HomeMy WebLinkAboutHuntington Beach Municipal Employees' Association (MEA) - 2018-11-05 (2)qPPROvED 7-0
r
City of Huntington Beach
File #: 18-589 MEETING DATE: 12/17/2018
REQUEST FOR CITY COUNCIL ACTION
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Fred A. Wilson, City Manager
PREPARED BY: Michele Warren, Director of Human Resources
Subject:
Adopt Resolution No. 2018-86 amending the Memorandum of Understanding (MOU) between
the City and the Municipal Employees' Association (MEA), by adopting the Side Letter of
Agreement related to 2018 Holiday Closure
Statement of Issue:
Many Orange County cities close their facilities for a designated period through the winter holidays.
The 2018 Holiday Closure period would encompass two (2) business days, including a full -day
closure on Monday, December 24, 2018, and a full -day closure on Monday, December 31, 2018.
Tuesday, December 25, 2018, and Tuesday, January 1, 2019, are City -observed holidays.
Financial Impact:
De-minimus impact due to employee use of accrued leave -banks for the limited Holiday Closure
period.
Recommended Action:
A) Adopt Resolution No. 2018-86, "A Resolution of the City Council of the City of Huntington Beach,
Amending the Memorandum of Understanding Between the City and the Municipal Employees'
Association (MEA), by Adopting the Side Letter Agreement Related to 2018 Holiday Closure-," and,
B) Authorize the City Manager to execute the Side Letter Agreement.
Alternative Action(s):
Deny the staff recommendation and provide alternative direction.
Analysis:
Staff is recommending closing City Hall and any additional non -essential City services to the public
on December 24, 2018, (Christmas Eve) and December 31, 2018, (New Year's Eve), in addition to
the city -observed holidays of Christmas Day (December 25, 2018) and New Year's Day (January 1,
2019). Essential Public Safety operations (Police and Fire) are not impacted by the Holiday Closure.
Police and Fire Personnel are required to report to work as scheduled on 12/24 and 12/31, unless
City of Huntington Beach Page 1 of 2 Printed on 12/12/2018
748 powered by LegistarT"
File #: 18-589
otherwise advised by the Police Chief or Fire Chief.
MEETING DATE: 12/17/2018
Impacted employees would use an appropriate time bank (Administrative Leave/General Leave) to
account for the holiday closure period. It will be at the discretion of the City Manager, based upon
service delivery to the public, whether employees may be authorized to work during this time as
some services may require employees to report to work during the period of holiday closure.
All Non -Associated employees (Executive Management/Department Heads) will participate in the
Holiday Closure in a manner comparable to MEA (Municipal Employees' Association) employees.
The Public Information Office will. provide widespread notification to the public including, but not
limited to, informing the press, notification via the City's website, e-mail communication to Boards and
Commissions, and publication in the City Manager's Weekly Report.
Environmental Status:
N/A
Strategic Plan Goal:
Non -Applicable - Administrative Item
Attachment(s):
1. Resolution No. 2018-86
2. MEA Side Letter of Agreement
City of Huntington Beach
749
Page 2 of 2
Printed on 12/12/2018
powered by Legistar-
RESOLUTION NO. 2018-86
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
AMENDING THE MEMORANDUM OF UNDERSTANDING BETWEEN THE CITY AND
THE MUNICIPAL EMPLOYEES' ASSOCIATION (MEA), BY ADOPTING THE SIDE
LETTER AGREEMENT RELATED TO 2018 HOLIDAY CLOSURE
WHEREAS, the City of Huntington Beach elects to implement a holiday closure for the
period of Monday December 24, 2018, (including Christmas Day, Tuesday, December 25, 2018),
and Monday December 31, 2018 (including New Year's Day, Tuesday, January 1, 2019), which
will result in City Hall and other non -essential City of Huntington Beach operations being closed
to the public over the specified closure period; and
WHEREAS, the City of Huntington Beach elects to permit MEA employees to take paid
leave for select dates over the period December 24, 2018 and December 31, 2018, and
WHEREAS, on November 5, 2018, the City Council of Huntington Beach adopted
Resolution No. 2018-63 for the purpose of adopting the Memorandum of Understanding (MOU)
between the City and the Municipal Employees' Association (MEA); and
Subsequent to the adoption of the MOU the City of Huntington Beach and MEA agreed to changes,
corrections, and clarifications to the MOU that are reflected in a Side Letter of Agreement between
the City of Huntington Beach and MEA ("Side Letter Agreement") attached hereto as Exhibit A
and incorporated herein by this reference. The Side Letter Agreement pertains to 2018 Holiday
Closure.
NOW, THEREFORE, IT IS HEREBY RESOLVED by the City Council of the City of
Huntington Beach as follows:
Section 1. The Side Letter Agreement attached hereto as Exhibit "A" is approved and adopted.
Section 2. The Side Letter Agreement amends the MOU between the City of Huntington
Beach and MEA.
18-7116/193118
Resolution No. 2018-86
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular
meeting thereof held on the 17th day of December, 2018
REV ,::!PROVED:
City�ger
Mayor
APPROVED AS TO FORM:
City Attorney
18-7116/193118
Exhibit "A"
City of Huntington Beach and MEA
SIDE LETTER AGREEMENT
Representatives of the Municipal Employees' Association (MEA) and the City of
Huntington Beach (CITY) hereby agree to the following terms related to the MEA MOU
with respect to the following:
A. Work Schedule Article IX — HOURS OF WORK/OVERTIME
4. _Holiday Closure
a. Monday, December 24, 2018 (Christmas Eve), Tuesday, December 25, 2018
(Christmas Day), Monday, December 31, 2018 (New Year's Eve), and Tuesday,
January 1, 2019 (New Year's Day), will be known and referred to as "Holiday
Closure" for the dates specified. Some departments, at the discretion of the
Department Director and with the approval of the City Manager, will be excluded
from the holiday closure, and those select employees must work as scheduled.
Public Safety operations are not impacted by the Holiday Closure. Police and Fire
Personnel are required to report to work as scheduled on 12/24 and 12/31, unless
otherwise advised by the Police Chief or Fire Chief.
b. Employees will use approved leave (Personal Leave, General Leave or
Compensatory Time) to account for the time away from work during the Holiday
Closure. Holiday Closure days requiring use of leave include Monday, December
24, 2018 and Monday, December 31, 2018.
c. Employees who wish to take time off in addition to the Holiday Closure must seek
approval to do so from their Department Director.
d. Employees working 8/5, 9/80, and Monday -Thursday 4/10 work schedules will
need to account for Holiday Closure time applied to Monday, 12/24/18 and
Monday, 12/31/18 depending upon work schedules.
i. Employees on 4/10 schedules (Tuesday- Friday) are not impacted.
ii. Tuesday; 12/25/18 and Tuesday, 01/01/19 are (paid) City Holidays.
i. Time Accountinq
a. Members of this unit will be required to account via payroll for the appropriate
time associated with the Holiday Closure and any additional elective approved
time off.
b. The payroll accounting of the holiday closure will include, use of approved
leave (Personal Days, General Leave, or Compensatory Time) or alternative
equivalent time taken in -lieu of the specific Holiday Closure dates referenced
herein for employees required by the Department Director to work. Payroll
accounting for the Holiday Closure not specifically listed herein must be
approved by the City Manager or designee.
c. The payroll accounting methods listed herein may be used in any approved
combination on or before the end of the pay period ending January 11, 2019.
d. Any Holiday Closure hours not voluntarily accounted for via payroll as of the
end of the pay period ending January 11, 2019, shall be accounted for in the
following order until a zero balance is achieved:
1. Personal Leave
2. General Leave
3. Compensatory Time
4. Time Off Without Pay
City of Huntington Beach and MEA — Holiday Closure Side Letter Agreement 2018
Res. No. 2018-86
STATE OF CALIFORNIA
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, ROBIN ESTANISLAU, 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 December 17, 2018 by the following vote:
AYES: Brenden, Carr, Semeta, Peterson, Posey, Delgleize, Hardy
NOES: None
ABSENT: None
RECUSE: None
A4.1L, q��
City Clerk and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California
City of Huntington Beach
File #: 18-469 MEETING DATE: 11/5/2018
REQUEST FOR CITY COUNCIL ACTION
SUBMITTED TO: Honorable Mayor and City Council Members
SUBMITTED BY: Fred A. Wilson, City Manager
PREPARED BY: Michele Warren, Director of Human Resources
Subject:
Adopt Resolution No. 2018-63 approving and implementing the Memorandum of
Understanding (MOU) between the Huntington Beach Municipal Employees' Association
(MEA) and the City of Huntington Beach for October 1, 2017 through September 30, 2019
Statement of Issue:
The City and the Huntington Beach Municipal Employees' Association (MEA) have agreed to enter
into a new Memorandum of Understanding (MOU) for the period October 1, 2017 through September
30, 2019.
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 2018/19 and FY 2019/20 is
estimated by Finance to total $861,773 over the term of the agreement. Funds for FY 2018/19 have
been included in the approved budget. No additional appropriation is required.
Recommended Action:
Adopt Resolution No. 2018-63, "A Resolution of the City of Huntington Beach Approving and
Implementing the Memorandum of Understanding Between the Huntington Beach Municipal
Employees' Association and the City of Huntington Beach for the period October 1, 2017 through
September 30, 2019."
Alternative Action(s):
Do not adopt Resolution No. 2018-63 approving the successor MOU for MEA 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 the 375+ member MEA have been involved in active negotiations
over an extended period and have successfully completed the meet -and -confer process for a
successor Memorandum of Understanding (MOU) for the period of October 1, 2017, through
September 30, 2019.
City of Huntington Beach Page 1 of 2 Printed on 10/31/2018
703 Powered by LegistarT"
MEETING DATE: 11/5/2018
File #: 18-469
Highlights from the agreed upon contract changes include the following:
Term of Agreement
October 1, 2017 through September 30, 2019
Medical Benefits
The City's monthly contribution to the current Teamsters medical plan rates will increase as follows
upon final approval:
Single
$100
Two Party
$100
Family
$100
Opt -Out
$100
The City's monthly contribution to the Teamsters medical plan rates will increase $50 per month,
effective October 1, 2019. City contributions to dental and vision benefits will not increase during the
term of the agreement.
Leave Benefits
Full-time unit employees shall receive 30 hours for use as Personal Days. Part-time unit members
shall receive a proportional allocation of hours based upon a full-time equivalent. Personal Days have
no cash value. Unused Personal Days will be forfeited. This provision will sunset at the expiration of
the agreement.
The Association and the City intend to execute a separate side letter agreement related to Holiday
Closure for 2018 for December 24, 2018 and December 31, 2018.
There were other appropriate modifications to a variety of 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 as Exhibit "A".
Environmental Status:
N/A
Strategic Plan Goal:
Strengthen economic and financial sustainability
Attachment(s):
1. Tentative Agreement
2. Fiscal Impact Report
3. Resolution No. 2018-63
4. Memorandum of Understanding - Exhibit "A"
5. PowerPoint Presentation - MEA
City of Huntington Beach
704
Page 2 of 2
Printed on 10/31/2018
powered by LeaistarT'l
TENTATIVE AGREEMENT
City of Huntington Beach and HB Municipal Employees' Association
October 3, 2018
Article 1 -- Term of the MOU. Effective October 1, 2017 and expiring on
September 30, 2019.
2. Article X — Health and Other Insurance Benefits. Medical contributions shall
increase effective November 1, 2018 or the beginning of the pay period following
City Council final approval of a successor MOU, whichever is later:
Amount up to but
not to exceed the
Monthly Plan
Premium
Tier
Maximum City
Contribution
Effective
November 1, 2018
$100
Employee Only
$679.00
$100
Employee + 1
$1,257.00
$100
Employee Family
$1,507.00
Medical Opt Out*
$679.00
Additionally, the City agrees to increase the Maximum City Contribution to medical
(only) by $50.00, (not to exceed the monthly plan premium) effective October 1,
2019.
Employee Only $729.00
Employee+ 1 $1,307.00
Employee Family $1,557.00
Medical Opt Out* Not to exceed the lowest cost single tier plan monthly
premium up to a maximum of $729 — if the lowest cost
single tier plan monthly premium is less than $729
then the opt -out will equal the lowest cost single tier
plan monthly premium
*Requires pre -approval of TMSTF/NWA
3. Article XI — Retirement. Increase the City's monthly deferred compensation
contribution to a total of $20.00 per month.
4. Article XII -- Leave Benefits. Effective upon City Council final approval of a
successor MOU, employees covered by this agreement shall be granted thirty (30)
hours of Personal Days time. Any unused Personal Days time will be forfeited.
Personal Days have no cash value.
5. Implementation of City of Huntington Beach Side Letter -- Teamsters
Miscellaneous Security Trust Fund.
705
The City will also be proposing some clean up language of the MOU which the City views
as non -substantive. The City will provide the proposed language to the Association with
the final draft of the successor MOU; this will include incorporating into the MOU any
legislative/regulatory matters/changes requiring City compliance.
Tentative Agreement — 10/03/18
MEA
LJ
Judy Gr, ham, President
I
4U
TerryVice President
CITY
kjh=
Fre / , tails tn,Ftity Manager
ri
hele Warren, HR Director
Gregorio Daniel, Tearnsters 911
Brian Weinberg, MEA Bargaining Committee
Lori Ann Farrell -Harrison, Assistant City Mgr.
o Ann Diaz, cipal HR Analyst
706
RESOLUTION NO.2018-63
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
APPROVING AND IMPLEMENTING THE MEMORANDUM OF UNDERSTANDING
BETWEEN THE HUNTINGTON BEACH MUNICIPAL EMPLOYEES'ASSOCIATION
(MEA) AND THE CITY FOR OCTOBER 1, 2017 THROUGH SEPTEMBER 3.0, 2019
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
Municipal Employees' Association (MEA), a copy of which is attached hereto as Exhibit "A" and
by reference made a part hereof, is hereby approved and ordered implemented in accordance with
the terms and conditions thereof; and the City Manager is authorized to execute this Agreement.
Such Memorandum of Understanding shall be effective for the term of October 1, 2017 through
September 30, 2019.
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the 5th day cf November, , 2018.
r
Mayor
REVIE D APPROVED:
City Mana*r
18-7003/190765
AlP OVED AS TO FORM:
�,, C ity Attorney)
INITIATED
of Human Resources
PZ50 u776AI Alo. ,26l3- 03
,,AWHWWI
Memorandum of Understanding
between
Huntington Beach
Municipal Employees' Association
and
City of Huntington Beach
October 1, 2017 — September 30, 2019
MUNICIPAL EMPLOYEES' ASSOCIATION
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
PREAMBLE....................................................................................................................1
ARTICLE I - TERM OF MOU.........................................................................................1
ARTICLE II - REPRESENTATIONAL UNIT/CLASS...................................................... 2
ARTICLE III - MANAGEMENT RIGHTS........................................................................ 2
ARTICLE IV - EXISTING CONDITIONS........................................................................ 2
ARTICLE V - SEVERABILITY....................................................................................... 2
ARTICLE VI - SALARY SCHEDULE.............................................................................3
A. CLASSIFICATION AND SALARY RATES........................................................................ 3
ARTICLE VII - SPECIAL PAY....................................................................................... 3
A. EDUCATION............................................................................................................ 3
1. Tuition Reimbursement............................................................................................................... 3
B. ASSIGNMENT PAY................................................................................................... 3
1. Leadworker Differential................................................................................................................3
2. Shift Differential...........................................................................................................................3
a. Afternoon Shift........................................................................................................................3
b. Night Shift...............................................................................................................................3
c. Shifts Defined.........................................................................................................................4
C. SPECIAL CERTIFICATION/SKILL PAY.......................................................................... 4
1. Bilingual Skill................................................................................................................................4
2. Building Plan Checker.................................................................................................................4
a. Plans Examiner International Conference of Building Officials (ICBO) Certification..............4
b. Engineering In Training (EIT)/Associate of Arts (AA) Degree in Engineering ........................4
3. Process Owner Assignment Pay.................................................................................................4
4. Hazardous Materials Duty Assignment Pay................................................................................ 5
ARTICLE VIII - UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT ......................... 5
A. UNIFORMS AND SAFETY SHOES................................................................................ 5
1. Safety Shoes — Cost.................................................................................................................... 5
2. Safety Glasses............................................................................................................................. 5
B. TOOL ALLOWANCE.................................................................................................. 5
C. VEHICLE USE.......................................................................................................... 6
ARTICLE IX - HOURS OF WORK/OVERTIME............................................................. 6
A. WORK SCHEDULE................................................................................................... 6
1. Pay Definitions.............................................................................................................................6
2. Defined Workweek under Fair Labor Standards Act(FLSA).......................................................6
3. Flex Schedule and Alternative Work Schedule - Civic Center Employees.................................6
a. 5/40 Work Schedule...............................................................................................................7
b. 9/80 Work Schedule............................................................................................................... 7
c. 4/10 Work Schedule............................................................................................................... 7
d. Existing Alternative Work Schedules......................................................................................7
B. OVERTIME/COMPENSATORY TIME............................................................................ 8
1. FLSA Workweek and Employee Pay Period............................................................................... 8
MEA MOU October 1, 2017 through September 30, 2019 ii
MUNICIPAL EMPLOYEES' ASSOCIATION
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
2. Overtime......................................................................................................................................
8
3. Work Shift that Exceeds Thirteen (13) Hours..............................................................................8
C.
EMPLOYEE FATIGUE................................................................................................
8
D.
CALLBACK..............................................................................................................
9
E.
MANDATORY STANDBY............................................................................................
9
F.
ACTING ASSIGNMENT..............................................................................................
9
G
COURT STANDBY TIME AND COURT APPEARANCE TIME .............................................
9
ARTICLE X - HEALTH AND OTHER INSURANCE BENEFITS..................................10
A.
HEALTH................................................................................................................10
B.
ELIGIBILITY CRITERIA AND COST.............................................................................
