HomeMy WebLinkAboutUrsula Luna-Reynosa, Communitiy Development Director - 2018-06-18 rt AwVeb 7-0
- City of Huntington Beach
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File #: 18-083 MEETING DATE: 6/18/2018
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:
Approve the appointment of Ursula Luna-Reynosa to the position of Community Development
Director; and, authorize the City Manager to execute the Employment Agreement
Statement of Issue:
A national recruitment has been conducted for the position of Community Development Director. The
City Manager is recommending the appointment of Ursula Luna-Reynosa to the position based on
the outcome of the recruitment process.
Financial Impact:
Funding for this position is included in the FY 2018/19 adopted budget.
Recommended Action:
Approve and authorize the City Manager to execute the "Employment Agreement between the City of
Huntington Beach and Ursula Luna-Reynosa" for the position of Community Development Director.
Alternative Action(s):
Do not approve the Employment Agreement of Ursula Luna-Reynosa for the position of Community
Development Director and direct the City Manager to re-launch a national recruitment.
Analysis:
The position of Community Development Director has been vacant since December 2017 due to the
retirement of the former incumbent, Scott Hess, thereby creating the need to fill the department head
vacancy. Jane James, Planning Manager, has served as the Acting Community Development
Director.
The City Manager authorized the Office of Human Resources to launch the recruitment for the
Community Development Director in January 2018, utilizing the services of executive recruitment firm
Ralph Andersen and Associates. More than two dozen applications were received from candidates
nationwide. Five (5) candidates were invited to interview. The recruitment panel consisted of a panel
of four comprised of a City Manager, an Assistant City Manager, a current and a former Community
City of Huntington Beach Page 1 of 2 Printed on 6/13/2018
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File #: 18-083 MEETING DATE: 6/18/2018
Development Director. Ursula Luna-Reynosa was one of two (2) finalist candidates. The City
Manager conducted follow-up interviews with each finalist, including interviews with various
Department Directors, and Ursula Luna-Reynosa was selected.
Ursula Luna-Reynosa has more than fifteen years of, managerial experience. in the areas of
Community and Economic Development. Most recently, Ursula served as the Community
Development Director for the City of Dana Point.
Ursula also served as the Economic Development Director for the City of Vallejo and the City of Tracy
prior to her tenure with Dana Point. Ursula holds a Bachelor of Arts Degree in Economics from the
University of California at Riverside.
The City Manager recommends City Council approval to appoint Ursula Luna-Reynosa to the position
of Community Development Director, effective July 16, 2018. The contractual compensation is
recommended at Non-Associated/Executive Management Pay Grade NA 0589, High Point. The
annual salary is $208,270.
Environmental Status:
N/A
Strategic Plan Goal:
Strengthen economic and financial sustainability
Attachment(s):
1. Community Development Director - Recruitment Brochure
2. Resume - Ursula Luna-Reynosa
3. Employment Agreement
4. Non-Associated Resolution-Resolution No. 2016-50
City of Huntington Beach Page 2 of 2 Printed on 6/13/2018
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one of the'Best Cities to Live In" in Orange County by the readers of the
Orange County Register. ��
Huntington Beach has one of the largest pleasure piers in the world and •ka Y
has the longest concrete pier in the State.The City's park system includes '
58 public parks (including a dog park), riding stables, and the largest
city-owned and operated regional park in Orange County—Huntington
Central Park. Also within the City's boundaries are five recreation cen-
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There are 35 elementary schools, five public high schools and one com k
munity college (Golden West College) located within Huntington Beach � � �ia��
The City has a world-class Central library as well as four additional branch onl�rtCode�U �d e
libraries.The University of California, Irvine and California State Universities
at Long Beach and Fullerton are located in close proximity. » Increase huib)IC CO:utreach =
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There are over 80,000 households within the city.The median annual fam-
ily household income is nearly $85,000 ranking as one of the highest in
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I D Ivhanagerr�ent System
The Community Development Department is comprised of five programs
or divisions: Administration, Planning, Pode Enforcement/Neighborhood
Preservation, Inspection Services,and Permit and Plan Check Services.Col- Evaluate land use and growth manage-
lectively,these divisions provide services to residents and businesses in the ment proposals to ensure compliance
City, generally related to the Development and/or use of private property. with applicable City, State, and Federal
laws;
Total staff in the Community Development Department is approximately
44 full-time staff complemented by limited contract staff. An updated or- Communicate official plans, policies, and
ganization chart is located at www.ralphandersen.com. proceduresto staff and the general public;
k Work with the business community to
preserve and enhance desired improve-
This career opportunity is the result of the retirement of Scott Hess, who ments for the area;
has directed the Community Development Department since 2001. The Respond to local citizens'inquiries relative
position will continue to be a key member of the City Manager's Executive to planning, zoning, and City ordinances;
Team and will provide day-to-day management of the Department. and
Key responsibilities of this position include: Assume fiscal responsibility for staffing
Provide leadership and overall direction to departmental staff; and departmental and project-related
Coordinate community development activities with other City depart budgets.
ments and regulatory agencies; It is essential that the next Director of
Community Development have a working
Provide professional planning and land use advice to the City Council, knowledge of urban planning, community
Planning Commission, civic groups, and the general public; development, and a wide arra)��municipal
Promote and articulate a commitment to excellent customer service; functions.
