/15 — 1z/31/17 4% COLA W (ComparabletO 2% non - base + 2% tesse- building adjustment received by HBFA/MEA/MEO/MSMA in 2016 — POA received 2% +3%) Overtime Pay Labor Day and Memorial Day Estimated Cost - $ 1.05, 000 * (full year) Estimated cost for FY 3.6/3.7 - $36, 800 rD N N