10
1. City and Employee Paid Medical Insurance — Employees and Dependents ............................
10
2. Health and Other Insurance Premiums.....................................................................................10
3. Part Time Employee Contributions...........................................................................................
12
C.
COBRA...............................................................................................................12
D.
LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE .............................
12
E.
LONG TERM DISABILITY INSURANCE (LTD)..............................................................
12
F.
MEDICAL CASH-OUT.............................................................................................
13
G.
SECTION 125 PLAN...............................................................................................
13
H.
MISCELLANEOUS...................................................................................................13
5. Health Plan Over-Payments......................................................................................................
14
I.
RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR THE CITY RETIREE
MEDICAL SUBSIDY PLAN........................................................................................
14
J.
POST-65 SUPPLEMENTAL MEDICARE COVERAGE ....................................................
14
ARTICLE XI - RETIREMENT.........................................................................................4
A.
BENEFITS.............................................................................................................
15
1. Self -Funded Supplemental Retirement Benefit.........................................................................15
2. Deferred Compensation............................................................................................................15
3. Medical Insurance for Retirees..................................................................................................16
B.
CALIFORNIA PUBLIC EMPLOYEES' RETIREMENT SYSTEM (CAL PERS).......................
17
1. Retirement Formula and Reporting...........................................................................................17
C.
PRE -RETIREMENT OPTIONAL SETTLEMENT 2 DEATH BENEFIT ....................................
17
D.
FOURTH LEVEL OF 1959 SURVIVOR BENEFITS.........................................................
17
ARTICLE XII - LEAVE BENEFITS...............................................................................18
A.
LEAVE WITH PAY..................................................................................................
18
1. General Leave...........................................................................................................................18
a. Accrual..................................................................................................................................18
b. Eligibility and Approval..........................................................................................................18
MEA MOU October 1, 2017 through September 30, 2019 iii
MUNICIPAL EMPLOYEES' ASSOCIATION
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
c. Conversion to Cash..............................................................................................................18
d. One (1) Week Minimum Vacation Requirement...................................................................18
2. City Paid Holidays......................................................................................................................
19
b. City Observed Holiday..........................................................................................................19
c. Holiday Paid Time Off for Part -Time Employees..................................................................19
d. Holiday Pay for Work on a City Observed Holiday...............................................................19
e. Holiday Pay for Work on an Actual Holiday (Not the City Observed Date) ..........................19
g. CalPERS Reporting of Holiday Pay......................................................................................19
3. Sick Leave.................................................................................................................................
20
a. Accrual..................................................................................................................................20
b. Credit....................................................................................................................................20
c. Usage....................................................................................................................................20
d. Payoff at Termination............................................................................................................20
e. Extended Absences..............................................................................................................20
4. Bereavement Leave...................................................................................................................20
5. Association Business.................................................................................................................20
6. Jury Duty....................................................................................................................................21
7. Leave Benefits Entitlement........................................................................................................21
8. Personal Days...........................................................................................................................
21
ARTICLE XIII - CITY RULES....................................................................................... 22
ARTICLE XIV -MISCELLANEOUS..............................................................................22
A.
GRIEVANCE ARBITRATION......................................................................................22
B.
PROMOTIONAL PROCEDURES.................................................................................
22
1. Tie Scores..................................................................................................................................22
2. Salary Upon Promotion.............................................................................................................22
C.
LABOR-MANAGEMENT RELATIONS COMMITTEE........................................................
23
D.
COPIES OF MOU..................................................................................................
23
E.
POSITION CLASSIFICATION ISSUES.........................................................................
23
1. Class Specifications...................................................................................................................23
2. Reclassification Impact..............................................................................................................23
F.
CLASS AAND B DRIVER LICENSE FEES...................................................................
23
G.
DEFERRED COMPENSATION LOAN PROGRAM..........................................................
24
H.
PERFORMANCE EVALUATIONS/WRITTEN REPRIMAND APPEALS .................................
24
I.
MEA LETTER OF INTRODUCTION............................................................................
24
J.
DEPARTMENT OF TRANSPORTATION (DOT) RANDOM ALCOHOL AND CONTROLLED
SUBSTANCETESTING............................................................................................
24
K. UPDATE EMPLOYEE -EMPLOYER RELATIONS RESOLUTION ........................................ 24
L. REQUIRED FINGERPRINTING OF EMPLOYEES........................................................... 24
M. BEACH PARKING................................................................................................... 24
N. REASONABLE SUSPICION ALCOHOL AND CONTROLLED SUBSTANCE TESTING ............. 24
ARTICLE XV - CITY COUNCIL APPROVAL............................................................... 25
MEA MOU October 1, 2017 through September 30, 2019 iv
MUNICIPAL EMPLOYEES' ASSOCIATION
MEMORANDUM OF UNDERSTANDING
TABLE OF CONTENTS
LIST OF MOU EXHIBITS.............................................................................................. 26
EXHIBIT A - CLASS/SALARY SCHEDULE................................................................ 27
EXHIBIT B - UNIFORM POLICY.................................................................................. 34
EXHIBIT C -VEHICLE USE POLICY.......................................................................... 40
EXHIBIT D - PROVISIONS OF THE RETIREE MEDICAL SUBSIDY PLAN ............... 43
EXHIBIT E - 9/80 WORK SCHEDULE......................................................................... 47
EXHIBIT F - 4/10 WORK SCHEDULE......................................................................... 49
EXHIBIT G - AGENCY SHOP AGREEMENT .................................. :........................... 51
EXHIBIT H - CATASTROPHIC LEAVE DONATION PROGRAM ........................... 54
EXHIBIT I - HEALTH AND OTHER INSURANCE BENEFITS/TEAMSTERS
MISCELLANEOUS SECURITY TRUST FUND...................................................58
MEA MOU October 1, 2017 through September 30, 2019 v
Memorandum of Understanding
between
The City of Huntington Beach
(hereinafter called City)
and
The Huntington Beach Municipal Employees' Association
(hereinafter called Association or MEA)
PREAMBLE
WHEREAS, pursuant to California law, the City, acting by and through its designated
representatives, duly appointed by the governing body of said City, and the representatives of the
Association, a duly recognized employee Association, have met and conferred in good faith and
have fully communicated and exchanged information concerning wages, hours and other terms
and conditions of employment for the period October 1, 2017 through September 30, 2019; and
WHEREAS, the representatives of the City and the Association desire to reduce their agreements
to writing,
NOW THEREFORE, this Memorandum of Understanding (MOU) is made to become effective
October 1, 2017 and it is agreed as follows:
ARTICLE I — TERM OF MOU
A. This Memorandum of Understanding shall be in effect for a term commencing on October 1,
2017 through September 30, 2019.
B. This Agreement constitutes the entire Agreement of the parties with respect to improvements
or changes in the salaries and monetary benefits for employees represented by the
Association for the duration of this Agreement.
ARTICLE II — REPRESENTATIONAL UNIT/CLASS
It is recognized that the Association is the employee organization which has the right to meet and
confer in good faith with the City on behalf of permanent employees of the City within those class
titles set out in Exhibit A attached hereto and incorporated herein. The term "permanent
employee" herein shall be referred to as "employee" and is used only to determine entitlement to
certain benefits provided by this MOU and is defined as follows; an employee that has completed
or is in the process of completing a probationary period in a permanent position in the competitive
service in which the employee regularly works twenty (20) hours or more per week. Additionally,
the representation unit shall include all non -safety, non -management classifications which are
created after execution of this Agreement and are not included in another representation unit or
determined in accordance with the Employer -Employee Relations Resolution to be more
appropriately designated as Non -Associated (NA) classifications.
MEA MOU October 1, 2017 through September 30, 2019
MUNICIPAL EMPLOYEES' ASSOCIATION
The City Manager reserves the right to designate up to seven (7) Association employees as
confidential on an annual basis, or as needed. The confidential employee designations shall be
determined by the City Manager for those employees having access to or preparing confidential
materials and/or information and/or recommendations on behalf of the City in its dealings with
employee associations.
The City shall provide the Association with the names of the employees who are designated as
confidential.
ARTICLE III — MANAGEMENT RIGHTS
The parties agree the City has the right to make unilateral management decisions that are outside
the scope of bargaining, as defined by state and federal law and Public Employment Relations
Board (PERB) decisions. Except as expressly abridged or modified herein, the City retains all
rights, powers and authority with respect to the management and direction of the performance of
City services and the work forces performing such services, provided that nothing herein shall
change the City's obligation to meet and confer as to the effects of any such management decision
upon wages, hours and terms and conditions of employment or be construed as granting the City
the right to make unilateral changes in wages, hours and terms and conditions of employment.
Such rights include, but are not limited to, consideration of the merits, necessity, level or
organization of City services, including establishing of work stations, nature of work to be
performed, contracting for any work or operation, reasonable employee performance standards,
including reasonable work and safety rules and regulations in order to maintain the efficiency and
economy desirable for the performance of City services.
ARTICLE IV — EXISTING CONDITIONS
Except as expressly provided herein, the adoption of this Memorandum of Understanding shall
not change existing benefits, and terms and conditions of employment which have been
established in prior Memoranda of Understanding, and/or provided for in the Personnel Rules of
the City of Huntington Beach.
ARTICLE V — SEVERABILITY
If any Article, Sub -Article, sentence, clause, phrase or portion of this Agreement, or the application
thereof to any person, is for any reason held to be invalid or unenforceable by the decision of any
court of competent jurisdiction, such decision shall not affect the validity of the remaining portions
of this Agreement or its application to other persons. The City and the Association hereby agree
that in the event any state or federal legislative, executive or administrative provision purports to
nullify or otherwise adversely affect the wages, hours and other terms and conditions of
employment contained in this Agreement or similarly purports to restrict the ability of the parties
to negotiate a successor agreement, the City and the Association shall, without prejudice to either
party's judicial remedies, endeavor to agree to alternative contractual provisions which are not
adversely affected by said legislative, executive or administrative provision.
MEA MOU October 1, 2017 through September 30, 2019
MUNICIPAL EMPLOYEES' ASSOCIATION
ARTICLE VI — SALARY SCHEDULE
A. Classification and Salary Rates
All employees are required to utilize direct deposit of payroll checks. The City shall issue
each employee direct deposit advice (payroll receipt) each pay period that details all
income, withholdings, and deductions.
ARTICLE VII — SPECIAL PAY
A. Education
1. Tuition Reimbursement
Upon approval of the Department Head and the Human Resources Director, employees
may be compensated for courses from accredited vocational and educational
institutions. Tuition reimbursement shall be limited to job related courses or job related
educational degree objectives and requires prior approval by the Department Head and
Human Resources Director.
Education costs shall be reimbursed to employees on a first come, first served basis
for a full refund for tuition, books, parking (if a required fee) and any other required fees
upon presentation of receipts. On a first come, first served basis, the maximum annual
benefit per fiscal year for each employee is $5,250 (five thousand two hundred -fifty
dollars), until the maximum allocation for the entire bargaining unit of seventy five
thousand dollars ($75,000) in each fiscal year period has been allocated.
Reimbursements shall be made when the employee presents proof to the Human
Resources Director that he/she has successfully completed the course with a grade of
"C" or better; or a "Pass" if taken for credit.
B. Assignment Pay
1. Leadworker Differential
Any employee classified as "Leadworker" shall receive no less than 8% above the
highest classification, which is assigned to the Leadworker to lead.
2. Shift Differential
a. Afternoon Shift
Employees required to work on a regular assigned shift that occurs between
the hours of 4:00 PM and midnight, shall be paid a special pay equal to five
percent (5%) of the employee's base hourly rate of pay (as defined in Article
IX) for all work performed during said shift.
Night Shift
Employees required to work on a regularly assigned shift that occurs between
midnight and 8:00 AM shall be paid a special pay equal to ten percent (10%)
of the employee's base hourly rate (as defined in Article IX).
MEA MOU October 1, 2017 through September 30, 2019
MUNICIPAL EMPLOYEES' ASSOCIATION
C. Shifts Defined
Employees will be considered as assigned to the afternoon shift (4:00 PM to
midnight) or the night shift (midnight to 8:00 AM) when five (5) or more hours
of their regularly assigned shifts occur in the afternoon or night shift as defined
herein.
C. Special Certification/Skill Pay
Bilingual Skill
Employees who are required by their Department Head to use Spanish, Vietnamese,
or American Sign Language skills as part of their job assignment, shall be paid an
additional five -percent (5%) of their base hourly rate (as defined in Article IX) in
addition to their regular bi-weekly pay. The special pay shall be effective the first full
pay period following certification as verified to the Department Head in writing by the
Human Resources Director or designee. Employees may accept assignments
utilizing bilingual skills in other languages on a short-term assignment with approval
by the City Manager. Such employees shall receive the additional five percent (5%)
of their base hourly rate of pay (as defined in Article IX) for every bi-weekly pay
period that the assignment is in effect. In order to be eligible for said compensation,
employee's language proficiency will be tested and certified by the Human
Resources Director or designee.
The parties agree that to the extent permitted by law, Bilingual Skill Pay is special
compensation and shall be reported to CalPERS as such pursuant to Title 2 CCR,
Section 571(a)(4) Bilingual Premium.
2. Building Plan Checker
a. Plans Examiner International Conference of Building Officials (ICBO)
Certification
Effective December 1, 2007, the ICBO certification pay ended. All employees
receiving ICBO certification pay prior to this date shall continue to receive this
pay while they remain in their present classification. Any change in
classification will result in the ICBO pay ending for that employee.
b. Engineering In Training (EIT) /Associate of Arts (AA) Degree in Engineering
Effective December 1, 2007, the EIT/AA pay ended. All employees receiving
EIT/AA pay prior to this date shall continue to receive this pay while they remain
in their present classification. Any change in classification will result in the
EIT/AA pay ending for that employee.
3. Process Owner Assignment Pay
Effective December 1, 2007, Process Owner Assignment Pay ended. All employees
receiving Process Owner Assignment Pay prior to December 1, 2007 shall continue to
receive this pay while they remain assigned to their position.
MEA MOU October 1, 2017 through September 30, 2019
MUNICIPAL EMPLOYEES' ASSOCIATION
4. Hazardous Materials Duty Assignment Pav
Employees assigned HazMat Duty by their department head or his or her designee
shall receive five percent (5%) of their base salary for the specific hours performing the
HazMat Duty assignment.
The parties agree that to the extent permitted by law, Hazardous Materials Duty
Assignment Pay is special compensation and shall be reported as such to Ca1PERS
pursuant to Title 2 CCR, Section 571(a)(4) Hazard Premium.
ARTICLE VIII — UNIFORMS, CLOTHING, TOOLS AND EQUIPMENT
A. Uniforms and Safety Shoes
The City's Uniform and Safety Shoe Policy shall be set forth in Exhibit B, a copy of which
is attached hereto and incorporated herein by this reference, provided however, that
employees represented by MEA working in the Police Department shall be issued property
in accordance with the equipment issue form for the particular position to which they are
assigned.
1. Safety Shoes —Cost
The City shall furnish safety shoes in accordance with the procedures and guidelines
as set forth in Exhibit B, provided however, that the maximum amount to be
reimbursed for a pair of safety shoes will not exceed two hundred and twenty-five
dollars ($225.00) per pair every six (6) months or sooner, if necessary.
2. Safety Glasses
Prescription safety glasses shall be provided upon the approval of the Supervisor.
The cost of prescription safety glasses shall not exceed two hundred ninety-nine
dollars ($299.00) in each two (2) year period, or sooner if medically prescribed.
B. Tool Allowance
Those employees, who are required to furnish their own personal tools for use on the job,
shall be provided with a tool allowance to offset a portion of the cost for said tools that are
lost, stolen or broken when in use on the job. Such allowance shall be eight hundred
dollars ($800.00) per year, payable in January of each year, separate from payroll checks
to those employees on active duty. In the event an employee is hired or separates, his/her
tool allowance for that calendar year shall be prorated on the basis of the total number of
months in which he/she was employed on the first working day of the year. It is understood
that the employee has the responsibility to exercise care and diligence in preventing the
loss, theft and breakage of his/her personal tools.
The following classifications are eligible to receive tool allowance:
• Equipment/Auto Maintenance Crewleader
• Equipment/Auto Maintenance Leadworker
• Helicopter Maintenance Technician
• Mechanic I
• Mechanic 11
• Mechanic III
• Senior Helicopter Maintenance Technician
MEA MOU October 1, 2017 through September 30, 2019
MUNICIPAL EMPLOYEES' ASSOCIATION
C. Vehicle Use
The City Vehicle Use Policy is attached in Exhibit C.
Approval is required by the City Manager or designee for any City vehicle to be taken
home by an employee.
Unit employees subject to the vehicle use policy in Exhibit C shall be required to
participate in the DMV Pull Notice program.
ARTICLE IX — HOURS OF WORK/OVERTIME
A. Work Schedule
It is the intent of the City to provide an opportunity for employees to select a flexible (flex)
schedule and/or alternative work schedule that is consistent with the City's objective that
such schedules shall not reduce service to the public, departmental effectiveness,
productivity and/or efficiency as determined by the City Manager or designee.
1. Pay Definitions
For the purpose of this Agreement, the following definitions shall apply:
a. Base Hourly Rate of Pay is defined as the hourly rate of pay that is identified in
Exhibit A, Salary Schedules.
b. Regular Rate of Pay is defined as the base hourly rate plus (including) special pays
as identified in Article VI I.
c. Overtime Rate of Pay is defined as the base hourly rate of pay times one and one
half (1 '/2) plus (including) special pays as identified in Article VII.
d. Hours of Work includes: General Leave, Holidays, Sick Leave and Compensatory
Time for the purpose of calculating overtime.
Defined Workweek under Fair Labor Standards Act (FLSA)
It is understood that the City has established a workweek for each covered employee
which meets the requirements of the FLSA and which will not result in overtime
compensation as part of a normal work schedule. Each non-exempt employee shall
be assigned a designated FLSA workweek for the correct calculation of overtime.