The,X eal Coj�� 0 •
The ideal candidate will be a strong and decisive leader strategy, programs,and ideas into the overall operation of
that has exceptional management, interpersonal, and the department. Additionally, the Director will promote
communication skills,with a hands-on and proactive ap- community meetings and other forms of civic engage-
proach to addressing a broad range of urban planning ment in the review and evaluation of planning and com-
and community development related challenges. The munity development proposals and will endeavor to
successful candidate for the Director of Community De- operate in a transparent and open government manner,
velopmentwill be a strategic and innovative thinker with Ideally, the Director will have a career history serving
a keen understanding of California planning laws,who is communities of similar size and complexity. Experience
comfortable operating in a dynamic work environment. dealing with historic preservation issues, economic de-
Importantly, the next Director of Community Develop- velopment programs, as well as environmental issues,
ment will be solution oriented, and a key member of the including California Environmental Quality Act(CEQA), is
City's healthyeconomic strategy,recognizing the intercon- considered a plus.
nections between the planning function and economic The Directorwill also be a positive influence on day-to-day
development, operations, have a "can-do" attitude, and be comfortable
This position requires a visionary and proactive leader in with a hands-on approach to all aspects of departmental
thefield of planning.with the abilityto facilitate discussion procedures.The ideal candidatewill have a natural interest
and collaboration between elected officials,and who feels in mentoring and guiding staff in delivering high quality
comfortable and at-ease serving an active and involved customer service;having patienceto notonlyexplain strat-
citizenry. Working with staff and a variety of community egy and procedures but also explaining how to effectively
stakeholders, the Director of Community Development and efficiently achieve City-established goals with a pro-
will facilitatethe implementation of progressive planning active approach versus a reactive response.
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09ula Luna-Reynosa 0
Summary of Qualifications
• Ability to communicate effectively; good presentation skills
• Knowledge of current and advance Planning principals and strategies, CEQA and land use law
• Involvement with the California Building Code, construction, and compliance (Code Enforcement)
• Experience with economic development programs and strategic planning including business and
workforce development
• Familiarity with Public Contract Code, housing, community development programs, and CDBG
• Awareness of principles, practices and techniques of public administration and fiscal planning
• Computer knowledge: Microsoft Word, Excel, Access, Project, PowerPoint, Outlook, Publisher,
Explorer, MetroScan, Parcel Quest, CRW, Adobe Photoshop and Illustrator
Experience
Management)Administration:Supervise professional, technical and support staff; determine workloads
and schedules; develop and interpret policies and procedures; evaluate staff performance and manage
personnel issues; employee development;-prepare annual department budget and mid-year review
Planning: Provide oversight of all planning and code compliance functions, including current, advance and
environmental planning activities with a strong emphasis on place making
Building: Provide oversight of all building and code compliance functions, including plan check,
inspections, and the one-stop permit.center with a strong emphasis on customer service
Code Enforcement: Provide oversight of all code enforcement functions, including zoning, building and
nuisance abatement with an emphasis on compliance through progressive enforcement
Economic Development; Provide oversight of all economic development functions including development
of strategies to grow the local economy through business development and utilizing relationships with the
business, broker and development communities to increase investment
Redevelopment.,Negotiate and manage complex real estate agreements/ projects and implement the
wind-down of the former redevelopment agency
Communications/Marketing/Public Relations: Develop and manage City brand efforts and
communication/ marketing strategy �.
Employment History
4113 to present Community Development Director City of Dana Point Dana Point, CA
7/11 to 4/13 Economic Development Director City of Vallejo Vallejo, CA
10/07 to 7/11 Economic Development Director City of Tracy Tracy, CA
3104 to 9/07 Redevelopment Project Manager City of Pittsburg Pittsburg, CA
B/01 to 2/04 Property Manager City of Pittsburg Pittsburg, CA
2/99-5/01 Administrative Analyst City of Pittsburg Pittsburg, CA
Professional Affiliations
American Planning Association (APA), member
• Economic Development Finance Certification (National Development Council)
• Urban Land Institute (ULI), member
• International Council of Shopping Centers (ICSC), member
• California Economic Development Association (CALED), member
• California Association of Enterprise.Zones (CAEZ), past member of Board of Directors
Education
BA in Economics • Dean's Honor List/Athletic Scholarship • University of California at Riverside
4
REFERENCES: Available upon request
238
EMPLOYMENT AGREEMENT BETWEEN
THE CITY OF HUNTINGTON BEACH AND URSULA LUNA-REYNOSA
THIS AGREEMENT is entered into this 18th day of June , 2018, between
the City of Huntington Beach, a California municipal corporation, hereinafter "City," and Ursula
Luna-Reynosa, hereinafter "Luna-Reynosa."
WITNESSETH
The City Manager has been empowered to appoint and remove department heads; and
The City, through the City Manager, desires to employ the services of Luna-Reynosa as
the, head of the Community Development Department as the Community Development Director,
of the City of Huntington Beach; and
The City seeks to provide certain benefits, establish certain conditions of employment, and
to set working conditions of Luna-Reynosa; and
The City intends to:
(1) Secure, retain and employ the services of Luna-Reynosa: and
(2) To provide a means for terminating Luna-Reynosa's service; and
(3) Luna-Reynosa intends to accept employment as Community Development
Director of the City;
NOW, THEREFORE, in consideration of the mutual covenants herein contained, the
parties agree as follows:
SECTION 1. DUTIES.
The City agrees to employ Luna-Reynosa as Community Development Director of the City
to perform the functions and duties of that office as set forth in the Municipal Code of the City of
Huntington Beach and the City Charter, and to perform other duties and functions as the City
1
Ursula Luna-Reynosa Employment Agreement-2018
• •
Manager shall from time to time assign. Luna-Reynosa shall devote her full attention and effort
to the office and perform the mentioned duties and functions in a professional manner.
SECTION 2. STATUS AND TERM.
(a) Luna-Reynosa shall serve for an indefinite term at the pleasure of the City Manager
and shall be considered an at-will employee of the City.
(b) Nothing in this Agreement shall prevent, limit or otherwise interfere with the right
of the City Manager to terminate the employment of Luna-Reynosa at any time, subject only to
the provisions set forth in Section 6, subparagraphs (a), (b) and(c) of this Agreement, and Section
401 of the Charter of the City of Huntington Beach.
(c) Nothing in this Agreement shall prevent, limit, or otherwise interfere with the right
of Luna-Reynosa to resign at any time from her position with the City, subject only to the
provisions set forth in Section 6, subparagraph(d), of this Agreement.
(d) Luna-Reynosa agrees to remain in the exclusive employ of City for an indefinite
period of time and shall neither accept other employment or become employed by any other
employer without the prior written approval of the City Manager until notice of Luna-Reynosa's
resignation is given.
The term "employed" (and derivations of that term as used in the preceding paragraph)
shall include employment by another legal entity or self-employment, however, shall not be
construed to include occasional teaching,writing,consulting,or military reserve service performed
on Luna-Reynosa's time off, and with the advance approval of the City Manager.
SECTION 3. SALARY.
City agrees to pay Luna-Reynosa for her services rendered pursuant to this Agreement at
Range NA0589, High Point/Step E ($100.13/hourly) of the City's classification and compensation
plan or Resolutions or Ordinances from time to time enacted that govern such compensation.
2
Ursula Luna-Reynosa Employment Agreement-2018
SECTION 4. OTHER BENEFITS.
In addition to the foregoing benefits, Luna-Reynosa shall also receive all such other
benefits that are generally applicable to non-associated employees (Department Heads)hired after
12/27/97, as set forth in Huntington Beach City Council Resolution No. 2016-50, entitled "A
Resolution Of The City Council Of The City Of Huntington Beach Modifying Salary And Benefits
For Non-Represented Employees Including The Elected City Attorney, City Clerk, And City
Treasurer", a copy of which is attached hereto as Exhibit "A" and incorporated by reference as
fully set forth herein. Luna-Reynosa shall also be eligible for a cell-phone stipend (Smartphone)
in the amount of $50.00 per month, paid bi-weekly. The benefits provided to Luna-Reynosa
pursuant to this Section may be modified by the City from time to time, upon adoption of a
successor Resolution.
SECTION 5. ADMINISTRATIVE LEAVE.
The City Manager may place Luna-Reynosa on Administrative Leave with full pay and
benefits at any time during the term of this Agreement.
SECTION 6. TERMINATION AND SEVERANCE PAY.
(a) Except as provided in subsection (b), in the event the City Manager terminates the
employment of Luna-Reynosa, and during such time that Luna-Reynosa is willing and able to
perform her duties under this Agreement, then City shall pay to Luna-Reynosa a severance
payment equal to salary payments which Luna-Reynosa would have been receiving over a twelve
week period at Luna-Reynosa's current rate of pay in effect on the day prior to the date of
termination. In addition, for the lesser of ninety(90) calendar days after the date of termination or
the time Luna-Reynosa secures health and medical insurance through comparable employment,
the City shall maintain and pay for health, medical, disability, the continuation of retirement
benefits and life insurance in such amounts and on such terms as have been received by Luna-
3
Ursula Luna-Reynosa Employment Agreement-2018
Reynosa and Luna-Reynosa's dependents at the time of such termination; however, no other or
additional benefits shall accrue during this ninety(90) calendar-day period.
(b)(1) Notwithstanding subsection (a) above, the following reasons shall constitute
grounds to terminate the employment of Luna-Reynosa without severance pay:
(i) a willful breach of this agreement or the willful and repeated neglect
by Luna-Reynosa to perform duties that she is required to perform;
(ii) conviction of any criminal act relating to employment with the City;
(iii) conviction of a felony.
(2) Prior to the time that the City Manager terminates Luna-Reynosa without
severance pay for any of the reasons set forth in Section (b)(1) above, and only in that case, the
City Manager shall provide Luna-Reynosa with written notice of proposed termination which will
include the reason and factual basis for termination. Within ten days of such notice, Luna-Reynosa
may request an opportunity to respond to the reasons and factual basis provided by the City
Manager. If such a request to respond is made, the City Manager shall conduct a meeting, which
may be informal in nature, that Luna-Reynosa may respond to the notice of proposed termination.
At such meeting, Luna-Reynosa may be represented by an attorney of her choice and present
evidence or information relevant to the reasons and factual basis set forth in the notice of proposed
termination. Subsequently, the decision of the City Manager as to whether reasons set forth in
Section(b)(1) exist or do not exist shall be final as between the parties.
(c) In the event the City at any time during the term of this Agreement, reduces the
salary of Luna-Reynosa from its current level, except as part of an across-the-board reduction for
all Directors of City, or in the event City refuses, following written notice, to extend to Luna-
Reynosa any non-salary benefit customarily available to all Directors, or in the event Luna-
Reynosa resigns following a suggestion,whether formal or informal, by the City Manager that she
resign, then, Luna-Reynosa may, at her option, be deemed to be "terminated". The termination
date will occur then at the date of reduction or refusal to extend or such suggestion of resignation
4
Ursula Luna-Reynosa Employment Agreement-2018
within the meaning and context of the severance pay provision in subparagraph(a)above;provided
that the option to be deemed terminated is exercised by written notice from Luna-Reynosa and
delivered to the City Manager within ten (10) working days of notification of such reduction,
refusal to extend, or suggestion of resignation. In that event, the severance payment shall be
calculated from the date Luna-Reynosa exercises the option to be deemed terminated.