This designated workweek shall not change unless extraordinary circumstances
require a change in the employee's regular work schedule due to operational need.
A change in the designated FLSA workweek shall be recommended by the
Department Head and approved by the Human Resources Director.
3. Flex Schedule and Alternative Work Schedule - Civic Center Employees
With Supervisor and Department Head approval employees may flex regular
scheduled start times between the hours of 7:00 A.M. to 9:00 A.M. in half-hour
increments (i.e. 7:00 A.M., 7:30 A.M., 8:00 A.M., 8:30 A.M., and 9:00 A.M.). Flex
schedules shall not reduce service to the public, departmental effectiveness,
productivity and/or efficiency as determined by the City Manager or designee. Once
a flex schedule is established, an employee shall not change that schedule until the
end of the pay period, with the approval of the Department Head.
MEA MOU October 1, 2017 through September 30, 2019
MUNICIPAL EMPLOYEES' ASSOCIATION
Employees will have the option of working a 5/40 or 9/80 work schedule with
Supervisor and Department Head approval. Employees assigned to the Police
Department shall retain the option of working the 4/10 work schedule with Supervisor
and Department Head approval. In order to maintain service to the public,
departmental effectiveness, productivity and/or efficiency, a Department Head may
assign an employee a different work schedule that is in compliance with the
requirements of FLSA with City Manager approval.
a. 5/40 Work Schedule
The 5/40 work schedule shall be defined as working five (5) eight (8) hour days
Monday through Friday each week plus a one (1) hour unpaid lunch during each
work shift, totaling a forty (40) hour workweek. The assigned 5/40 work schedule
must be in compliance with the requirements of FLSA.
b. 9/80 Work Schedule
Civic Center Employees
The 9/80 work schedule, as outlined in Exhibit E, shall be defined for all
employees assigned to the Civic Center as working nine (9) days for eighty
(80) hours in a two (2) week pay period by working eight (8) days at nine (9)
hours per day and working one (1) day (Friday) for eight (8) hours, plus a one
(1) hour unpaid lunch during each work shift, totaling forty (40) hours in each
FLSA workweek. The 9/80 work schedule shall not reduce service to the
public, departmental effectiveness, productivity and/or efficiency as
determined by the City Manager or designee.
Non Civic Center Employees
The 9/80 work schedule, as outlined in Exhibit E, shall be defined for all
employees not assigned to the Civic Center as working nine (9) days for eighty
(80) hours in a two (2) week pay period by working eight (8) days at nine (9)
hours per day and working one (1) day (Friday) for eight (8) hours, plus a one
(1) hour unpaid scheduled lunch during each work shift, totaling forty (40) hours
in each FLSA workweek. The 9/80 work schedule shall not reduce service to
the public, departmental effectiveness, productivity and/or efficiency as
determined by the City Manager or designee.
c. 4/10 Work Schedule
The 4/10 work schedule, as outlined in Exhibit F, shall be defined as working four
(4) ten (10) hour days each week plus a one (1) hour unpaid lunch during each
work shift, totaling forty (40) hours in each FLSA workweek. The assigned 4110
work schedule must be in compliance with the requirements of FLSA. The 4/10
work schedule shall not reduce service to the public, departmental effectiveness,
productivity and/or efficiency as determined by the City Manager or designee.
d. Existing Alternative Work Schedules
Non Civic Center employees who had an alternative work schedule (9/80 or 4/10)
prior to February 1, 2003 may retain that alternative work schedule. Employees
assigned to Beach Operations may be required to work a 4/10 work schedule.
Civic Center employees who had an alternative work schedule (9/80) prior to
February 1, 2003 may revert to that alternative work schedule (9/80) in the event
MEA MOU October 1, 2017 through September 30, 2019
MUNICIPAL EMPLOYEES' ASSOCIATION
his/her Supervisor and/or Department Head determine that the 9/80 schedule set
forth in this Article is inappropriate for the employee's classification.
B. Overtime/Compensatory Time
1. FLSA Workweek and Employee Pay Period
Each employee is assigned a designated workweek as a seven (7) day workweek that
begins and ends based upon a defined work schedule. Each employee's pay period
is a fourteen (14) day cycle that consists of two (2) consecutive workweeks.
It is the policy of the City that overtime is to be used only as needed or under
emergency conditions, as approved by the City Manager or designee.
2. Overtime
FLSA "non-exempt" employees shall be compensated at the Overtime Rate (in the
form of pay or compensatory time) for hours worked over forty (40) hours in a
workweek.
3. Work Shift that Exceeds Thirteen (13) Hours
An employee who performs authorized work immediately preceding or upon completion
of a regular work shift (extension of a workday) that exceeds thirteen (13) hours in a
shift shall be compensated as follows:
a. One and one-half (1 '/2) times the employee's regular rate of pay for all hours
worked in excess of their regular workday, up to and including thirteen (13) hours
in any workday, and
b. Two (2) times the employee's regular rate for all hours worked in excess of
thirteen (13) hours in a workday.
4. The employee's Supervisor shall determine if employee receives overtime pay or
compensatory time. Consideration shall be given to effectuating the request of the
employee; however, the maximum accrual for compensatory time shall be one hundred
forty (140) hours.
5. Two (2) times per fiscal year an employee may cash out hours of banked compensatory
time, for maximum annual cash out amount of one hundred ten (110) hours. The
employee shall give payroll two (2) weeks advance notice of their decision to exercise
such option.
C. Employee Fatigue
An employee who is called back to work following the end of their regularly scheduled
work shift and proceeds to work more than five (5) consecutive overtime hours shall then
be entitled to an eight (8) hour rest period without compensation, upon completion of the
assignment. Regularly scheduled lunch periods are not considered part of this rest period.
If the eight (8) hour rest period extends into the employee's next regularly scheduled work
shift, the employee shall suffer no loss of pay or accrued leave as a result thereof. As far
as is practicable, employees who have earned a rest period shall be relieved at the start
of their regular work shift in order to take such rest period.
MEA MOU October 1, 2017 through September 30, 2019
MUNICIPAL EMPLOYEES' ASSOCIATION
This application of this provision shall include scheduled work assignments and extended
work assignments.
D. Callback
Employees called back to work shall be compensated a minimum of two (2) hours of
overtime pay at the regular rate of pay. A Supervisor shall notify an employee, in advance,
of the need to work overtime. Where overtime is worked as an extension of the workday,
it shall not be considered call back. While overtime may be required to be worked, it is the
City's policy to discourage the working of overtime, and to provide reasonable notification
to an employee should overtime be required. An employee called back to work less than
two (2) hours before their shift begins shall not be paid Call Back pay but will be paid in
accordance with Article IX.C. Overtime/Compensatory Time.
E. Mandatory Standby
An employee who is placed on standby status by their Supervisor shall be compensated
at an hourly rate equal to 0.180 of their base hourly rate of pay for the entire period of such
assignment.
F. Actinq Assignment
If an employee is formally assigned to work in a higher classification on a temporary basis
for greater than three (3) consecutive weeks, the employee shall be compensated for all
hours worked in the higher classification at a rate which is at least five and one-half percent
(5 1/2%) above their pay step, but such pay increase shall not exceed eleven percent
(11 %) and not to exceed the top step of the pay range for all hours worked in the higher
classification. In the event a non-exempt employee is assigned to act in a classification
that is exempt from overtime, the employee shall retain all special pays of their non-exempt
classification and shall receive compensation for hours worked over forty (40) hours in the
designated FLSA workweek on a hour for hour basis, at the regular rate of pay. Such pay
shall be paid or credited to the employee's compensatory time off balance at the discretion
of the Department Head or designee.
Acting assignments are not intended to exceed six (6) months unless extraordinary
circumstances warrant an extension as recommended and approved by the Human
Resources Director. Under no circumstances shall an acting assignment exceed (1) one
year nor shall it be considered a reclassification or a promotion Employees on acting
assignment obtain no property rights in the acting assignment and may be returned to
their regular position at any time.
Upon promotion to an FLSA exempt classification, all compensatory time off shall be
cashed out prior to promotion at the employee's current regular rate of pay in the non-
exempt classification.
G. Court Standby Time and Court Appearance Time
An employee who is required to perform court standby duty in the performance of their
official capacity with the City, shall be eligible for Court Standby Time or Court Appearance
Time.
An employee who is required to be on standby for a court appearance during other than
their regularly scheduled work hours shall receive a minimum of three (3) hours time at
their regular rate of pay for each morning and afternoon court session.
MEA MOU October 1, 2017 through September 30, 2019
MUNICIPAL EMPLOYEES' ASSOCIATION
In the event an employee is required to appear in court during other than their regularly
scheduled work hours, the employee shall receive a minimum of three (3) hours at the
overtime rate; provided however, that if such time overlaps with the employee's regularly
scheduled work hours, this provision shall be limited to those hours occurring prior to or
after the employee's regularly scheduled work time.
A legally served subpoena or the direction of the Department Head shall be required to
support the payment of Court Standby or Appearance Time.
ARTICLE X — HEALTH AND OTHER INSURANCE BENEFITS
A. Health
The City shall make available group medical, dental and vision benefits to all employees.
A copy of the medical, dental and vision plan brochures may be obtained from the Human
Resources Office.
B. Eligibility. Criteria and Cost
1. City and Employee Paid Medical Insurance — Employees and Dependents
The City and employee shall each pay for health insurance premiums for qualified
employees and dependent(s) effective the first of the month following the employee's
date of hire. The employee deduction for premium contributions shall be aligned with
the effective date of coverage and the ending date of coverage upon the employee's
separation. The payroll deduction amount shall begin no later than the first full pay
period following the effective date of coverage and pro -rated for coverage through the
end of the month in which employment was separated.
2. Health and Other Insurance Premiums
a. If an employee's health insurance premiums (medical, dental and or vision) exceed
the City's contribution, the employee shall be responsible for paying the difference
between the cost of the premiums and the City's contribution.
MEA MOU October 1, 2017 through September 30, 2019 10
MUNICIPAL EMPLOYEES' ASSOCIATION
b. 2018/19 Premiums and Contributions
Effective 1 1 /17/2018 & 1 /1 /2019
MEA
(with Teamsters Medical + Rx)
Plan
Tier
Monthly
Premium
Employer
Monthly
Contribution
Employee
Monthly
Contribution
Employee
Bi-Weekly
Contribution
Teamsters Kaiser*
Single
679.00
679.00
0.00
0.00
Two -Party
1,276.00
1,257.00
19.00
8.77
Family
1,835.00
1,507.00
328.00
151.38
Anthem Blue Cross
HMO*
Single
679.00
679.00
0.00
0.00
Two -Party
1,276.00
1,257.00
19.00
8.77
Family
1,835.00
1,507.00
328.00
151.38
75%/25(% RePO)* ) Plan
(P
Single
679.00
679.00
0.00
0.00
Two -Party
1,276.00
1,257.00
19.00
8.77
Family
1,835.00
1,507.00
328.00
151.38
Delta Dental PPO
Single
56.00
53.44
2.56
1.18
Two -Party
104.60
100.34
4.26
1.97
Family
137.90
135.09
2.81
1.30
Delta Care HMO
Single
30.11
23.48
6.63
3.06
Two -Party
51.19
39.95
11.24
5.19
Family
78.29
61.07
17.22
7.95
VSP Vision
Single
23.33
21.88
1.45
0.67
Two -Party
23.33
21.88
1.45
0.67
Family
23.33
21.88
1.45
0.67
Medical Cash Out - (As stated in Article X.F.): $679.00 per month ($313.38 bi-weekly)
*Medical Increase effective 10/1 /18 - Dental & Vision rates effective 1 /1 /19
C. Future Premiums and City Contributions
Effective the beginning of the pay period following City Council final approval of
this agreement, the City's monthly contribution to Medical premiums (only) shall
increase by a maximum of $100 per plan, per tier (not to exceed the monthly plan
premium) as follows:
MEA MOU October 1, 2017 through September 30, 2019 11
MUNICIPAL EMPLOYEES' ASSOCIATION
Single $679.00
Two Party $1,257.00
Family $1,507.00
Effective October 1, 2019, the City's monthly contribution to Medical premiums
(only) shall increase by a maximum of $50.00 per plan, per tier (not to exceed the
monthly plan premium) as follows:
Single $729.00
Two Party $1,307.00
Family $1,557.00
The City's contribution to Delta Dental PPO, Delta Care HMO and Vision Service
plans will not increase. The employee shall pay any increased amount above the
City's contribution caps.
3. Part Time Employee Contributions
Part-time employees hired after July 1, 2006, shall receive a pro -rated amount of the
City's contribution rate as established for full-time employees based on the employee's
work schedule, either fifty percent (50%) for half-time (1/2) or seventy-five percent
(75%) for three-quarter time (3/4).
4. Employee payroll deductions shall be made on a pre-tax basis.
5. The dental insurance maximum coverage is two thousand dollars ($2,000.00) per year.
C. COBRA
Employees who terminate their employment with the City and their dependent(s) shall
have any and all the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA)
benefits as well as Cal -COBRA (AB1401) to which the law entitles them.
D. Life and Accidental Death and Dismemberment Insurance
Each employee shall be provided with fifty -thousand dollars ($50,000.00) of life insurance
and fifty -thousand dollars ($50,000.00) of accidental death and dismemberment insurance
coverage paid for by the City. Each employee shall have the option, at his/her own
expense, to purchase additional amounts of life insurance and accidental death and
dismemberment insurance to the extent provided by the City's current providers.
E. Long Term Disability Insurance (LTD)
The City shall provide for each employee at the City's expense a long term disability
insurance plan. The parties agree to exclude the first year of job related illness or injury
from coverage on condition that the plan provides for a coordination with Sick Leave,
General Leave and holidays which is satisfactory to the Association. A copy of the LTD
insurance plan may be obtained from the Human Resources Office.
The intent of long term disability insurance is to assist employees who are off work for an
extended period of time. While long term disability benefits can be coordinated with
accrued leave benefits to achieve one hundred percent (100%) of regular rate of pay, no
employee may receive more than their regular rate of pay while receiving disability benefits
and paid leave.
MEA MOU October 1, 2017 through September 30, 2019 12
MUNICIPAL EMPLOYEES' ASSOCIATION
F. Medical Cash -Out
Group health insurance for this unit is provided by the Teamsters Miscellaneous Security
Trust Fund. If an employee obtains approval from the Teamsters Miscellaneous Security
Trust Fund to suspend medical and prescription benefits, he/she may receive a medical
cash -out. The amount of cash -out is equal to the City's contribution to the lowest cost
employee -only medical premium offered to this unit.
Evidence of approved suspension must be submitted to the Human Resources
Department. Medical cash -out would commence the beginning of the first pay period
following the effective date of the approved suspension granted by the Teamsters
Miscellaneous Security Trust Fund.
Effective October 1, 2019, Medical Cash -Out is subject to increase up to a maximum of
$50, not to exceed the lowest cost single plan tier monthly premium, up to a maximum of
$729 — if the lowest cost single tier plan monthly premium is less than $729 then the cash -
out will equal the lowest cost single plan tier monthly premium.
G. Section 125 Plan
This plan allows employees to use pre-tax salary deductions to pay for regular childcare,
adult dependent care and/or unreimbursed medical expenses.
H. Miscellaneous
1. Nothing in this Article shall be deemed to restrict the City's right to change insurance
carriers or self -fund should circumstance warrant. City shall, however, notify the
Association of any proposed change and allow the Association an opportunity to review
any proposed change and make recommendations to the City.
2. Nothing in this Article shall be deemed to obligate the City to improve the benefits
outlined in this Article.
MEA MOU October 1, 2017 through September 30, 2019 13
MUNICIPAL EMPLOYEES' ASSOCIATION
When the City grants an employee leave without pay for reason of medical disability,
the City shall continue to contribute its share of the employee's insurance premiums,
pursuant to Article X. B.2. for the time the employee is in a non -pay status for the length
of said leave not to exceed twenty-four (24) months. The City shall provide timely written
notification of employee rights under this Article and the LTD Plan and will assist the
employee in processing LTD claims so that undue delay in receiving LTD payments is
avoided.
4. The City and the Association participate in a City-wide joint labor and management
Insurance and Benefits Advisory Committee to discuss and study issues relating to
insurance benefits available for employees.
5. Health Plan Over -Payments
Employees shall be responsible for accurately reporting changes in the status of
dependent(s), which affect their eligibility for health plan coverage ninety (90) days after
the date of such status change. The City shall use its best efforts to advise all
employees of their obligation to report changes in the status of dependent(s), which
affect their eligibility. If an employee fails to report a status change that affects eligibility
within ninety (90) days, the City shall have the right to recover any premiums paid by
the City, on behalf of ineligible dependents. Recovery of such overpayments shall be
made as follows:
a. The employee's bi-weekly salary warrant shall be reduced by one-half (1/2) of the
amount of the bi-weekly overpayment. Such reduction shall continue until the
entire amount of the overpayment is recovered.
b. The City shall be entitled to recover a maximum of twelve (12) months premium
overpayments. Neither the employee nor the dependent shall be liable to the City
other than as provided herein.
I. Retiree Medical Coverage for Retirees Not Eligible for the City Retiree Medical Subsidy
Plan
Employees who retire from the City after January 1, 2004 and are granted a retirement
allowance by the California Public Employees Retirement System (CaIPERS) and are not
eligible for the City's Retiree Medical Subsidy Plan, may choose to participate in City
sponsored medical insurance plans until the first of the month in which they turn age sixty-
five (65).
The retiree shall pay the full premium for City sponsored medical insurance for themselves
and/or qualified dependents without any City subsidy.
Employees who retire from the City and receive a retirement allowance from the CaIPERS
and are not eligible for the City's Retiree Medical Subsidy Plan and choose not to
participate in City sponsored medical insurance, upon retirement permanently lose
eligibility for this insurance.
However, if a retiree who is not eligible for the City's Retiree Medical Subsidy Plan chooses
not to participate in a City sponsored medical insurance plan because the retiree has
access to other group medical insurance, and subsequently loses eligibility for that group
medical insurance, the retiree and their qualified dependents will have access to City
sponsored medical insurance plans reinstated.
MEA MOU October 1, 2017 through September 30, 2019 14
MUNICIPAL EMPLOYEES' ASSOCIATION
Eligibility for retiree medical coverage terminates the first of the month in which the retiree
or qualified dependent turns age sixty-five (65).
J. Post-65 Supplemental Medicare Coverage
Retirees who are participating in the Retiree Medical Subsidy Plan as of January 1, 2004
and all future retirees who meet the criteria to participate in City sponsored medical
insurance, with or without the Retiree Medical Subsidy Plan, may participate in a City
sponsored medical insurance plan that is supplemental to Medicare.
A retiree or qualified dependent must choose to participate in a City sponsored medical
insurance plan that is supplemental to Medicare beginning the first of the month in which
the retiree or qualified dependent turns age sixty-five (65).
The retiree shall pay the full premium to participate in a City sponsored medical insurance
plan that is supplemental to Medicare for themselves or qualified dependents without any
City subsidy.
Retirees or qualified dependents upon turning age sixty-five (65), who choose not to
participate in a City sponsored medical insurance plan that is supplemental to Medicare,
permanently lose eligibility for this insurance.
ARTICLE XI — RETIREMENT
A. Benefits
Self -Funded Supplemental Retirement Benefit
Employees hired prior to December 27, 1997 are eligible for the Self -Funded
Supplemental Retirement Benefit, which provides that:
a. In the event a PERS member elects Option #1, #2, #2W, #3, #3W or #4 of
the Public Employees' Retirement law, the City shall pay the difference
between the employee's elected option and the unmodified allowance which
the retiree would have received for his/her life alone as provided in California
Government Code sections 21455, 21456, 21457, and 21548 as said
referenced Government Code sections exist as of the date of this agreement.
This payment shall be made only to the retiree and shall be payable by the
City during the life of the member, and upon that retiree's death, the
City's obligation shall cease. The method of funding this benefit shall be at the
sole discretion of the City. This benefit is vested for employees covered by this
Agreement.
b. Employees hired on or after December 27, 1997 shall not be eligible for this
benefit referenced in A.1.a. herein above.
2. Deferred Compensation
Any employee who contributes one dollar ($1.00) or more per pay period to his/her
deferred compensation account shall receive an employer contribution in the amount
of nine dollars and twenty-three cents ($9.23) per pay period to the employee's
deferred compensation account.
MEA MOU October 1, 2017 through September 30, 2019 15
MUNICIPAL EMPLOYEES' ASSOCIATION
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:
With no change in benefits, retirees can stay in any of the plans offered by
the City, at the retiree's own expense, for the maximum time period allowed
by federal law (COBRA), state law (Cal -COBRA) or
Retirees may participate in the Retiree Medical Subsidy Plan, attached
hereto as Exhibit D, as amended, based upon the eligibility requirements
described in Exhibit D.
iii. The value of any unused earned leave benefits may be transferred to
deferred compensation at retirement, but only during the time that the
employee is actively employed with the City. The latest opportunity for such
transfer must be the pay period prior to the employee's last day of
employment.
Employees hired on or after October 1, 2014 shall not be eligible for this benefit
referenced in A.3.a.ii. herein above.
MEA MOU October 1, 2017 through September 30, 2019 16
MUNICIPAL EMPLOYEES' ASSOCIATION
B. California Public Employees' Retirement System (CaIPERS)
Retirement Formulas and Reporting
a. The City shall provide all miscellaneous employees described as "classic
members by the Public Employees' Pension Reform Act of 2013 — "PEPRA"
with that certain retirement program commonly known and described as the
"2.5% at age 55 plan" which is based on the retirement formula as set forth in
the California Public Employees' Retirement System (PERS), Section 21354 of
the California Government Code.
All "Classic" bargaining unit members shall pay their CaIPERS member
retirement contribution of eight percent (8%) of pensionable income. This
provision shall not sunset at the end of this agreement.
c. The City shall contract with PERS to have retirement benefits calculated based
upon the "classic" member employee's highest one year's compensation,
pursuant to the provisions of Section 20042 (highest single year).
d. The obligations of the City and the retirement rights of employees as provided
in this Article shall survive the term of this MOU
e. For "New" Members within the meaning of the California Public Employees'
Pension Reform Act of 2013.
New Members shall be governed by the two percent at age 62 (2% @
62) retirement formula set forth in Government Code section 7522.20.
Final compensation will be based on the highest annual average
compensation earnable during the 36 consecutive months immediately
preceding the effective date of his or her retirement, or some other 36
consecutive month period designated by the member.
iii. All bargaining unit "new" members as defined by PEPRA and
determined by CaIPERS, shall contribute one half (50%) of the total
normal cost as established by CaIPERS.
C. Pre -Retirement Optional Settlement 2 Death Benefit
Employees shall be covered by the Pre -Retirement Optional Settlement 2 Death Benefit
as identified in Government Code Section 21548.
D. Fourth Level of 1959 Survivor Benefits
Employees shall be covered by the Fourth Level of the 1959 Survivor Benefit as identified
in Government Code Section 21574.
E. The City has adopted the CaIPERS Resolution in accordance with IRS Code section
414(h)(2) and both the employee contribution and the City pickup of the required member
contribution are made on a pre-tax basis. However, ultimately, the tax status of any benefit
is determined by the law.
MEA MOU October 1, 2017 through September 30, 2019 17
MUNICIPAL EMPLOYEES' ASSOCIATION
ARTICLE XII — LEAVE BENEFITS
A. Leave With PaV
1. General Leave
a. Accrual
Employees accrue leave at the accrual rates outlined below. General Leave
may be used for any purpose, including vacation, Sick Leave, and personal
leave.
Years of Service
Full -Time
Three -Quarter
One -Half Time
Time
First through
176 Hours
132 Hours
88 Hours
Fourth Year
Fifth through
200 Hours
150 Hours
100 Hours
Ninth Year
Tenth through
224 Hours
168 Hours
112 Hours
Fourteenth Year
Fifteenth Year
256 Hours
192 Hours
128 Hours
and Thereafter
Eligibility and Approval
General Leave must be pre -approved except for illness, injury or family
sickness, which may require a physician's statement for approval. General
Leave accrued time is to be computed from hire date anniversary. Employees
shall not be permitted to take general leave in excess of actual time earned.
Employees shall not accrue General Leave in excess of six hundred forty (640)
hours. An employee who earns General Leave hours in excess of six hundred
forty (640) hours shall be paid the cash value of those additional hours in their
paycheck. Employees may not use their General Leave to advance their
separation date on retirement or other separation from employment.
C. Conversion to Cash
Two (2) times during each fiscal year, each employee shall have the option to
convert into a cash payment or deferred compensation up to a total of one
hundred -twenty (120) hours of accrued General Leave per fiscal year. The
value of each hour of conversion is at the employee's current base hourly
rate of pay, as reflected in Exhibit A. The employee shall give payroll two (2)
weeks advance notice of their decision to exercise such option.
d. One (1) Week Minimum Vacation Requirement
Employees in the following positions, or their reclassified equivalent, in the
Finance Department, shall take a minimum of one (1) week (i.e., five (5)
consecutive workdays) paid vacation each calendar year:
MEA MOU October 1, 2017 through September 30, 2019 18
MUNICIPAL EMPLOYEES' ASSOCIATION
Accounting Technician I; Accounting Technician II; Senior Accounting
Technician; Accounting Technician Supervisor; Field Service Representative,
Senior Accountant (responsible for bank reconciliation)
2. City Paid Holidays
a. Full-time employees shall be compensated for the employee's regularly
scheduled work shift for the following holidays:
1. New Year's Day
2. Martin Luther King Day (third Monday in January)
3. President's Day (third Monday in February)
4. Memorial Day (last Monday in May)
5. Independence Day (July 4)
6. Labor Day (first Monday in September)
7. Veteran's Day (November 11)
8. Thanksgiving Day (fourth Thursday in November)
9. The Friday after Thanksgiving
10. Christmas Day (December 25)
Any day declared by the President of the United States to be a national
holiday or by the Governor of the State of California to be a state holiday and
adopted as an employee holiday by the City Council of Huntington Beach.
b. City Observed Holiday -Holidays which fall on Sunday shall be observed the
following Monday, and those falling on Saturday shall be observed the preceding
Friday.
c. Holiday Paid Time Off for Part -Time Employees
Half-time (1/2) or three quarter -time (3/4) employees shall have the holiday paid
as time off with a pro -rated amount of hours, respectively for the holidays listed
above in Article XII.2.A. .
d. Holiday Pay For Work on a City Observed Holiday
In the event an employee is assigned to work on the City observed holiday, in
addition to being paid for the holiday at the employee's regular rate of pay,
whether it is or is not the employee's regularly scheduled workday, the employee
shall be paid for working the holiday at the regular rate of pay unless FLSA
overtime provisions apply, meaning the employee will be paid over time.
e. Holiday Pay for Work on an Actual Holiday (Not the City Observed Date)
An employee who works on the actual holiday as listed in Article XII.2.A. 1-10, in
addition to being paid for the holiday at the employee's regular rate of pay, the
employee shall be compensated at the overtime rate.
f. An employee who is assigned or required to work on both the City observed
holiday date and on the actual date that the holiday falls, shall only be paid for
one City holiday (as applicable per section E. or F. above).
g. CalPERS Reporting of Holiday Pay
Employees who are required to work on a holiday observed by the City, either on
the date observed by the City or on the date that the actual holiday falls as a part
MEA MOU October 1, 2017 through September 30, 2019 19
MUNICIPAL EMPLOYEES' ASSOCIATION
of their regular work schedule, shall have their holiday pay reported to CalPERS.
Classifications eligible forthis CalPERS reporting are: Beach Equipment Operator,
Beach Maintenance Crewleader, Beach Maintenance Worker, Crime Scene
Investigator, Parking/Camping Crewleader, Parking/Camping Leadworker,
Parking Meter Repair Technician, Parking Meter Repair Worker, Parking Control
Officer, Police Records Supervisor, Police Records Technician, Police Records
Specialists assigned to the Records Bureau, Police Service Specialists assigned
to the Records Bureau and Police Systems Coordinator.
h. If an employee is scheduled to work a holiday and will lose that holiday time due
to their General Leave bank having reached the maximum cap of six hundred
forty (640) hours, at the employee's request, the employee may cash out the part
of their holiday time they will lose.
Sick Leave
a. Accrual
No employee shall accrue Sick Leave.
b. Credit
Employees hired prior to March 30, 2002 shall be credited with their Sick Leave
accrued as of March 29, 2002.
C. Usage
Employees may use accrued Sick Leave for the same purposes for which it
was used prior to March 30, 2002.
d. Payoff at Termination
Upon termination, all employees shall be paid, at their current salary rate, for
twenty-five percent (25%) of unused, earned Sick Leave from four hundred and
eighty (480) hours through seven hundred and twenty (720) hours, and for fifty
percent (50%) of all unused, earned Sick Leave in excess of seven hundred
and twenty (720) hours.
e. Extended Absences
Sick Leave shall not be used to extend absences due to work related
(industrial) injuries or illnesses.
4. Bereavement Leave
Employees shall be entitled to bereavement leave not to exceed three (3) work shifts
in each instance of death in the immediate family. Immediate family is defined as
father, mother, sister, brother, spouse, registered domestic partner, children,
grandfather, grandmother, stepfather, stepmother, stepgrandfather, step -
grandmother, grandchildren, stepsisters, stepbrothers, mother-in-law, father-in-law,
son-in-law, daughter-in-law, brother-in-law, sister-in-law, stepchildren, or wards of
which the employee is the legal guardian.
5. Association Business
An allowance of eight hundred (800) hours per year shall be established for the
purpose of allowing duly authorized representatives of the Association to conduct
lawful Association activities. The parties agree to meet and confer during the term of
the Agreement to establish guidelines for use of Association Business time.
MEA MOU October 1, 2017 through September 30, 2019 20
MUNICIPAL EMPLOYEES' ASSOCIATION
6. Jury Duty
Employees who are regularly scheduled to work on swing or graveyard shifts, as
defined in Article VII.13.2., shall be placed on a day shift if they are required to appear
for jury duty or selection for a period of more than one day.
7. Leave Benefits Entitlement
The City shall comply with all state and federal leave benefit entitlement laws. An
eligible employee on an approved leave shall be allowed to use earned Sick Leave,
General Leave, and/or Compensatory Time for serious and non -serious family or
personal health issues. For more information on employee leave options, contact
the Human Resources Division.
8. Personal Days
Each full-time unit employee will be entitled to utilize a maximum of thirty (30)hours
as "personal days."
a. Supervisor approval is required to utilize Personal Days.
b. Personal Days have no cash value.
c. All Personal Days time (30 hours) must be used by not later than September
30, 2019. The use of Personal Days will not be extended by any subsequent
extension of this agreement beyond September 30, 2019.
d. No portion of unused Personal Days may be carried over beyond September
30, 2019.
e. Part-time employees shall be granted thirty (30) hours as Personal Days on
a proportional hours computation to full-time equivalent employee status.
Half-time employees shall be granted a total of fifteen (15) hours.
Three-quarter employees shall be granted a total of twenty two and
one half (22.5) hours.
The entire MOU provision regarding the additional one-time allotment of 30 hours of
Personal Days will expire with the expiration of this agreement and will not continue
beyond the original expiration date of the agreement (even if the MOU is
subsequently extended or amended), nor will it be automatically included as part of
any successor MOU. The language as written herein sunsets.
MEA MOU October 1, 2017 through September 30, 2019 21
MUNICIPAL EMPLOYEES' ASSOCIATION
ARTICLE XIII — CITY RULES
Personnel Rules
All MOU provisions that supersede the City's Personnel Rules shall automatically update the
City's Personnel Rules and be incorporated into such rules.
ARTICLE XIV —MISCELLANEOUS
A. Grievance Arbitration
Any grievance as defined and described in Rules 19 and 20 of the City Personnel Rules
(Resolution No. 3960), shall be settled in accordance with the procedures set forth in said
Rules except that the parties to the grievance may, by mutual agreement, submit the
grievance to a neutral arbitrator whose decision shall be final and binding on the parties.
The arbitrator shall be selected by the parties from listings of and pursuant to the rules of
the American Arbitration Association. This procedure, if adopted by the parties, shall be in
lieu of Step 5 of Rule 19, or Step 4 of Rule 20, and the fees charged by the arbitrator or
hearing officer and court reporter shall be paid equally, fifty-fifty (50-50) by the City and
the Association.
B. Promotional Procedures
1. Tie Scores
When promotions are to be made, and two or more employees are found to be equal
as a result of promotional examinations conducted by the City, the employee with
the greatest length of service with the City shall receive the promotion.
2. Salary Upon Promotion
Upon promotion, an employee shall be compensated at the same step in the salary
range for his/her new classification, subject to the following provisions:
a. Except for the provisions of sub -paragraphs b and c below, no employee shall
receive greater than eleven percent (11 %) increase upon promotion.
b. If "A" Step of the classification upon promotion is greater than eleven percent
(11 %) increase, the employee shall be compensated at "A" step upon
promotion.
C. If the employee would be eligible for a step increase within eleven (11) months
of the date of promotion in his/her classification before promotion, then the
Human Resources Director may authorize an increase greater than eleven
percent (11 %) upon promotion.
MEA MOU October 1, 2017 through September 30, 2019 22
MUNICIPAL EMPLOYEES' ASSOCIATION
C. Labor -Management Relations Committee
The City and MEA participate in a Labor -Management Relations Committee as follows:
The Association and the City recognize that the participation of employees in the
formulation and implementation of personnel policy and practices affects their well-
being and the efficient administration of the Government. The parties further
recognize that the entrance into a formal agreement with each other is but one act
of joint participation, and that the success of a labor-management relationship is
further assured if a forum is available and used to communicate with each other. The
parties therefore agree to the structure of Labor -Management Relations Committees
(LMRC) for the purpose of exchanging information and the discussion of matters of
concern or interest to each of them, in the broad area of working conditions, wages
and hours.
2. The City of Huntington Beach shall have an LMRC. The formation of this LMRC shall
not serve as the basis for reopening the meet and confer process to modify this
MOU.
3. The LMRC shall meet monthly. The City shall be represented by the City Manager
(or designee), the Human Resources Director (or designee), and Department
Heads. Four (4) representatives at these meetings shall represent the Association.
4. The City agrees that any meeting conducted under this Article shall be conducted in
facilities furnished by the City, and Association representatives shall be released
from their duties at work to attend the LMRC.
5. The parties shall exchange agenda items five (5) workdays before each scheduled
LMRC meeting described in this section. Matters not on the agenda may be
discussed by mutual consent. If either party timely forwards an agenda, the meeting
will be held.
D. Copies of MOU
The City agrees to print this Memorandum of Understanding for each employee requesting
a copy.
E. Position Classification Issues
1. Class Specifications
The City shall send the Association a copy of each new job description approved for
classifications within the representation unit.
2. Reclassification Impact
It is not the intention of the City to demote or layoff an employee through
reclassification. Prior to imposing a Y-rating, or layoff resulting from classification
reviews, the City agrees to meet and confer with Association representatives.
F. Class A and B Driver License Fees
The City shall reimburse employees for costs associated with obtaining and renewing
Class A and Class B driver licenses where required by the City for the position.
MEA MOU October 1, 2017 through September 30, 2019 23
MUNICIPAL EMPLOYEES' ASSOCIATION
G. Deferred Compensation Loan Program
Employees may utilize this program, under which employees may borrow up to fifty
percent (50%) of their deferred compensation funds for critical needs such as medical
costs, college tuition, or purchase of a home.
H. Performance Evaluations/Written Reprimand Appeals
Employees may appeal the results of a performance evaluation or written reprimand.
Such appeals shall be initiated through the appropriate chain of command (which may
include the LMRC) and any decision made by the Department Head shall be considered
final.