(d) In the event Luna-Reynosa voluntarily resigns her position, Luna-Reynosa shall
give City written notice at least thirty(30) days prior to the last workday,unless the City Manager
and Luna-Reynosa otherwise agree.
(e) It is understood that after notice of termination in any form, Luna-Reynosa and the
City will cooperate to provide for an orderly transition. Specific responsibilities during such
transition may be specified in a written separation agreement.
SECTION 7. DISABILITY.
If Luna-Reynosa is medically, physically disabled or otherwise unable to perform her
duties because of sickness, accident, injury,mental incapacity or ill health, and has provided proof
of the same from a medical professional, she shall be eligible for Disability Leave upon exhausting
all accrued sick leave, general leave and executive leave, and duty injury leave if applicable.
Disability Leave shall be unpaid and shall be approved by the City Manager for a time period of
up to three (3) months. The length of such time period of the Disability Leave shall be dependent
upon the length of the disability as demonstrated by Luna-Reynosa. If Luna-Reynosa is unable to
return to work at that time, the City shall have the option to terminate the employment of Luna-
Reynosa, subject to the requirements imposed on City by Section 6, paragraph (a).
SECTION 8. PERFORMANCE EVALUATION.
The City Manager shall review and evaluate in writing the performance of Luna-Reynosa
at least once annually. That review and evaluation shall be in accordance with specific criteria
5
Ursula Luna-Reynosa Employment Agreement-2018
i •
developed in consultation with Luna-Reynosa and the City Manager. Those criteria may be added
to or subtracted from as the City Manager may from time to time determine, in consultation with
Luna-Reynosa.
SECTION 9. GENERAL AND EXECUTIVE LEAVE
Luna-Reynosa shall accrue General Leave in accordance with the General Leave accrual
provisions applicable to Department Heads of the City as contained in the Non-Associated
Resolution (Exhibit "A"). Luna-Reynosa will be credited 80 hours of Executive Leave upon her
first day of employment. Thereafter, Luna-Reynosa shall be credited 80 hours of Executive Leave
on January 1 of each calendar year. Executive Leave must be used in the same calendar year it is
credited; unused Executive Leave may not be carried forward to the next calendar year or cashed
out at any time. Luna-Reynosa will be credited 100 hours of General Leave upon the first day of
employment. General Leave shall be accrued in accordance with the appropriate provisions of the
Non-Associated Resolution (Exhibit "A"). Luna-Reynosa shall provide the City Manager with
reasonable notice prior to taking two (2) or more General Leave or Executive Leave days off.
SECTION 10. PROFESSIONAL DEVELOPMENT.
The City agrees to budget and pay for Luna-Reynosa's professional memberships as
normally accorded to Department Heads. Luna-Reynosa shall also receive paid leave, plus
registration, travel and reasonable expenses for short courses, conferences and seminars that are
necessary for professional/personal development and,in the judgment of the City Manager,for the
good of the City, and subject to budget limitations and to established travel policies and
procedures.
6
Ursula Luna-Reynosa Employment Agreement-2018
SECTION 11. FINANCIAL DISCLOSURE.
Luna-Reynosa shall report to the City Manager any ownership interest in real property
within the County of Orange, excluding personal residence. Luna-Reynosa shall also complete
and file annually, Financial Disclosure 700 Forms. Also, Luna-Reynosa shall report to the City
Manager any financial interest greater than Ten Thousand Dollars ($10,000) in value in a firm
doing work for City or from which City intends to make a purchase. Such reporting shall be made
in writing by Luna-Reynosa to the City Manager within ten(10) calendar days of the execution of
this agreement and within ten (10) calendar days of acquisition of that interest in real property.
Additionally, Luna-Reynosa shall report in writing to the City Manager any financial interest
greater than Ten Thousand Dollars ($10,000) in value in a firm doing work for the City or from
whom the City intends to make a purchase immediately upon notice of the intended work or
purchase.
SECTION 12. INDEMNIFICATION.
The City shall defend and indemnify Luna-Reynosa against actions, including but not limited
to any: tort, professional liability claim or demand, or other non-criminal legal, equitable or
administrative action, arising out of an alleged act or omission occurring in the performance of Luna-
Reynosa during the discharge of her duties as an employee/officer of the City, other than an action
brought by the City against Luna-Reynosa, or an action filed against the City by Luna-Reynosa. The
City shall pay the reasonable expenses for the travel, lodging, meals, and lost work time of Luna-
Reynosa should Luna-Reynosa be subject to such, should an action be pending after termination of
Luna-Reynosa. The City shall be responsible for and have authority to compromise and settle any
action,with prior consultation with Luna-Reynosa, and pay the amount of any settlement or judgment
rendered on that action. Luna-Reynosa shall cooperate fully with the City in the settlement,
compromise, preparation of the defense, or trial of any such action.
7
Ursula Luna-Reynosa Employment Agreement-2018
SECTION 13. GENERAL PROVISIONS.
(a) The text herein shall constitute the entire Agreement between the parties.
(b) This Agreement shall become effective commencing July 16, 2018.
(c) If any provision, or any portion of any provision, contained in this Agreement is
held unconstitutional, invalid, or unenforceable, the remainder of this Agreement,
or any portion of it, shall be deemed severable, shall not be affected and shall
remain in full force and effect.
(d) No amendment of this Agreement shall be effective unless in writing and signed by
both parties.