I. MEA Letter of Introduction
A one -page letter of introduction from MEA, and of MEA's choosing, regarding the benefits
and purpose of joining the MEA, will be included in all MEA eligible new employee
orientation packets.
J. Department of Transportation (DOT) Random Alcohol and Controlled Substance Testing
During the term of the Agreement, the City and the Association agree to meet and confer
to update the policy in accordance with law.
K. Update Employee -Employer Relations Resolution (EERR)
During the term of the Agreement, the City and the Association agree to meet and confer
to update the Employee -Employer Relations Resolution to reflect current state law.
Required Fingerprinting of Employees
The City requires that all employees who are hired, transferred, or promoted to positions
that require fingerprinting by federal, state or local law(s) be fingerprinted according to
said law(s). The City may also require employees be fingerprinted if they are hired,
transferred or promoted into positions with oversight responsibilities for senior citizens or
oversight responsibilities for confidential, and or sensitive documents or equipment.
M. Beach Parking
Employees may purchase a City beach parking pass at the Senior discount rate.
N. Reasonable Suspicion Alcohol and Controlled Substance Testing
The City maintains the right to conduct a test during working hours of any employee that
it reasonably suspects is under the influence of alcohol or a controlled substance in the
workplace. The policy to implement such testing shall be established by the City and the
Association during the term of the Agreement.
MEA MOU October 1, 2017 through September 30, 2019 24
ARTICLE XV — CITY COUNCIL APPROVAL
It is the intent of the City and Association that this Memorandum of Understanding r resents an
"Agreement" between the undersigned within the meaning of Section 8-2 of the Hu ington Beach
Employer -Employee Relations Resolution; however, this Memorandum of Under anding is of no
force or effect whatsoever unless adopted by Resolution of the City Cou cil of the City of
Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this emorandum of
Understanding this 511 day of November, 2018.
Huntington Beach
City of Huntington Beach Mu icipal Employees' Association
By: B :
Fred A. Wilson Judy Graham
City Hager '! MEA President
By: e:�`r 6
(� By:
,1Lori Ann Fa Harrison
/ Arista 1fV Mana
31
,WDZhele Warrer
irector of Hu n Resour es
oAnn Diaz
-Principal Personn n yst
APP
City /j¢,Corney
MEA MOU October 1, 2017 through September 30, 2019 25
By:
Gregorio Daniels
Teamsters 911 Sr. Business Rep
Terry Tintle
Vice -President
By:
Brian Weinberg
MEA Bargaining Committee
ARTICLE XV — CITY COUNCIL APPROVAL
It is the intent of the City and Association that this Memorandum of Understanding represents an
"Agreement" between the undersigned within the meaning of Section 8-2 of the Huntington Beach
Employer -Employee Relations Resolution; however, this Memorandum of Understanding is of no
force or effect whatsoever unless adopted by Resolution of the City Council of the City of
Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of
Understanding this 5th day of November, 2018.
City o u Y gton Beach
By:
Fre A. i on
City Hager
By: 4''l ��
Lori Ann Fa "
A if//y
By: -;
/hele WarrE
7ctor of Hu
JoAnn Diaz
"Principal Pers
APPROVED AS
Mic7orney
ates
City
Huntington Beach
Municipal Emplovejes' Association
in
v nam
Pr sident
i1 Harrison Gregorio Daniels
Man Team ers 911,2r. B iness Rep
By:
h- Terry Ti tle
n Resources Vice-P sident
By:
Brian We' erg
)nneLAn yst MEA Bargaining Committee
MEA MOU October 1, 2017 through September 30, 2019 25
G. Deferred Compensation Loan Program
Employees may utilize this program, under which employees may borrow p to fifty
percent (50%) of their deferred compensation funds for critical needs such as medical
costs, college tuition, or purchase of a home. 7
H. Performance Evaluations/Written Reprimand Appeals
Employees may appeal the results of a performance evaluation r written reprimand.
Such appeals shall be initiated through the appropriate chain command (which may
include the LMRC) and any decision made by the Department ead shall be considered
final.
I. MEA Letter of Introduction
A one -page letter of introduction from MEA, and of ME ' choosing, regarding the benefits
and purpose of joining the MEA, will be included n all MEA eligible new employee
orientation packets.
J. Department of Transportation DOT Random Alcohol and Controlled Substance Testing
During the term of the Agreement, the City a the Association agree to meet and confer
to update the policy in accordance with law
K. Update Employee -Employer Relations Resolution (EERR)
During the term of the Agreement, th City and the Association agree to meet and confer
f
to update the Employee -Employer �blations Resolution to reflect current state law.
Required Fingerprinting of Em I ees
The City requires that all empl yees who are hired, transferred, or promoted to positions
that require fingerprinting b federal, state or local law(s) be fingerprinted according to
said law(s). The City ma also require employees be fingerprinted if they are hired,
transferred or promoted ' to positions with oversight responsibilities for senior citizens or
oversight responsibiliti for confidential, and or sensitive documents or equipment.
M. Beach Parking
Employees may purchase a City beach parking pass at the Senior discount rate.
N. Reasonable S picion Alcohol and Controlled Substance Testing
The City mai tains the right to conduct a test during working hours of any employee that
it reasonab suspects is under the influence of alcohol or a controlled substance in the
workplac The policy to implement such testing shall be established by the City and the
Associa on during the term of the Agreement.
MEA MOU October 1, 2017 through September 30, 2019 24
MUNICIPAL EMPLOYEES' ASSOCIATION
ARTICLE XV — CITY COUNCIL APPROVAL
It is the intent of the City and Association that this Memorandum of Understanding represents an
"Agreement" between the undersigned within the meaning of Section 8-2 of the Huntington Beach
Employer -Employee Relations Resolution; however, this Memorandum of Understanding is of no
force or effect whatsoever unless adopted by Resolution of the City Council of the City of
Huntington Beach.
IN WITNESS WHEREOF, the parties hereto have executed this Memorandum of
Understanding this 51h day of November, 2018.
City of Huntington Beach
By:
Fred A. Wilson
City Manager
By:
Lori Ann Farrell Harrison
Assistant City Manager
By:
Michele Warren
Director of Human Resources
By:
JoAnn Diaz
Principal Personnel Analyst
APPROVED AS TO FORM:
Michael Gates
City Attorney
MEA MOU October 1, 2017 through September 30, 2019 25
Huntington Beach
Municipal Employees' Association
AN
Judy Graham
MEA President
By:
e t aniels
eamsters 911 Sr. Business Rep
IS
Terry Tintle
Vice -President
By:
Brian Weinberg
MEA Bargaining Committee
C01 .R T ..
MEA
LIST OF MOU EXHIBITS
EXHIBITS
"SUBJECT
A
Class/Salary Schedule
B
Uniform Polic
B-1
Uniform Listing by Category/Class
C
Vehicle Use Policy
D
Provisions of the Retiree Medical Subsidy Plan
E
9/80 Work Schedule
F
4/10 Work Schedule
G
Agency Shop Agreement
H
I Catastrophic Leave Donation Program
I
I Teamsters Miscellaneous Security Trust
MEA MOU October 1, 2017 through September 30, 2019 26
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT A -PAY SCHEDULE
EFFECTIVE SEPTEMBER 24, 2016
HOURLY WAGE PAY RATES
Job
type
Yp
Description
Pay
Grade
;" A . 'y
..,: B
C...
D
E
0111
Accountant
MEA111
32.45
34.23
36.11
38.09
40.19
0286
Accounting Technician I
MEA286
22.54
23.78
25.09
26.47
27.92
0287
Accounting Technician II
MEA287
24.78
26.14
27.58
29.10
30.70
0294
Accounting Technician Supv
MEA294
28.64
30.21
31.88
33.62
35.47
0428
Administrative Aide
MEA428
31.81
33.56
35.40
37.35
39.40
0278
Administrative Assistant
MEA278
28.08
29.62
31.25
32.97
34.78
0289
Administrative Secretary
MEA289
23.92
25.24
26.63
28.10
29.64
0297
Art Programs Curator
MEA297
28.36
29.91
31.55
33.29
35.12
0698
Assistant Civil Engineer
MEA698
32.45
34.23
36.11
38.09
40.19
0108
Assistant Planner
MEA108
33.27
35.09
37.02
39.06
41.21
0267
Assistant Social Worker
MEA267
23.11
24.38
25.72
27.14
28.63
0358
Beach Equip Operator
MEA358
26.33
27.77
29.30
30.90
32.60
0149
Beach Maint Crewleader
MEA149
34.10
35.98
37.95
40.04
42.24
0452
Beach Maint Service Worker
MEA452
24.17
25.50
26.90
28.38
29.94
0210
Building Inspector I
MEA210
30.71
32.39
34.17
36.05
38.04
0211
Building Inspector 11
MEA211
33.94
35.80
37.77
39.84
42.03
0208
Building Inspector III
MEA208
37.49
39.55
41.72
44.02
46.44
0176
Building Plan Checker I
MEA176
36.94
38.97
41.11
43.37
45.76
0520
Building Plan Checker II
MEA520
42.89
45.25
47.74
50.37
53.14
0366
Business License Supervisor
MEA366
33.43
35.26
37.21
39.26
41.42
0112
Buyer
MEA112
31.96
33.72
35.58
37.53
39.59
0106
Civil Engineering Assistant
MEA106
37.86
39.94
42.14
44.46
46.91
0162
Civilian Check Investigator
MEA162
25.40
26.79
28.27
29.82
31.46
0186
Code Enforcement Officer I
MEA186
25.53
26.93
28.41
29.98
31.63
0182
Code Enforcement Officer 11
MEA182
31.50
33.22
35.05
36.98
39.01
0511
Code Enforcement Technician
MEA511
21.24
22.41
23.64
24.93
26.31
0263
Community Relations Specialist
MEA263
26.83
28.31
29.87
31.51
33.25
MEA MOU October 1, 2017 through September 30, 2019 27
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT A -PAY SCHEDULE
Job
type
Descriptions
Pay.
Grade
AB
,
:: C.p
E.
0597
Community Services Officer
MEA597
27.51
29.03
30.62
32.31
34.09
0269
Community Srvcs Rec Specialist
MEA269
24.17
25.50
26.90
28.38
29.94
0258
Community Srvcs Rec Supv
MEA258
33.43
35.26
37.21
39.26
41.42
0172
Construction Inspector I
MEA172
30.71
32.39
34.17
36.05
38.04
0463
Construction Inspector 11
MEA463
33.94
35.80
37.77
39.84
42.03
0312
Court Liaison Specialist
MEA312
23.92
25.24
26.63
28.10
29.64
0166
Crime Analyst
MEA166
31.81
33.56
35.40
37.35
39.40
0165
Crime Analyst Senior
MEA165
37.11
39.15
41.31
43.59
45.98
0255
Crime Scene Investigator
MEA255
29.95
31.61
33.34
35.18
37.11
0119
Criminalist
MEA119
33.43
35.26
37.21
39.26
41.42
0192
Cross Connection Control Spec
MEA192
31.50
33.22
35.05
36.98
39.01
0400
Custodian
MEA400
21.76
22.96
24.22
25.55
26.95
0134
Deputy City Clerk
MEA134
26.19
27.62
29.14
30.74
32.44
0138
Development Specialist
MEA138
33.43
35.26
37.21
39.26
41.42
0339
Electrician
MEA339
31.01
32.72
34.52
36.42
38.43
0232
Emergency Medical Srvcs Coord
MEA232
47.40
50.00
52.75
55.65
58.72
0198
Emergency Services Coordinator
MEA198
40.82
43.07
45.43
47.93
50.56
0175
Engineering Aide
MEA175
26.83
28.31
29.87
31.51
33.25
0180
Engineering Technician
MEA180
32.93
34.75
36.66
38.68
40.80
0445
Environmental Specialist
MEA445
37.86
39.94
42.14
1 44.46
46.91
0382
Equip Services Crewleader
MEA382
35.15
37.08
39.12
41.27
43.53
0142
Equip/Auto Maint Crewleader
MEA142
35.15
37.08
39.12
41.27
43.53
0472
Equip/Auto Maint Leadworker
MEA472
31.96
33.72
35.58
37.53
39.59
0383
Equipment Support Assistant
MEA383
24.90
26.27
27.72
1 29.24
30.85
0061
Executive Assistant
MEA061
32.29
34.06
35.92
37.90
39.98
0143
Facilities Maint Crewleader
MEA143
34.97
36.89
38.92
41.06
43.32
0407
Facilities Maint Leadworker
MEA407
27.24
28.74
30.32
31.98
33.74
0391
Facilities Maintenance Tech
MEA391
25.15
26.53
27.99
1 29.53
31.15
0398
Field Service Representative
MEA398
25.93
27.35
28.85
30.44
32.11
0588 1
Fire Prevention Inspector
MEA588
1 38.44
40.55
42.79
45.14
47.62
MEA MOU October 1, 2017 through September 30, 2019 28
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT A -PAY SCHEDULE
type .
Description.
GPay
ade
A
B.
- C
D
E
0260
Fire Safety Program Specialist
MEA260
32.45
34.23
36.11
38.09
40.19
0173
Fire Training Maintenance Tech
MEA173
29.81
31.45
33.18
35.01
36.93
0470
Forensic Systems Specialist
MEA470
35.84
37.81
39.90
42.09
44.40
0576
GIS Analyst I
MEA576
36.57
38.58
40.70
42.94
45.30
0178
GIS Analyst II
MEA178
39.60
41.78
44.08
46.51
49.07
0190
Haz Mat Program Specialist
MEA190
36.20
38.19
40.29
42.51
44.85
0337
Helicopter Maintenance Tech
MEA337
29.35
30.97
32.67
34.48
36.38
0115
Info Technology Analyst I
MEA115
36.57
38.58
40.70
42.94
45.30
0505
Info Technology Analyst 11
MEA505
39.60
41.78
44.08
46.51
49.07
0117
Info Technology Analyst III
MEA117
42.27
44.59
47.04
49.63
52.36
0118
Info Technology Analyst IV
MEA118
46.46
49.02
51.71
54.55
57.55
0495
Info Technology Technician I
MEA495
22.78
24.03
25.34
26.74
28.21
0494
Info Technology Technician II
MEA494
25.65
27.06
28.55
30.13
31.79
0493
Info Technology Technician III
MEA493
28.77
30.35
32.03
33.79
35.64
0492
Info Technology Technician IV
MEA492
31.81
33.56
35.40
37.35
39.40
0491
Info Technology Technician Sr.
MEA491
34.10
35.98
37.95
40.04
42.24
0155
Irrigation Crewleader
MEA155
34.10
35.98
37.95
40.04
42.24
0357
Irrigation Specialist
MEA357
25.53
26.93
28.41
29.98
31.63
0359
Landscape Equip Operator
MEA359
26.33
27.77
29.30
30.90
32.60
0145
Landscape Maint Crewleader
MEA145
34.10
35.98
37.95
40.04
42.24
0402
Landscape Maint Leadworker
MEA402
28.50
30.06
31.71
33.46
35.30
0163
Latent Fingerprint Examiner
MEA163
32.11
33.88
35.75
37.71
39.79
0300
Legal Assistant
MEA300
26.83
28.31
29.87
31.51
33.25
0114
Librarian
MEA114
29.07
30.67
32.35
34.13
36.01
0432
Library Facilities Coordinator
MEA432
26.19
27.62
29.14
30.74
32.44
0451
Library Services Clerk
MEA451
20.30
21.42
22.59
23.83
25.14
0257
Library Specialist
MEA257
24.17
25.50
26.90
28.38
29.94
0302
Literacy Program Specialist
MEA302
29.07
30.67
32.35
34.13
36.01
0392
Maint Service Worker
MEA392
24.17
25.50
26.90
28.38
29.94
0394
Maintenance Worker
MEA394
21.24
22.41
23.64
24.93 1
26.31
MEA MOU October 1, 2017 through September 30, 2019 29
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT A -PAY SCHEDULE
Job
Descriptions
Pay
Grade,
A,
B
C�-
D
E
0448
Marine Equipment Mechanic
MEA448
31.66
33.40
35.23
37.16
39.20
0384
Mechanic I
MEA384
25.02
26.39
27.85
29.38
31.00
0348
Mechanic II
MEA348
27.79
29.33
30.94
32.64
34.43
0347
Mechanic III
MEA347
29.51
31.13
1 32.85
34.65
36.56
0380
Media Services Specialist
MEA380
24.17
25.50
26.90
28.38
29.94
0306
Office Assistant I
MEA306
17.22
18.17
19.17
20.23
21.34
0304
Office Assistant II
MEA304
20.71
21.86
23.06
24.32
25.66
0290
Office Specialist
MEA290
21.86
23.06
24.33
25.67
27.08
0378
Painter Leadworker
MEA378
31.16
32.88
34.69
36.60
38.62
0153
Park Maintenance Crewleader
MEA153
34.97
36.89
38.92
41.06
43.32
0177
Parking Meter Repair Tech
MEA177
27.79
29.33
30.94
32.64
34.43
0395
Parking Meter Repair Worker
MEA395
25.65
27.06
28.55
30.13
31.79
0570
Parking/Camping Assistant
MEA570
21.24
22.41
23.64
24.93
26.31
0459
Parking/Camping Crewleader
MEA459
34.10
35.98
37.95
40.04
42.24
0401
Parking/Camping Leadworker
MEA401
28.50
30.06
31.71
33.46
35.30
0455
Parking/Traffic Control Coord
MEA455
26.83
28.31
29.87
31.51
33.25
0262
Parking/Traffic Control Officr
MEA262
21.24
22.41
23.64
24.93
26.31
0577
Parking/Traffic Control Supv
MEA577
28.64
30.21
31.88
33.62
35.47
0458
Payroll Specialist
MEA458
37.29
39.34
41.51
43.80
46.21
0447
Payroll Technician
MEA447
25.15
26.53
27.99
29.53
31.15
0295
Permit Technician
MEA295
23.11
24.38
25.72
27.14
28.63
0279
Personnel Assistant
MEA279
24.43
25.77
27.18
28.67
30.25
0367
Pest Control Specialist
MEA367
25.53
26.93
28.41
29.98
31.63
0136
Planning Aide
MEA136
26.83
28.31
29.87
31.51
33.25
0342
Plumber
MEA342
30.25
31.91
33.67
35.52
37.48
0197
Police Photo/Imaging Specialist
MEA197
29.81
31.45
33.18
35.01
36.93
0307
Police Records Specialist
MEA307
21.86
23.06
24.33
25.67
27.08
0283
Police Records Supervisor
MEA283
25.53
26.93
28.41
29.98
31.63
0282
Police Records Technician
MEA282
19.81
20.90
22.04
23.25 1
24.52
0308
Police Services Specialist
MEA308
1 24.17
25.50
26.90
28.38 1
29.94
MEA MOU October 1, 2017 through September 30, 2019 30
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT A -PAY SCHEDULE
Job
type
Description.