IN WITNESS WHEREOF, City has caused this Agreement to be signed and executed on
its behalf by its City Manager, and Luna-Reynosa has signed and executed this Agreement, both
in duplicate, the day and year first above written.
CITY: LUNA-REYNOSA:
�" Q.)4
DI —
city M g Ursula Luna-Reynosa
APPROVED AS FORM:
ity ttorney
8
Ursula Luna-Reynosa Employment Agreement-2018
RESOLUTION NO. 2016-50
A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH
MODIFYING SALARY AND BENEFITS FOR NON-REPRESENTED EMPLOYEES
INCLUDING THE ELECTED CITY ATTORNEY, CITY CLERK, AND CITY TREASURER
WHEREAS, the City Council of the City of Huntington Beach desires to modify the
salary and benefits for Non-Represented Employees upon adoption of this Resolution.
NOW, THEREFORE, the City Council of the City of Huntington Beach does hereby
resolve as follows:
SECTION 1. Salaries and Benefits for Non-Represented employees shall be as reflected
in Exhibit "A", attached hereto and incorporated by this reference.
SECTION 2. The salary range for the elected City Attorney, City Clerk and City
Treasurer shall be modified as reflected in the Non-Associated Executive Management Salary
Schedule—Exhibit 1.
SECTION 3. Benefits for the elected City Attorney, City Clerk and City Treasurer shall
be as reflected in Exhibit "A", attached hereto and incorporated by this reference.
SECTION 4. Resolution 2007-6, Resolution 2010-106, and Resolution 2014-94 are
hereby repealed.
SECTION 5. Any existing provisions in conflict with the foregoing, whether by minute
action or resolution of the City Council, are hereby repealed.
SECTION 6. All other benefits and salary ranges established and reflected in the Non-
Associated Employees Pay and Benefits Resolution 2016-50, shall continue unless modified by
City Council action.
RLS 6/27/16/16-5325/138993/MV 1
247
• •
PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a
regular meeting thereof held on the / "6day of , 2016.
Ma
�
REVIEW APPROVED: APP OVED A TO FORM:
,
City TJA er City Attorney/
r
IN " D AN ED:
ireetor of Wuman. Resources
RLS 6/27/16/16-5325/138993/MV 2
248
NON-ASSOCIATED EMPLOYEES PAY AND BENEFI S RESOLUTION
EXHIBIT A - NON-ASSOCIATED EMPLOYEES PAY AND BENEFIT
PROVISION................................................................................................... 1
SECTIONI PAY.............................................................................................................. 1
A. SALARY SCHEDULE................................................................................................. 1
B. DIRECT DEPOSIT..................................................................................................... 1
C. ASSIGNED VEHICLE/AUTO ALLOWANCE .................................................................... 1
1. Department Heads......................................................................................................................1
D. Deferred Compensation ...................................................................................... 1
SECTION II — HOURS OF WORK/OVERTIME/TIME OFF............................................. 1
A. EXECUTIVE LEAVE................................................................................................... 1
B. FLEXIBLE AND ALTERNATIVE WORK SCHEDULES........................................................ 2
1. 5/40 Work Schedule....................................................................................................................2
2. 9/80 Work Schedule....................................................................................................................2
3. Alternative Work Schedule............................................................................................ .............2
SECTION III — HEALTH AND OTHER INSURANCE BENEFITS...................................2
A. HEALTH INSURANCE................................................................................................2
1. Medical, Dental and Vision Insurance.........................................................................................2
2. City and Employee Paid Health Insurance.................................................................................2
3. Medical Cash Out....................................................................-..................................................4
4. Section 125 Plan.........................................................................................................................4
B. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE ...............................4
C. LONG-TERM DISABILITY INSURANCE.........................................................................4
D. CITY-PAID PHYSICAL EXAMINATIONS ........................................................................ 5
E. MISCELLANEOUS..................................................................................................... 5
F. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR THE CITY MEDICAL
RETIREESUBSIDY PLAN ................................................................................................. 5
G. POST-65 SUPPLEMENTAL MEDICARE COVERAGE ......................................................6
SECTION IV — RETIREMENT.........................................................................................6
A. BENEFITS...............................................................................................................6
1. Self-Funded Supplemental Retirement Benefit..........................................................................6
2. Medical Insurance for Retirees...................................................................................................6
B. PUBLIC EMPLOYEES' RETIREMENT SYSTEM CONTRIBUTIONS AND REPORTING............7
1. Miscellaneous Unit Members .....................................................................................................7
2. Safety Unit Members...................................................................................................................7
3. IRS Code 414(h)(2)........................................................................................... ..I....8
4. Pre-Retirement Optional Settlement 2 Death Benefit.................................................................8
5. Fourth Level of 1959 Survivor Benefits.......................................................................................8
6. VEBA Plan Requirements...........................................................................................................8
SECTION V — LEAVE BENEFITS ................................................................................ 10
Exhibit"A"to Non-Associated Resolution No.2016-50 i
249
Item 25. - 5 HB _656_
NON-ASSOCIATED EMPLOYEES PAY AND BENEFI S RESOLUTION
A. GENERAL LEAVE................................................................................................... 10
1. Accrual..................... ...... ......._............................................... ................. ........................ ....10
2. Eligibility and Approval .............................................................................................................10
3. Leave Benefit Entitlements.......................................................................................................10
4. Conversion to Cash..................................................................................................................10
B. HOLIDAYS AND PAY PROVISIONS............................................................................. 11
C. SICK LEAVE.......................................................................................................... 11
1. Accrual ......................................................................................................................................11
2. Credit.........................................................................................................................................12
3. Usage........................................................................................................................................12
4. Payoff at Termination................................................................................................................12
D. BEREAVEMENT LEAVE........................................................................................... 13
E. VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM........................................ 13
SECTION VI - RETIREE SUBSIDY MEDICAL PLAN.................................................. 13
SECTION VII - MISCELLANEOUS............................................................................... 13
A. COLLECTION OF PAYROLL OVERPAYMENTS............................................................. 13
B. UNIFORMS AND CALPERS REPORTING .................................................................. 14
EXHIBIT 1 - NON-ASSOCIATED SALARY SCHEDULE............................................. 15
EXHIBIT 2 - RETIREE MEDICAL PLAN ...................................................................... 16
EXHIBIT 3 - 9/80 WORK SCHEDULE.......................................................................... 20
EXHIBIT 4 -VOLUNTARY CATASTROPHIC LEAVE DONATION ............................. 22
Exhibit"A"to Non-Associated Resolution No.2016-50 ii 50
HB -657- 1tem 25. - 6
NON-ASSOCIATED EMPLOYEES PAY AND BENEF T PROVISIONS
EXHIBIT A
SECTION I — PAY
A. Salary Schedule
1. All current Non-Associated employees shall receive the salaries as identified in Exhibit
1.
2. The City Council shall set the salaries of the elected executive management positions
identified in Exhibit 1, at any rate within the designated salary range.
3. The City Manager is authorized to set the salaries of the non-elected executive
management positions identified in Exhibit 1 at any rate at or below the control point of
the designated salary range. The City Manager is authorized to increase the salary by
any percentage not greater than 5% based upon performance at annual review and
market data. However, no salary for a new employee may be set above the control
point at any time without City Council approval.
B. Direct Deposit
All Non-Associated employees are required to utilize direct deposit of payroll checks.
C. Assigned Vehicle/Auto Allowance
1. Department Heads
Appointed Department Heads and the City Clerk, City Treasurer, and City Attorney shall
have the option of an assigned City vehicle or an auto allowance in the amount of two
hundred thirty dollars and seventy-seven cents ($230.77) per bi-weekly pay period plus
reimbursement of out-of-town travel at the approved mileage rate.
D. Deferred Compensation
Effective the beginning of the pay period following City Council approval of this resolution,
each employee covered by this resolution, including the City Attorney, City Clerk and City
Treasurer, shall receive a one-time deposit to the employee's 457 Deferred Compensation
account in the amount of$3,800.00.
1. This shall be a single, one-time only deposit. All appropriate Federal and State legal
mandates regarding the tax-treatment of this one-time deposit shall apply.
SECTION II — HOURS OF WORK/TIME OFF
A. Executive Leave
Non-Associated exempt employees shall not be eligible for overtime compensation.
Exempt department heads shall be credited with eighty (80) hours of executive leave per
calendar year.
251
Item 25. - 7"A"to Non-Associated Resolution No. 2016-50 HB -658-
NON-ASSOCIATE EMPLOYEES PAY AND BENEFI RESOLUTION
B. Flexible and Alternative Work Schedules
1. 5/40 Work Schedule
The 5/40 work schedule shall be defined as working five (5) eight (8) hour days Monday
through Friday each week with a one-hour lunch during each work shift, totaling a forty
(40) hours work week.
2. 9/80 Work Schedule
The 9/80 work schedule, as outlined in Exhibit 3, shall be defined as working nine (9)
days for eighty (80) hours in a two week pay period by working eight (8) days at nine (9)
hours per day and working one (1) day for eight (8) hours (Friday), with a one-hour
lunch during each work shift, totaling forty (40) hours in each FLSA designated work
week. The 9/80 work schedule shall not reduce service to the public, departmental
effectiveness, productivity and/or efficiency as determined by the City Manager or
designee.
3. Alternative Work Schedule
Non-associated employees may elect any alternative work schedule approved by the
City Manager or designee.
SECTION III — HEALTH AND OTHER INSURANCE BENEFITS
A. Health Insurance
1. Medical, Dental and Vision Insurance
The City shall continue to make group medical, dental and vision benefits available to
all Non-Associated employees.
2. City and Employee Paid Health Insurance
The City and the employee shall pay for health insurance premiums for employees and
qualified dependent(s) effective the first of the month following the employee's hire
date. The employee payroll deduction for premium contributions shall be deducted on
a pre-tax basis.
Such deductions shall be aligned with the effective date of coverage and the ending
date of coverage upon employment separation. The employee's payroll deduction
amount shall begin no later than the beginning of 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.