Pay
Grade.
A
B
C
D
E
0215
Police Systems Coordinator
MEA215
28.21
29.76
31.40
33.13
34.95
0584
Program Coord - Human Srvcs
MEA584
29.81
31.45
33.18
35.01
36.93
0259
Property and Evidence Officer
MEA259
26.58
28.03
29.58
31.21
32.92
0261
Property and Evidence Supervisor
MEA261
30.71
32.40
34.17
36.06
38.04
0583
Rideshare Coordinator
MEA583
33.09
34.92
36.84
38.87
41.01
0256
Risk Management Specialist
MEA256
24.17
25.50
26.90
28.38
29.94
0515
SCADA Coordinator
MEA515
34.10
35.98
37.95
40.04
42.24
0346
SCADA Technician
MEA346
30.25
31.91
33.67
35.52
37.48
0110
Senior Accountant
MEA110
37.29
39.34
41.51
43.80
46.21
0288
Senior Accounting Technician
MEA288
27.24
28.74
30.32
31.98
33.74
0434
Senior Code Enforcement Officer
MEA434
34.80
36.71
38.73
40.86
43.10
0171
Senior Construction Inspector
MEA171
37.49
39.55
41.72
44.02
46.44
0135
Senior Deputy City Clerk
MEA135
33.43
35.26
37.21
39.26
41.42
0586
Senior Engineering Technician
MEA586
38.24
40.35
42.57
44.91
47.39
0343
Senior Facilities Maint Tech
MEA343
29.51
31.13
32.85
34.65
36.56
0334
Senior Helicopter Maint Tech
MEA334
40.62
42.85
45.21
47.69
50.31
0450
Senior Library Specialist
MEA450
26.45
27.90
29.44
31.05
32.76
0363
Senior Marine Equip Mechanic
MEA363
35.15
37.08
39.12
41.27
43.53
0446
Senior Payroll Technician
MEA446
27.65
29.18
30.78
32.48
34.26
0437
Senior Permit Technician
MEA437
29.51
31.13
32.85
34.65
36.56
0265
Senior Services Assistant
MEA265
16.14
17.02
17.96
18.95
20.00
0481
Senior Services Transp Coord
MEA481
25.80
27.21
28.71
30.29
31.95
0709
Senior Telecommunications Technician
MEA709
34.10
35.98
37.95
40.04
42.24
0349
Senior Wastewtr Pump Mechanic
MEA349
26.33
27.77
29.30
30.90
32.60
0396
Senior Water Meter Reader
MEA396
25.40
26.79
28.27
29.82
31.46
0148
Signs & Markings Crewleader
MEA148
34.97
36.89
38.92
41.06
43.32
0338
Signs Leadworker
MEA338
29.07
30.67
32.35
34.13
36.01
0354
Signs/Markings Equip Operator
MEA354
26.33
27.77
29.30
30.90
32.60
0266
Social Worker
MEA266
28.36
29.91
31.55
33.29
35.12
0386
Stock Clerk
MEA386
21.24
22.41
23.64
24.93
26.31
MEA MOU October 1, 2017 through September 30, 2019
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT A -PAY SCHEDULE
Job -
type
Description
Pay'
Grade
. A
B
p
E
0361
Street Equip Operator
MEA361
26.33
27.77
29.30
30.90
32.60
0150
Street Maint Crewleader
MEA150
34.10
35.98
37.95
40.04
42.24
0406
Street Maint Leadworker
MEA406
29.95
31.61
33.34
35.18
37.11
0183
Survey Party Chief
MEA183
38.44
40.55
42.79
45.14
47.62
0174
Survey Technician I
MEA174
26.83
28.31
29.87
31.51
33.25
0185
Survey Technician If
MEA185
29.07
30.67
32.35
34.13
36.01
0195
Telecommunications Specialist
MEA195
38.63
40.76
43.00
45.37
47.86
0181
Traffic Engineering Technician
MEA181
34.97
36.89
38.92
41.06
43.32
0389
Traffic Maint Service Worker
MEA389
24.17
25.50
26.90
28.38
29.94
0410
Traffic Markings Leadworker
MEA410
28.50
30.06
31.71
33.46
35.30
0336
Traffic Signal Electrician
MEA336
31.50
33.22
35.05
36.98
39.01
0140
Traffic Signal/Light Crewleadr
MEA140
34.97
36.89
38.92
41.06
43.32
0365
Tree Equipment Operator
MEA365
26.33
27.77
29.30
30.90
32.60
0144
Trees Maintenance Crewleader
MEA144
34.10
35.98
37.95
40.04
42.24
0460
Trees Maintenance Leadworker
MEA460
28.50
30.06
31.71
33.46
35.30
0268
Volunteer Services Coordinator
MEA268
25.80
27.21
28.71
30.29
31.95
0385
Warehousekeeper
MEA385
26.83
28.31
29.87
31.51
33.25
0362
Wastewater Equip Operator
MEA362
26.33
27.77
29.30
30.90
32.60
0454
Wastewater Maint Service Workr
MEA454
24.17
25.50
26.90
28.38
29.94
0146
Wastewater Ops Crewleader
MEA146
34.10
35.98
37.95
40.04
42.24
0404
Wastewater Ops Leadworker
MEA404
28.50
30.06
31.71
33.46
35.30
0387
Wastewater Pump Mechanic
MEA387
25.65
27.06
28.55
30.13
31.79
0582
Water Conservation Coordinator
MEA582
33.09
34.92
36.84
38.87
41.01
0151
Water Dist Maint Crewleader
MEA151
34.10
35.98
37.95
40.04
42.24
0379
Water Dist Maint Leadworker
MEA379
30.86
32.56
34.35
36.24
38.23
0147
Water Dist Meters Crewleader
MEA147
34.10
35.98
37.95
40.04
42.24
0377
Water Dist Meters Leadworker
MEA377
28.50
30.06
31.71
33.46
35.30
0364
Water Equip Operator
MEA364
28.50
30.06
31.71
33.46
35.30
0397
Water Meter Reader
MEA397
23.46
24.74
26.10
27.54
29.05
0356
Water Meter Repair Technician
MEA356
1 26.19
27.62
29.14
30.74
32.44
MEA MOU October 1, 2017 through September 30, 2019 32
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT A -PAY SCHEDULE
Job
type..
Description
Pay
Grade
A
B
C
D
E
0152
Water Operations Crewleader
MEA152
34.10
35.98
37.95
40.04
42.24
0371
Water Operations Leadworker
MEA371
31.81
33.56
35.40
37.35
39.40
0156
Water Quality Coordinator
MEA156
34.10
35.98
37.95
40.04
42.24
0191
Water Quality Technician
MEA191
29.95
31.61
33.34
35.18
37.11
0461
Water Service Worker
MEA461
24.90
26.27
27.72
29.24
30.85
0368
Water Systems Technician I
MEA368
24.90
26.27
27.72
29.24
30.85
0369
Water Systems Technician II
MEA369
26.58
28.03
29.58
31.21
32.92
0370
Water Systems Technician III
MEA370
29.35
30.97
32.67
34.48
36.38
0449
Water Utility Locator
MEA449
29.95
31.61
33.34
35.18
37.11
MEA MOU October 1, 2017 through September 30, 2019 33
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT B — UNIFORM POLICY
UNIFORM POLICY
A. General
The City shall furnish uniforms to those employees designated by the various Department
Heads as required to wear a standard uniform for appearance, uniformity and public
recognition purposes, in the procedures and guidelines set forth hereinafter.
B. Affected Employees
All employees listed in Exhibit B-1 shall wear a standard City adopted uniform. Each
Department Head shall determine which employees must wear a uniform. The Uniform
Listing by Category/Class shall be indicated in the document attached hereto and by this
reference incorporated herein as Exhibit B-1.
C. Personal Protective Equipment (PPE)
All personal protective equipment as related to employee job duties and responsibilities
shall be provided based upon Supervisor designated need. Examples of personal
protective equipment include, but may not be limited to the following: hardhats, foul
weather gear, steel -toed rubber boots, steel -toed caps, wood heat resistant soles, special
hazard gloves, safety glasses, face shields, ear protectors and arm and shin guards. R-1
safety vests shall be furnished to all employees having occasion to work within travel ways.
D. Safety Shoes
1. Safety toe shoes or boots as each assignment dictates.
a. Two pair per year.
b. Damaged shoes shall be turned into operating Supervisor who shall
authorize replacement or repair.
2. The maximum amount to be reimbursed for a pair of safety shoes will not exceed two
hundred and twenty-five dollars ($225.00) per pair every six months or sooner, if
necessary.
3. Shoes or boots shall be purchased through designated standard outlets.
E. Employee Responsibilities
1. Wear a clean and complete uniform as required.
2. Uniform appearance shall include:
a. Patch to be worn above left shirt or jacket pocket.
b. Pants to have no cuffs.
c. Worn with pride in appearance to public (i.e., shirt buttoned, shirttail tucked in, etc).
3. Wash and provide minimum repair (i.e., buttons, small tears, etc).
MEA MOU October 1, 2017 through September 30, 2019 34
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT B — UNIFORM POLICY
4. Provide any alterations necessary including sewing on of City patches.
5. Wear the uniform only when on duty or performing work.
6. Notify the Supervisor of the need to replace due to disrepair or severe staining
producing an undesirable appearance.
7. Turn in all uniform components, including patches upon termination.
8. Turn in all personal protective equipment upon termination.
9. Wear all personal protective equipment prescribed by the City Safety Officer and
Supervisor of the division.
F. City Responsibilities
1. Furnish funding for the agreed uniform allowances.
2. Report to the California Public Employees Retirement System (CaIPERS) the cost of
uniforms provided as set forth in Uniform Listing by Category/Class, Exhibit B-1, for
each class as special compensation in accordance with Title 2, California Code of
Regulations, Section 571(a)(5). For employees that are not required to wear
uniforms on a daily basis or who are not actively employed for an entire payroll
calendar year, a prorated cost of uniforms may apply.
3. Provide and maintain one or more retail clothing outlets for the various allotments.
City reserves the right to name vendor.
4. Maintain records of purchases.
G. Department Head or Designee Responsibilities
1. Ensure employee compliance with the Uniform Policy.
2. Approve replacement of deteriorated uniform component(s) and personal protective
equipment as required and to maintain a listing for each eligible employee, by name
and class, of all uniform component(s) and personal protective equipment
purchased.
3. Confirm receipt of uniforms, patches and personal protective equipment from an
employee upon termination. A Termination Checklist Form is to be completed,
signed by the employee, and submitted to the Human Resources Office.
4. Report to the Human Resources Director any changes to the Uniform Listing by
Category/Class (Exhibit B-1). The City reserves the right to add, delete, change or
modify the Uniform Listing as required.
MEA MOU October 1, 2017 through September 30, 2019 35
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT B — UNIFORM POLICY
Exhibit B-1
Category of Uniform
Category. of Uniform'"
Group 1:
5 Shirts, T-Shirts and Pants, Patches, 1 Jacket PW/CS Field Issue),
Group 2:
1 Blue Suit, 2 Pants/ Polo Shirts, 1 Sweater, 1 Pair Shoes Fire
Group 3:
2 Blue Shirts, 3 Pants/Skirts, 1 choice Jacket/Sweater/Sweatshirt PD
Group 4:
2 Polo Shirts, 2 Pants or 2 Shorts, 1 Hat CS
Group 5:
5 Polo Shirts, 1 Jacket, 1 Windbreaker (not annually), 1 Hat (Inspection), Shoes PPE/Safety for
Inspectors only not CalPERS reportable)
Group 6:
2 T-Shirts CS
Group 8:
4 Battle Dress Uniform, 4 Polo Shirts, 1 Jacket, 1 Rain suit PD
Group 9:
4 Blue Pants, 2 Shorts, 4 Polos or Blue Shirts,1 Jacket, 1 Rain suit PD
Group 10:
5 Shirts, 5 Pants, Shoes PPE/Safety not PIERS reportable
Group 11:
3 Shirts, 3 Pants, Boots PPE/Safety not PIERS reportable
Group 12:
5 Polo Shirts, 3 Pants, 1 Sweatshirt or Windbreaker IS
Uniform Listing by Category/Class*
Department—
Job....:
;_
Class
Cate, gory,
9
-.--Notes-'----"
Type
of Uniform
Comm Svcs
0358
Beach Equip Operator
1
Comm Svcs
0149
Beach Maint Crewleader
1
Comm Svcs
0452
Beach Maint Service Worker
1
Daily wear not required. Used for
Comm Svcs
0258
Community Services Recreation
6
special events and/or sports
Supervisor
leagues. Frequency of use varies -
seasonal from weekly to monthly
Daily wear not required. Special
Community Services/Recreation
events and/or sports leagues use
Comm Svcs
0269
Specialist
6
only. Frequency varies from
weekly to monthly according to
season.
Comm Svcs
0448
Marine Equipment Mechanic
1
Comm Svcs
0177
Parking Meter Repair Tech
1
Comm Svcs
0395
Parking Meter Repair Worker
1
Comm Srvc
0570
Parking/Camping Assistant
4
Comm Svcs
0459
Parking/Camping Crewleader
4
Comm Svcs
0401
Parking/Camping Leadworker
4
Comm Svcs
0363
Senior Marine Equip Mechanic
1
MEA MOU October 1, 2017 through September 30, 2019 36
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT B — UNIFORM POLICY
Department
Job
Type
Class
Category
of Uniform
Notes
Comm Svcs
0265
Senior Services Assistant
6
Bus Driver only
Finance
Public Works
0398
Field Services Representative
1
Fire
0232
Emergency Medical Svcs Coord
2
Fire
0198
Emergency Services Coordinator
2
Daily wear not required
Fire
0260
Fire Safety Program Specialist
2
Fire
0173
Fire Training Maintenance Tech
11
Fire
0190
Haz Mat Program Specialist
10
Information
Services
0492
Info Technology Technician IV
12
Daily wear not required
Community
Development
0210
Building Inspector 1
5
Community
Development
0211
Building Inspector II
5
Community
Development
0208
Building Inspector 111
5
Community
Development
0186
Code Enforcement Officer 1
5
Community
Development
0182
Code Enforcement Officer II
5
Community
Development
0511
Code Enforcement Tech
5
Community
Development
0434
Senior Code Enforcement Officer
5
Police
0263
Community Relations Specialist
3
Daily wear not required
Police
0471
Community Services Officer
9
Police
0255
Crime Scene Investigator
8
Police
0337
Helicopter Maintenance Tech
1
Police
0455
Parking/Traffic Control Coordinator
9
Police
0262
Parking/Traffic Control Officer
9
Police
0577
Parking/Traffic Control Supv
9
Police
0307
Police Records Specialist
3
In Records Division only
Police
0283
Police Records Supervisor
3
Police
0282
Police Records Technician
3
Police
0308
Police Services Specialist
3
In Records Division only
Police
0215
Police Systems Coordinator
3
Police
0259
Property and Evidence Officer
9
Police
0261
Property and Evidence Supervisor
9
Police
0334
Senior Helicopter Maint Tech
1
Public Works
0172
Construction Inspector 1
5
Public Works
0463
Construction Inspector II
5
Public Works
0192
Cross Connection Control Spec
5
Public Works
0339
Electrician
1
Public Works
0445
Environmental Specialist
5
Public Works
0382
Equip Services Crewleader
1
Public Works
0142
Equip/Auto Maint Crewleader
1
Public Works
0472
Equip/Auto Maint Leadworker
1
Public Works
0383
Equipment Support Assistant
1
Public Works
0407
Facilities Maint Leadworker
1
MEA MOU October 1, 2017 through September 30, 2019 37
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT B — UNIFORM POLICY
;....
Department -,-."::,
Job
Type
Class
Category
of Uniform
_ _... .