Exhibit"A"to Non-Associated Resolution No.2016-50 252
HB -6-59- Item 25. - 8
NON-ASSOCIATE T EMPLOYEES PAY AND BENEAR RESOLUTION
i. Health Plan Employee and Employer Contributions Chart for Non-Safety
Classifications in EXHIBIT 1
City of Huntington Beach
2016 Health Premiums and Contributions
Effective pay period following final City Council approval
Non-Associated/Non-Safety
Employee
Monthly-`
Plan U
Monthlyon, ,
-':,Cpntntution Contribution Contribution,"r
"
Single 466.65 466.65 0.00 0.00
Kaiser Two-Party 1,022.11 974.36 47.75 22.04
Family 1,343.90 1,170.04 173.86 80.24
Single 671.00 640.76 30.24 13.96
Blue Shield HMO Two-Party 1,466.00 974.36 491.64 226.91
Family 1,896.00 1,170.04 725.96 335-06
Single 736.00 736.00 0.00 0.00
Blue Shield PPO Two-Party 1,555.00 1,135.78 419.22 193.49
Family 1,927.00 1,314.31 612.69 282.78
Single 58.10 45102 13.08 6.04
Delta Dental PPO Two-Party 108.60 85.91 22.69 10.47
Family 143.20 122.18 21.02 9.70
Single 30.11 30.11 0.00 0.00
Delta Care HMO Two-Party 51.19 51.19 0.00 0.00
Family 78.29 78.29 0.00 0.00
Single 25.12 0.00 25A2 11.59
VSP vision Two-Party 1 25.12 1 0.00 25A2 11.59
Family 1 25.12 0.00 25.12 11.59
Medical Opt-Out: $466.65 per month ($215.38 bi-weekly)
ii. "Safety Member" Health Premiums- Employer Contribution
Employees that are classified as "safety member' by the California Public Employees'
Retirement System (CalPERS) may have access to the medical plans offered by
CalPERS as contracted by the City. In accordance with eligibility provisions, the
Police Chief and the Fire Chief may elect to enroll in the CalPERS health insurance
program offered by the City.
The City's maximum monthly employer contributions for the CalPERS health
insurance program is set forth in the current City of Huntington Beach Non-
Associated Safety Health Premiums and Contributions Chart. The amounts listed
therein include the mandated Public Employees' Medical and Hospital Care Act
(PEMHCA) contribution.
Item 25. A"to Non-Associated Resolution No. 2016-50 253
FIB -660-
NON-ASSOCIATED EMPLOYEES PAY AND BENEFIT RESOLUTION
iii. Employees shall not be entitled to the difference between the employer contribution
and the premiums for insurance plan(s) selected by the employee.
iv. Future Premiums
The City "caps" its contributions toward monthly group medical, dental and vision
plan premiums by category (EE, EE + 1, and EE + 2 or more) as outlined in sections
i and ii above.
The City agrees to increase the contribution toward monthly group medical by $200
per plan, per tier, effective following City Council approval of this resolution.
The employee and employer contributions rates set forth in sections i and ii above
shall remain in effect in 2017 and beyond unless otherwise modified by a successor
Non-Associated Resolution. Employee and City Contributions subject to change as
a result of City Council approval.
The City's contribution caps for dental and vision in effect as of August 1, 2014 shall
not be increased.
The City's contribution caps will remain in place, even if premium increases result in
these additional costs being borne by the employee.
3. Medical Cash Out
If an employee is covered by a medical program outside of a City-provided program
(evidence of which must be supplied to Human Resources), the employee may elect to
discontinue City medical coverage and receive the monthly value of the City's
contribution to the lowest cost employee-only medical plan paid bi-weekly.
4. Section 125 Plan
Employees shall be eligible to participate in a City-approved Section 125 Flexible
Spending Account Plan the same as all other eligible employees, as provided by IRS
law. This plan allows employees to use pre-tax salary to pay for regular childcare,
adult dependent care and/or medical expenses.
B. Life and Accidental Death and Dismemberment Insurance
Each Non-Associated employee shall be provided with $50,000 life insurance and $50,000
accidental death and dismemberment insurance 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. Evidence of insurability is contingent upon total participation in additional amounts.
C. Long-Term Disability Insurance
This program provides benefits for each incident of illness or injury after a waiting period of
thirty (30) calendar days during which the Non-Associated employee may use accumulated sick
leave, general leave, executive leave pay. Subsequent to the thirty-(30) day waiting period, the
employee will be covered by an insurance plan paid for by the City providing sixty-six and two-
thirds percent (66 2/3%) of the first $12,500 of the employee's basic monthly earnings up to a
maximum monthly benefit of $8,332.50. The maximum benefit period for disability due to injury
or illness shall be to age sixty-five (65).
Exhibit"A"to Non-Associated Resolution No.2016-50 254
HB -661- Item 25. - 10
AdIlk
NON-ASSOCIATED EMPLOYEES PAY AND BENEFT RESOLUTION
Days and months refer to calendar days and months. Benefits under the plan are integrated
with sick leave, Worker's Compensation, Social Security and other non-private program
benefits to which the employee may be entitled. Disability is defined as: "The inability to
perform all of the duties of regular occupation during two years and thereafter the inability to
engage in any employment or occupation, for which he/she is fitted by reason of education,
training or experience." Rehabilitation benefits are provided in the event the individual, due to
disability, must engage in other occupation. Survivor's benefits continue the plan payment for
three (3) months beyond death. A copy of the plan is on file in the Human Resources
Department.
D. City-Paid Physical Examinations
Non-Associated employees shall be provided, once every two years, with a City-paid physical
examination comparable to the current pre-placement class physical examination or reimbursed
the amount authorized for said physical examination. No more than one-half of the eligible
employees shall receive examinations in any one fiscal year. Said exam shall be
comprehensive in nature and shall include:
1. A complete medical history, physical exam and review of results by physician.
2. Health testing including vision, hearing, breathing, chest x-ray and stress EKG.
3. Laboratory test including standard chemical test, blood count, HDL, urinalysis and stool
test for blood.
E. Miscellaneous
When a Non-Associated employee is on a leave of absence without pay for reason of medical
disability, the City shall maintain the City-paid insurance premiums during the period the
employee is in a non-pay status for the length of said leave, not to exceed twenty-four (24)
months.
F. Retiree Medical Coverage for Retirees Not Eligible for the City Medical Retiree 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 and are not eligible for the
City's Retiree Subsidy Medical Plan may choose to participate in City-sponsored medical
insurance plans until the first of the month in which they turn age sixty-five (65).