:. . Notes. -
Public Works
0391
Facilities Maintenance Tech
1
Public Works
0155
Irrigation Crewleader
1
Public Works
0359
Landscape Equip Operator
1
Public Works
0145
Landscape Maint Crewleader
1
Public Works
0402
Landscape Maint Leadworker
1
Public Works
0392
Maintenance Service Worker
1
Public Works
0394
Maintenance Worker
1
Public Works
0384
Mechanic 1
1
Public Works
0348
Mechanic II
1
Public Works
0347
Mechanic 111
1
Public Works
0378
Painter Leadworker
1
Public Works
0153
Park Maintenance Crewleader
1
Public Works
0367
Pest Control Specialist
1
Public Works
0342
Plumber
1
Public Works
0515
SCADA Coordinator
5
Public Works
0346
SCADA Technician
1
Public Works
0171
Senior Construction Inspector
5
Public Works
0343
Senior Facilities Maint Tech
1
Public Works
0350
Senior Vehicle Body Technician
1
Public Works
0349
Senior Wastewater Pump Mechanic
1
Public Works
0396
Senior Water Meter Reader
1
Public Works
0338
Signs Leadworker
1
Public Works
0148
Signs/Markings Crewleader
1
Public Works
0354
Signs/Markings Equip Operator
1
Public Works
0361
Street Equip Operator
1
Public Works
0150
Street Maint Crewleader
1
Public Works
0406
Street Maint Leadworker
1
Public Works
0183
Survey Party Chief
5
Public Works
0174
Survey Technician
5
Public Works
0185
Survey Technician II
5
Public Works
0389
Traffic Maint Service Worker
1
Public Works
0410
Traffic Markings Leadworker
1
Public Works
0336
Traffic Signals Electrician
1
Public Works
0140
Traffic Signal/Light Crewleader
1
Public Works
0365
Tree Equipment Operator
1
Public Works
0460
Trees Maint Leadworker
1
Public Works
0144
Trees Maintenance Crewleader
1
Public Works
0385
Warehousekeeper
1
Public Works
0362
Wastewater Equipment Operator
1
Public Works
0454
Wastewater Maint Service Worker
1
Public Works
0146
Wastewater Ops Crewleader
5
Public Works
0404
Wastewater Ops Leadworker
1
Public Works
0387
Wastewater Pump Mechanic
1
Public Works
0151
Water Dist Maint Crewleader
1
Public Works
0379
Water Dist Maint Leadworker
1
Public Works
0147
Water Dist Meters Crewleader
5
Public Works
0377
Water Dist Meters Leadworker
1
MEA MOU October 1, 2017 through September 30, 2019 38
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT B - UNIFORM POLICY
Department
Job
Type
Class. _
Category
of Uniform
Notes ,
Public Works
0364
Water Equipment Operator
1
Public Works
0397
Water Meter Reader
1
Public Works
0356
Water Meter Repair Technician
1
Public Works
0152
Water Operations Crewleader
1
Public Works
0371
Water Operations Leadworker
1
Public Works
0461
Water Service Worker
1
Public Works
0368
Water Systems Technician 1
1
Public Works
0369
Water Systems Technician II
1
Public Works
0370
Water Systems Technician Ill
1
Public Works
0449
Water Utility Locator
1
*Note: unless otherwise indicated, uniforms are required for daily wear.
MEA MOU October 1, 2017 through September 30, 2019 39
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT C — VEHICLE USE POLICY
VEHICLE USE POLICY
Section 1 - Purpose
The purpose of these regulations is to establish and implement City policies and procedures relative to
the assignment, utilization and control of City -owned vehicles as transportation for employees who
engage in official City business, to establish reimbursement procedures for privately -owned vehicles
used for City business, and to clarify the City's responsibility for damage and/or liability for private
vehicles used on official City business.
Section 2 - Scope
These regulations cover the use of City and private vehicles for conducting official City business and
shall be applicable to all City departments and employees.
Section 3 - Policy
When necessary during the course of an employee's official duties, transportation or reimbursement
therefore shall be provided by the City. In the event no City vehicle is available, the employee may use
the personal vehicle with their approval of the Department Head. Employees authorized to drive either
their own or a City -owned vehicle on official business must possess a valid California Driver License for
the class of vehicle they will be operating. The transportation method authorized will be determined in
terms of the best interests of the City. The general program set forth in this regulation will be implemented
by the City Manager Office upon approval of the City Council and administered by the Department Heads
in accordance with the policies herein established. It is the responsibility of each Department Head to
enforce the provisions of this regulation as it relates to employees of his/her department.
City -owned vehicles shall only be used for official City business. City -owned vehicles shall not be driven
to and kept at the employee's home or any location other than the regular work location or Corporation
Yard, except as provided by this regulation.
Section 4 — Vehicle Use Criteria
Assigned Vehicles:
A. Assigned City vehicles maybe taken home by employees whose residence is within ten (10)
miles of City Hall for the uses as described below:
1. Executive use includes the City Manager, Assistant City Manager and Department Heads.
2. Emergency Response Units:
a. Employees who are required to respond more than once per week on an average
without delay in order to protect the public health, safety and property.
b. Employees who are required to carry special emergency equipment in their vehicles,
which must be utilized on a regular and frequent basis. (A radio in and of itself does
not constitute special emergency equipment.)
3. Continuous use outside of regular working hours -- Employees who are called back on
an unscheduled basis to perform official city business outside of regular working hours
more than once per week on an average and who meet one of the following criteria:
a. Mileage driven on official City business exceeds an average of five hundred (500)
miles per month, or
MEA MOU October 1, 2017 through September 30, 2019 40
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT C — VEHICLE USE POLICY
b. Who regularly and frequently supervises subordinates or conducts inspections in the
field, or
c. Whose duties require the employee to be away from his/her base workstation greater
than fifty percent (50%) of his/her working time, on an average.
B. City vehicles, which shall not be taken home, may be assigned based on meeting one of the
following criteria:
1. Monthly mileage driven exceeds an average of five hundred (500) miles per month and
the vehicle is used for the purpose of supervision or inspection in the field, or
2. Duties require the employee to be away from his/her workstation, greater than fifty percent
(50%) of his/her working time, on an average.
Reimbursement of Use of Personal Vehicle:
A. Executive Use — The City Manager, Assistant City Manager and Department Heads may,
at their option, receive the automobile allowance as established by Resolution.
B. Mileage Reimbursement -- Employees, upon authorization of their Department Head, may
use their own vehicles on official City business and shall be reimbursed at current Internal
Revenue Service (IRS) regulations while driving on official City business.
1. Employees shall submit monthly claims for reimbursement to their Department Head
2. Employees shall not be reimbursed for commuting to and from work, except that
employees who are required to attend scheduled meetings outside of normal working
hours may be reimbursed for mileage required.
Section 5 — Insurance Requirements
All privately -owned vehicles authorized to be used on official City business shall be insured by the
individual employee in the minimum amount of fifty thousand dollars ($50,000.00) public liability for any
one person and one hundred thousand dollars ($100,000.00) public liability for all persons, any one
accident. They must also be insured for twenty thousand dollars ($25,000.00) property damage and
fifteen thousand dollars ($15,000.00) for any one uninsured motorist and thirty thousand dollars
($30,000.00) for all uninsured motorists any one accident. Employee private vehicle information shall be
reviewed and updated annually by the respective departments. The record maintained should contain
the following current information.
• Name of Employee
• Insurance Company
• Insurance Policy Number
• Amount of Coverage
• Operator's License
• Driver's License Expiration Date
• Insurance Expiration Date
It shall be the Department Head's responsibility to insure that no privately owned vehicle is operated on
City business without insurance coverage and a valid operator's license as required by this regulation.
MEA MOU October 1, 2017 through September 30, 2019 41
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT C — VEHICLE USE POLICY
Clarification on City Liability on Use of Private Vehicle:
In the event of damage to private vehicles, while on City business where a third party is negligent, the
employee should collect damages (including insurance deductibles) from the third party. Where the
employee is negligent, the City cannot be held liable for damages to the automobile, but the City can be
held responsible for liability to third parties. The City shall be responsible to such employee for the first
one hundred dollars ($100.00) of comprehensive and/or collision damages suffered by such employee
to the extent that such employee's personal automobile insurance policy does not cover such first one
hundred dollars ($100.00) damage. The employee's insurance policy is considered as the primary
coverage, and the City liability begins after the limitations of the employee's coverage is exhausted.
In the event a City employee's personal vehicle is damaged due to accident/collision while being used
for official City business and the employee is deprived the use thereof, the City shall furnish such
employee with a vehicle during such time as is reasonably required to repair said employee's vehicle.
MEA MOU October 1, 2017 through September 30, 2019 42
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT D — RETIREE MEDICAL SUBSIDY PLAN
PROVISIONS OF THE RETIREE MEDICAL SUBSIDY PLAN
Employees hired on or after October 1, 2014 shall not be eligible for this benefit.
An employee who has retired from the City shall be entitled to participate in the City sponsored
medical insurance plans and the City shall contribute toward monthly premiums for coverage in
an amount as specified in accordance with this Plan, provided:
A. On the date of retirement the employee has a minimum often (10) years of continuous full
time City service or is granted an industrial disability retirement; and
B. At the time of retirement, the employee is employed by the City; and
C. Following official separation from the City, the employee is granted a retirement allowance
by the California Public Employees' Retirement System.
The City's obligation to pay the monthly premium as indicated shall be modified
downward or cease during the lifetime of the retiree upon the occurrence of any one of
the following:
On the first of the month in which a retiree or dependent reaches age sixty five (65) or
on the date the retiree or dependent can first apply and become eligible, automatically
or voluntarily, for medical coverage under Medicare (whether or not such application
is made) the City's obligation to pay monthly premiums may be adjusted downward or
eliminated. Benefit coverage at age sixty five (65) under the City's medical plans shall
be governed by applicable plan document.
2. In the event the federal government or state government mandates an employer -
funded health plan or program for retirees, or mandates that the City make
contributions toward a health plan (either private or public) for retirees, the City's
contribution rate as set forth in this plan shall first be applied to the mandatory plan. If
there is any excess, that excess may be applied toward the City medical plan as
supplemental coverage provided the retired employee pays the balance necessary for
such coverage, if any.
3. In the event of the death of any employee, whether retired or not, the amount of the
retiree medical insurance subsidy benefit which the deceased employee was receiving
at the time of his/her death, or would be eligible to receive if he/she were retired at the
time of death, shall be paid on behalf of the spouse or family for a period not to exceed
twelve (12) months.
SCHEDULE OF BENEFITS
D. Minimum Eligibility for Benefits - With the exception of an industrial disability retirement,
eligibility for benefits begin after an employee has completed ten (10) years of continuous
service with the City of Huntington Beach. Said service must be continuous for ten (10)
years unless prior service is reinstated at the time of his/her rehire in accordance with the
City's Personnel Rules.
MEA MOU October 1, 2017 through September 30, 2019 43
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT D — RETIREE MEDICAL SUBSIDY PLAN
E. Disability Retirees - Industrial disability retirees with less than ten (10) continuous years
of service shall receive a maximum monthly payment toward the premium for health
insurance of one hundred twenty one dollars ($121.00). Payments shall be in accordance
with the stipulations and conditions that exist for all retirees. Payment shall not exceed
the dollar amount that is equal to the full cost of premium for employee only.
F. Marital Status — Married unit retirees eligible for benefits under the Retiree Medical
Subsidy Plan may each receive the benefit earned pursuant to Section G — Maximum
Monthly Subsidy Payments, whether enrolled individually as the plan enrollee or whether
enrolled as a dependent on any City -sponsored medical plan.
a. In the case where a retired unit member is married to a City employee (active or retired)
outside of this bargaining unit, this provision shall remain applicable.
b. This provision shall apply to State of California registered domestic partners the same
as married spouses.
c. Upon City Council approval of this agreement, this provision shall become effective
the first day of the month following MEA open enrollment for Medical plans.
G. Maximum Monthly Subsidy Payments - All retirees, including those retired as a result of
disability whose number of continuous years of service on the date of retirement exceeds
ten (10), shall be entitled to a maximum monthly payment of premiums by the City for each
year of completed City service as follows:
Maximum Monthly Payment
For Retirements After:
Years of Service Subsidy
10
$ 121
11
136
12
151
13
166
14
181
15
196
16
211
17
226
18
241
19
256
20
271
21
286
22
300
23
315
24
330
25
344
Note: The above payment amounts may be reduced each month as dependent eligibility ceases
due to death, divorce or loss of dependent child status. However, the amount shall not be reduced
MEA MOU October 1, 2017 through September 30, 2019 44
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT D — RETIREE MEDICAL SUBSIDY PLAN
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.
H. Medicare:
1. All persons are eligible for Medicare coverage at age sixty-five (65). Those with
sufficient credit quarters of Social Security will receive Part A of Medicare at no cost.
Those without sufficient credited quarters are still eligible for Medicare at age sixty five
(65), but will have to pay for Part A of Medicare if the individual elects to take Medicare.
In all cases, Part B of Medicare is paid for by the participant.
2. When a retiree and his/her spouse are both sixty-five (65) or over, and neither is
eligible for paid Part A of Medicare, the subsidy shall pay for Part A for each of them
or the maximum subsidy, whichever is less.
3. When a retiree at age sixty-five (65) is eligible for paid Part A of Medicare and his/her
spouse is not eligible for paid Part A, the spouse shall not receive subsidy. When a
retiree at age sixty-five (65) is not eligible for paid Part A of Medicare and his/her
spouse who is also age sixty-five (65) is eligible for paid Part A of Medicare, the
subsidy shall be for the retiree's Part A only.
I. Cancellation:
1. For retirees/dependents eligible for paid Part A of Medicare, the following cancellation
provisions apply:
a. Coverage for a retiree under the Retiree Medical Subsidy Plan will be eliminated
on the first day of the month in which the retiree reaches age sixty-five (65). If
such retiree was covering dependents under the Plan, dependents will be eligible
for COBRA continuation benefits effective as of the retiree's sixty-fifth (65th)
birthday.
b. Dependent coverage will be eliminated upon whichever of the following occasions
comes first:
After thirty six (36) months of COBRA continuation coverage, or
When the covered dependent reaches age sixty-five (65) and in the event
such dependent reaches age sixty-five (65) prior to the retiree reaching age
sixty-five (65).
c. At age sixty-five (65) retirees are eligible to make application for Medicare. Upon
being considered "eligible to make application," whether or not application has
been made for Medicare, the Retiree Medical Subsidy Plan will be eliminated.
MEA MOU October 1, 2017 through September 30, 2019 45
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT D — RETIREE MEDICAL SUBSIDY PLAN
d. Retiree Medical Subsidy Plan and COBRA participants shall be notified of non-
payment of premium by means of a certified letter from Human Resources in
accordance with the provisions of this Memorandum of Understanding.
e. 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.
MEA MOU October 1, 2017 through September 30, 2019 46
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT E 9/80 WORK SCHEDULE
Resources Director or designee. The purpose of this authorization is to review the impact
on overtime. FLSA exempt employees may change their schedules at the beginning of
any pay period with Supervisor and Department Head approval.
E. Emergencies — All employees on the 9/80 work schedule are subject to be called to work
any time to meet any and all emergencies or unusual conditions which, in the opinion of
the City Manager, Department Head or designee may require such service from any of
said employees.
Overtime Defined
FLSA Non -Exempt Employees — All non-exempt employees under the 9/80 work schedule shall
earn overtime for all hours worked after the first forty (40) hours in their designated FLSA
workweek as required under FLSA. Employees are required to obtain Supervisor authorization
prior to working any overtime.
1. Overtime Compensation —As stated in Article IX.B.
2. Compensatory Time —As stated in Article IX.B.
Leave Benefits
When an employee is off on a scheduled workday under the 9/80 work schedule, then nine (9)
hours of eligible leave per workday shall be charged against the employee's leave balance or
eight (8) hours shall be charged if the day off is a Friday. All leaves shall continue under the
current accrual, eligibility, request and approval requirements.
1. General Leave — As stated in Article XI I.A.1.
2. Sick Leave — As stated in Article XI I.A.3.
3. Bereavement Leave — As stated in Article XI I.A.4.
4. Holidays
a. If a holiday falls on an FLSA non-exempt employee's flex day off, the employee must
then take the work shift before or after the holiday off with their Supervisor and
Department Head approval. If the employee cannot take the work shift before or after
the holiday off, the employee will be credited General Leave with the number of hours
of the employee's regularly scheduled work shift.
b. If a holiday falls on an FLSA exempt employee's flex day off, the employee must then
take the work shift before or after the holiday off with Supervisor and Department Head
approval. FLSA exempt employees shall not be granted any Administrative/General
Leave or any added compensation for not taking a work shift off on a scheduled
holiday.
5. Jury Duty - The provisions of the Personnel Rules shall continue to apply, however, if an
FLSA exempt employee is called to serve on jury duty during a the employee's flex day
off, Saturday or Sunday or on a City holiday, then the jury duty shall be considered the
same as having occurred during the employee's day off from work; therefore, the
employee will receive no added compensation.
MEA MOU October 1, 2017 through September 30, 2019 48
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT F 4/10 WORK SCHEDULE
4/10 WORK SCHEDULE
This work schedule is known as the "4/10" work schedule. The 4/10 work schedule is designed
to be in compliance with the requirements of the Fair Labor Standards Act (FLSA). In the event
that there is a conflict with the current rules, practices and/or procedures regarding work
schedules and leave plans, then the rules listed below shall govern.
4/10 Work Schedule Defined
The 4/10 work schedule shall be defined as working four (4) days for forty (40) hours in an FLSA
workweek by working four (4) days at ten (10) hours per day, plus a minimum of thirty (30) minutes
unpaid lunch during each work shift. The FLSA workweek shall be defined as Saturday 12:00:00
A.M. to Friday 11:59:59 P.M. The 4/10 work schedule shall not reduce service to the public,
departmental effectiveness, productivity and/or efficiency as determined by the City Manager or
designee.
All employees on the 4/10 work schedule are subject to be called to work any time to meet any
and all emergencies or unusual conditions which, in the opinion of the City Manager, Department
Head or designee may require such service from any of said employees.
Overtime Defined
FLSA Non -Exempt Employees — All non-exempt employees under the 4/10 work schedule shall
earn overtime for all hours worked after the first forty (40) hours in an FLSA workweek as required
under FLSA. Employees are required to obtain Supervisor authorization prior to working any
overtime.
1. Overtime Compensation — As stated in Article IX.B.
2. Compensatory Time —As stated in -Article IX.B.
Leave Benefits
When an employee is off on a scheduled workday under the 4/10 work schedule, then ten (10)
hours of eligible leave per workday shall be charged against the employee's leave balance. All
leaves shall continue under the current accrual, eligibility, request and approval requirements.
1. General Leave —As stated in -Article XI I.A.1.
2. Sick Leave — As stated in Article XII.A.3.
3. Bereavement Leave —As stated in -Article XI I.A.4.
4. Holidays
a. If a holiday falls on an FLSA non-exempt employee's Friday off, the employee must
then take the work shift before or after the holiday off with Supervisor and
Department Head approval. If the employee cannot take the work shift before or
after the holiday off, the employee will be credited with General Leave the number
of hours of the employee's regularly scheduled work shift.
MEA MOU October 1, 2017 through September 30, 2019 49
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT F 4/10 WORK SCHEDULE
b. If a holiday falls on an FLSA exempt employee's Friday off, the employee must
then take the work shift before or after the holiday off with Supervisor and
Department Head approval. FLSA exempt employees shall not be granted any
Administrative/General Leave or any added compensation for not taking a work
shift off on a scheduled holiday.
5. Jury Duty - The provisions of the Personnel Rules shall continue to apply, however, if an
FLSA exempt employee is called to serve on jury duty during a normal Friday off, Saturday
or Sunday or on a City holiday, then the jury duty shall be considered the same as having
occurred during the employee's day off from work; therefore, the employee will receive no
added compensation.
MEA MOU October 1, 2017 through September 30, 2019 50
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT G — AGENCY SHOP AGREEMENT
AGENCY SHOP AGREEMENT
Legislative Authority
The City of Huntington Beach (City) and the Huntington Beach Municipal Employees Association
(Association) mutually understand and agree that in accordance with State of California law, per
adoption of SB 739 (Government Code Section 3502.5), and SB 866 (Government Code
Section(s) 3550, 3551, 3552, 3553, 3555.5 and 3556) the Association will be covered by an
Agency Shop. As a result of this Agency Shop Agreement between the City and the Association,
this Agency Shop Agreement hereby requires that all bargaining unit employees represented by
the Association:
1. Make the voluntary election to join the Association and pay Association Dues
2. Or opt -out of Association membership
The following Agency Shop Agreement will be implemented in conformity with California
Government Code Section 3502.5 and applicable law (SB 866) and will be incorporated into any
successor Memorandum of Understanding entered into between City and Association, unless
rescinded pursuant to the terms of this Agreement.
Association Dues
The City shall deduct Association Dues, from all employees who have signed a written
authorization, and a copy of that authorization has been provided to the Human Resources
Director. The authorization shall indicate the Association Dues, to be deducted. Employees who
do not sign the written authorization, shall be deemed to opt -out of Association membership.
Employees on leave without pay or employees who earn a salary less than the Association
deduction shall not have Association Dues deducted for that pay period.
The Association shall notify the Human Resources Director of the amount of the Association Dues
to be deducted from the unit members' paychecks.
New Hire Notification
All new hires in the bargaining unit shall be informed by the Human Resources Director or
designee, at the time of hire, that an Agency Shop Agreement is in effect for their classification,
by providing a copy of this Agreement, the Memorandum of Understanding and a form, mutually
developed between the City and the Association that outlines the employee's choices under the
Agency Shop Agreement. The employee shall be provided thirty (30) calendar days from the date
of hire to elect their choice and provide a signed copy of that choice to the Human Resources
Director. Deductions under this Agency Shop Agreement for new hires will start with the first full
payroll period beginning thirty (30) days after the new hire submits his/her selection to the Human
Resources Director. The Association may request to meet with new hires at a time and place
mutually agreed upon between the City and the Association.
RPrnrds
The Association shall keep an adequate itemized record of its financial transactions and shall
make a written financial report thereof, in the form of a balance sheet certified as to accuracy by
its president and treasurer or corresponding principal officer, or by a certified public accountant,
available annually, to the Citywithin 60 days following the end of its fiscal year.
All forms submitted by an employee to the City, or by the Association on behalf of an employee,
shall be retained by the City in the employee's personnel file.
MEA MOU October 1, 2017 through September 30, 2019 51
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT G — AGENCY SHOP AGREEMENT
The Human Resources Director or designee shall provide the Association a list of all unit members
with dues paying status with each Association Dues check remitted to the Association. This list
and the Association Dues shall be submitted by the City to the Association within three weeks of
each pay period.
Rescission Of Agreement
The Agency Shop Agreement may be rescinded at any time during the period of time that the
Association remains the exclusive bargaining agent for the unit employees by a majority vote of
all the employees in the bargaining unit. A request for such vote must be supported by a petition
containing the signatures of at least thirty percent (30%) of the employees in the unit. The election
shall be by secret ballot and conducted by California State Mediation and Conciliation and in
accordance with state law.
INDEMNIFICATION
The Association shall indemnify, defend and hold the City harmless from and against all claims
and liabilities as a result of implementing and maintaining this Agency Shop Agreement.
The City and the Association recognize the right of the employees to form, join and participate in
lawful activities of employee organizations and the equal alternative right of employees to refuse to
join or participate in employee organization activities.
During the life of this Agreement all unit members who choose to become members of the
Association shall be required to maintain their membership in the Association in good standing,
subject however, to the right to resign from membership no sooner than April 15 or later than May
15, of any year this Agreement remains in effect. Any unit member may exercise the right to resign
by submitting a written notice to the Association and to the City during the resignation period on
the Deduction Authorization/Change in Status form. The change in deductions from the
employee's payroll will be effective with the first full pay period beginning thirty (30) days or more
after the Human Resources Director receives the employee's written notice.
The City and the Association agree that neither shall discriminate nor retaliate against any
employee for the employee's participation or non -participation in any Association activity.
Payroll Deduction
The City will deduct from each paycheck of unit employees, and remit to the Association, the normal
and regular Association Dues, in the timelines described as voluntarily authorized in writing by the
employee, subject to the following conditions:
1. Such deductions shall be made only upon submission of a Deduction Authorization/Change
in Status form to the Human Resources Director. Said form shall be duly completed and
signed by the employee. If no form is completed by the employee, the employee shall be
considered to have elected to opt -out.
2. The City shall not be obligated to put into effect any new, changed or discontinued deduction
until the first full pay period commencing thirty (30) days or longer after such submission.
Every effort will be made by the City to remit dues to the Association within three (3) weeks
of receipt. The Association agrees to indemnify and hold the City harmless against any
MEA MOU October 1, 2017 through September 30, 2019 52
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT G — AGENCY SHOP AGREEMENT
and all suits, claims, demands and liabilities that may arise out of, or by reason of, any
action that shall be taken by the City for the purpose of complying with this Section.
MEA MOU October 1, 2017 through September 30, 2019 53
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT H — CATASTROPHIC LEAVE DONATION PROGRAM
Guidelines
1. Purpose
The purpose of the voluntary catastrophic leave donation program is to bridge employees
who have been approved leave time to either; return to work, long-term disability, or
medical retirement. Permanent employees who accrue vacation, general leave or
compensatory time may donate such leave to another permanent employee when a
catastrophic illness or injury befalls that employee or because the employee is needed to
care for a seriously ill family member. The leave -sharing Leave Donation Program is
Citywide across all departments and is intended to provide an additional benefit. Nothing
in this program is intended to change current policy and practice for use and/or accrual of
vacation, general, or sick leave.
2. Definitions
Catastrophic Illness or Injury - A serious debilitating illness or injury, which incapacitates
the employee or an employee's family member.
Family Member - For the purposes of this policy, the definition of family member is that
defined in the Family Medical Leave Act (child, parent, spouse or domestic partner).
3. Eligible Leave
Accrued compensatory time off, vacation or general leave hours may be donated. The
minimum donation an employee may make is two (2) hours and the maximum is forty (40)
hours.
4. Eligibility
Permanent employees who accrue vacation or general leave may donate such hours to
eligible recipients. Compensatory time off accrued may also be donated. An eligible
recipient is an employee who:
• Accrues vacation or general leave;
• Is not receiving disability benefits or Workers' Compensation payments; and
• Requests donated leave.
5. Transfer of Leave
The maximum donation credited to a recipient's leave account shall be the amount
necessary to ensure continuation of the employee's regular salary during the employee's
period of approved catastrophic leave. Donations will be voluntary, confidential and
irrevocable. Hours donated will be converted into a dollar amount based on the hourly
wage of the donor. The dollar amount will then be converted into accrued hours based on
the recipient's hourly wage.
An employee needing leave will complete a Leave Donation Request Form and submit it
to the Department Director for approval. The Department Director will forward the form to
Human Resources for processing. Human Resources, working with the department, will
send out the request for leave donations.
MEA MOU October 1, 2017 through September 30, 2019 54
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT H — CATASTROPHIC LEAVE DONATION PROGRAM
Employees wanting to make donations will submit a Leave Donation Form to the Finance
Department (payroll).
All donation forms submitted to payroll will be date stamped and used in order received
for each bi-weekly pay period. Multiple donations will be rotated in order to insure even
use of time from donors. Any donation form submitted that is not needed will be returned
to the donor.
MEA MOU October 1, 2017 through September 30, 2019 55
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT H — CATASTROPHIC LEAVE DONATION PROGRAM
Voluntary Catastrophic Leave Donation Program
Leave Request Form
Requestor, Please Complete
According to the provisions of the Voluntary Catastrophic Leave Donation Program, I hereby request
donated Vacation, Administrative Leave, General Leave or Compensatory Time.
MY SIGNATURE CERTIFIES THAT:
• A Leave of absence in relation to a catastrophic illness or injury has been approved by my
Department; and
I am not receiving disability benefits or Workers' Compensation payments.
Name: (Please Print or Type: Last, First, MI)
ork Phone:
Department:
ob Title:
Employee ID#:
Requestor Signature:
Date:
Department Director Signature:
Date:
Human Re sources��Depa', ment
K �d?.' --'T`�Tit✓, +N*,y�{.�"d^'�e Ea 1i.^ttfi'++'4<Y'+d
.RH MK''i'i"+7'»" "i a5..,,,}.i� 4".
�� End�donationdate�wdl bndgrye�to ��� ,��'� ' �`� ��;��
Erid �doriation date �"� �����
AT _,
t
�"
arc i.4 S, !
0, Long TermxDisability,�
"R"""
Aky?sb i? � 4 . ' �. .$-h R1
0. Medical -Retirement be innins " q �;
9 9�a°
4 �,
y
>z-"" `�''i3� ,�e�� 'i•. % p9. !
0 Length of FMLA leave endings R> �s� ", rtyp1
"�„4}}4 y.., 1z�.('IN -yr i»�1Y�,�b.
2
a*
i Ii^f fi
... ... .........- w_?"m.. e.�.-_.�,,� '.':.':.. ;-.,, a,'::x, .ra',;:",,,st .,r'.✓,��e;;�.Y�" vvkyM ,*Yt
Human Resources Director Signature �� ;.°��k
;%'i."`;:,�.?.''.;.y✓.�:yn�'�k�c±kf �t�'^^'�?�t�7 �+"x." ,� ,s �'�`:`�,'r�*
- - - ':'.���"
Date^signed*wk ���
�i,��"�'�3� fk� �..ft i� l� !�'7"✓'S'�4',4 E
�rt,'.sy.�
f }p m* t s ,�€ � fi.rt .,.�i.
Mro;N-i..���a.�.:� tad iF� f�..�'':t;?}L'>�
«"$:�'.."A,'°w^.:5 ms�K;�laN^;:it•Aei3`t"£".="f;-�'.''=:`.a,:;"v:.q. �ai"�.�r.�fi�iE.*5�..`'v .�L..
Please return this form to the Human Resources Office for processing
MEA MOU October 1, 2017 through September 30, 2019 56
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT H — CATASTROPHIC LEAVE DONATION PROGRAM
Voluntary Catastrophic Leave Donation Program
Leave Donation Form
Donor, please complete
Donor Name: (Please Print or Type: Last, First, MI)
rork Phone:
Donor Job Title:
Type of Accrued Leave:
Number of Hours I wish to Donate:
❑ Vacation
Hours of Vacation
❑ Compensatory Time
Hours of Compensatory Time
❑ General Leave
Hours of General Leave
❑ Administrative Leave
Hours of Administrative Leave
I understand that this voluntary donation of leave credits, once processed, is irrevocable;
but if not needed, the donation will be returned to me. I also understand that this donation
will remain confidential.
I wish to donate my accrued Vacation, Compensatory Time, Administrative Leave or General Leave
hours to the Catastrophic Leave Donation Program for:
ligible recipient employee's name (Last, First, MI):
or Signature:
Please submit to Payroll in the Finance Department.
MEA MOU October 1, 2017 through September 30, 2019 57
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT I — HEALTH AND OTHER INSURANCE BENEFITS
TEAMSTERS MISCELLANEOUS SECURITY TRUST FUND
• The Teamsters Miscellaneous Security Trust Fund contracts with the City of Huntington
Beach to provide medical benefit plan options.
• Coverage for MEA employees shall begin the first of the month following employment.
The City of Huntington Beach shall remit one (1) payment of three (3) months of medical
premiums for new enrollees.
MEA MOU October 1, 2017 through September 30, 2019 58
Res. No. 2018-63
STATE OF CALIFORNIA
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, ROBIN ESTANISLAU, 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 November 5, 2018 by the following vote. -
AYES: O'Connell, Semeta, Peterson, Posey, Delgleize, Hardy, Brenden
NOES: None
ABSENT: None
RECUSE: None
f
City Clerk and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California
B.forargaining Unit Inmation
Exhibit "A"
City of Huntington Beach and MEA
SIDE LETTER AGREEMENT
ii. Payroll accounting of the Holiday Closure shall not impact seniority,
probationary periods, and health or retirement benefits.
Side Letter Implementation
The parties agree that this side letter agreement and the implementation thereof will not be subject
to Personnel Rule 19 — Grievance Procedure/Non-Disciplinary Matters nor Article XIV-
Miscellaneous (a) — Grievance Arbitration, or otherwise appealed either administratively or in a
court of competent jurisdiction.
IN WITNESS WHEREOF, the parties have caused this SIDE LETTER AGREEMENT to be
executed by and through their authorized officers on December 17th, 2018
Huntington Beach
Municipal Employees_' Association
\t
i
gor o Daniel
eamsters 911
MEA President
City of Huntington Beach
Fr
Ci
Manager
chele Warren
rector of Human Resou
APPROVED AS TO FORM:
;,,Michael Gates
City Attorney
Dated:
City of Huntington Beach and MEA — Holiday Closure Side Letter Agreement 2018
City of Huntington Beach
MEA Tentative Agreement
a_J
HUNTINGTON BEACH Dated October 3, 2018
Draft
MOU
Item
1
# Description
Term: October 1, 2017 - September 30, 2019
Rate $
Estimated
Annual
Impact
Notes:
2.a
Increase Medical Contributions by $100/ month per FTE
$ 100
$ 483,900
Effective November 1, 2018
2.b.
Increase Medical Contributions by $50/ month per FTE
$ 50
$ 241,950
Effective October 1, 2019
3
Deferred Compensation to $20 per month; currently $5.50 per
pay period
$ 8.08
$ 39,107
4
Personal Days: 30 hours per FTE*
30 hours
$ 96,816
Expires by June 30, 2019
5
Implementation of COHB Side Letter - Teamsters Misc Security Trust Fund
Subtotal Cost
$ 861,773
These 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.
*Estimated Annual Impact assumes only 25% of the MEA Group will benefit from a General Leave Overage fiscal impact.
These estimates are subject to change. For Discussion Purposes Only
707
MUNICIPAL EMPLOYEES' ASSOCIATION
EXHIBIT E 9/80 WORK SCHEDULE
9/80 WORK SCHEDULE
This work schedule is known as the "9/80." The 9/80 work schedule is designed to be in
compliance with the requirements of the Fair Labor Standards Act (FLSA). In the event that there
is a conflict with the current rules, practices and/or procedures regarding work schedules and
leave plans, then the rules listed below shall govern.
9/80 Work Schedule Defined
The 9/80 work schedule shall be defined as working nine (9) days for eighty (80) hours in a two
(2) week pay period by working eight (8) days at nine (9) hours per day and working one (1) day
for eight (8) hours, with a scheduled unpaid lunch break during each work shift, totaling forty (40)
hours in each FLSA workweek. The 9/80 work schedule shall not reduce service to the public,
departmental effectiveness, productivity and/or efficiency as determined by the City Manager or
designee.
A. The FLSA workweek for each employee on a 9/80 schedule shall begin and end four (4)
hours into that employee's regularly scheduled shift on the day of the week that the
employee alternatively works an eight (8) hour shift and takes off. For example,
employees on a 9/80 schedule who are assigned to the Civic Center shall have an FLSA
workweek that starts and ends four (4) hours into the employee's regularly scheduled shift
each Friday, as these employees may only have 9/80 schedules that provide for
alternating Fridays off with working eight (8) hour days on Fridays. Employees may only
take their lunch break on their eight (8) hour day after first having worked four (4) hours in
that shift, unless the employee receives prior approval of their Supervisor, as overtime
may occur in such situations.
B. Two (2) Week Pay Period — The pay period for employees starts Friday mid -shift (P.M.)
and continues for fourteen (14) days until Friday mid -shift (A.M.). During this period, each
week is made up of four (4) nine (9) hour workdays totaling (thirty-six (36) hours) and one
(1) four (4) hour Friday and those hours equal forty (40) work hours in each workweek
(e.g. the Friday is split into four (4) hours for the A.M. shift, which is charged to workweek
one and four (4) hours for the P.M. shift, which is charged to workweek two).
C. A/B Schedules — To continue to provide service to the public every Friday, employees on
a 9/80 schedule assigned to the Civic Center, are to be divided between two schedules,
known as the "A" schedule and the "B" schedule, based upon the departmental needs.
For identification purposes, the "A" schedule shall be known as the schedule with a day
off on the Friday in the middle of the pay period, or, "off on payday", the "B" schedule shall
have the first Friday (P.M.) and the last Friday (A.M.) off, or "working on payday." An
example is listed below:
AM
F
PM
F
S
S
M
T
W
Th
AM
F
PM
F
S
S
M
T
W
Th
AM
F
PM
F
A Schedule
4
4
9
9
9
9
-
-
9
9
9
9
4
4
B Schedule
9
9
9
9
4
4
9
9
9
9
-
D. Schedule Changes — FLSA non-exempt employees cannot change their_assigned
schedules, without prior approval of their Supervisor, Department Head, and the Human
MEA MOU October 1, 2017 through September 30, 2019 47