The retiree shall pay the full premium for City-sponsored medical insurance for themselves
and/or qualified dependents without any City subsidy.
Employees who retire from the City and receive a retirement allowance from the California
Public Employees' Retirement System and are not eligible for the City's Retiree Subsidy
Medical Plan and choose not to participate in City-sponsored medical insurance upon
retirement permanently lose eligibility for this insurance.
However, if a retiree who is not eligible for the City's Retiree Subsidy Medical Plan chooses not
to participate in City-sponsored medical insurance plans because the retiree has access to
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.
Item 25. - 11 "to Non-Associated Resolution No. 2016-50 255
Ha _66�_
NON-ASSOCIATED EMPLOYEES PAY AND BENEFIR RESOLUTION
Eligibility for Retiree Medical Coverage terminates the first of the month in which the retiree or
qualified dependent turns age sixty-five (65).
G. Post-65 Supplemental Medicare Coverage
Retirees who are participating in the Retiree Subsidy Medical Plan as of January 1, 2004 and
all future retirees who meet the criteria to participate in City-sponsored medical insurance, with
or without the Retiree Medical Subsidy Plan, may participate in City-sponsored medical
insurance plans that are supplemental to Medicare, after a contract is in place between the City
and a health insurance provider.
A retiree or qualified dependent must choose to participate in City-sponsored medical insurance
plans that are supplemental to Medicare beginning the first of the month in which the retiree or
qualified dependent turns age sixty-five (65).
The retiree shall pay the full premium to participate in City-sponsored medical insurance plans
that are supplemental to Medicare for themselves or qualified dependents without any City
subsidy.
Retirees or qualified dependents, upon turning age 65, who choose not to participate in the
City-sponsored medical insurance plans that are supplemental to Medicare permanently lose
eligibility for1this insurance.
SECTION IV — RETIREMENT
A. Benefits
1. Self-Funded Supplemental Retirement Benefit
In the event a Non-Associated employee member elects Option #1, #2, #2W, #3, #3W or
#4 of the Public Employees' Retirement law, the City shall pay the difference between
such elected option and the unmodified allowance which the member would have
received for his or her life alone 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 member (Non-
Associated employee), shall be payable by the City during the life of the member, and
upon that member's death, the City's obligation shall cease. Unless previously excluded
by employment or resolution, eligibility for this benefit is limited to employees hired before
December 27, 1997.
2. Medical Insurance for Retirees
a. Upon retirement, whether service or disability connected, each Non Associated
employee shall be entitled to cause self, spouse and dependents to participate fully
in the City's group health insurance program at the equivalent of the City's group
premium rate in accordance with the provisions specified by Consolidated Omnibus
Budget Reconciliation Act of 1985 (COBRA). Such participation shall be at
employee's expense and upon terms, conditions and restrictions currently in effect.
Exhibit"A"to Non-Associated Resolution No. 2016-50 256
Item 25. - 12
HB -663-
Now
NON-ASSOCIATED EMPLOYEES PAY AND BEN EFIT RESOLUTION
b. As an alternative to the benefit described in paragraph IV.A.2.a above, the City will
provide a financial contribution towards the cost of retiree medical premiums as
described in Section VI.
B. Public Employees' Retirement System Contributions and Reporting
1. Miscellaneous Members
a. The City shall provide all miscellaneous employees described as "classic members
by the Public Employees' Pension Reform Act of 2013 — "PEPRA" with that certain
retirement program commonly known and described as the "2.5% at age 55 plan"
which is based on the retirement formula as set forth in the California Public
Employees' Retirement System (CalPERS), Section 21354 of the California
Government Code.
b. Miscellaneous bargaining unit "classic members" shall pay to CalPERS as part.of
the required member retirement contribution eight percent (8%) of pensionable
income. This provision shall not sunset.
c. The City shall contract with CalPERS to have retirement benefits calculated based
upon the "classic" employee's highest one year's compensation, pursuant to the
provisions of Section 20042 (highest single year).
d. The obligations of the City and the retirement rights of employees as provided in this
Article shall survive the term of this resolution.
e. For "New" Members within the meaning of the California Public Employees' Pension
Reform Act of 2013.
1) New Members shall be governed by the two percent at age 62 (2% @ 62)
retirement formula set forth in Government Code section 7522.20.
2) Final compensation will be based on the highest annual average compensation
earnable during the 36 consecutive months immediately preceding the effective
date of his or her retirement, or some other 36 consecutive month period
designated by the member.
3) Effective January 1, 2013, "new" members as defined by PEPRA and
determined by CalPERS, shall contribute one half (50%) of the normal cost as
established by CalPERS.
2. Safety Members
a. The City shall provide all safety employees described as "classic" members by the
Public Employees' Pension Reform Act of 2013 — "PEPRA" with that certain
retirement program commonly known and described as the "3% at age 50 plan"
which is based on the retirement formula as set forth in the California Public
Employees' Retirement System (CalPERS), Section 21362.2 of the California
Government Code.
Item 25. - 13' to Non-Associated Resolution No. 2016-50 257
Hs -664-
NON-ASSOCIATED EMPLOYEES PAY AND BENEFI RESOLUTION
b. All safety employees described as "classic" members shall pay to CalPERS as part
of the required member retirement contribution nine percent (9%) of pensionable
income. This provision shall not sunset.
c. The City shall contract with CalPERS to have retirement benefits calculated based
upon the "classic" employee's highest one year's compensation, pursuant to the
provisions of Section 20042 (highest single year).
d. The obligations of the City and the retirement rights of employees as provided in this
Article shall survive the term of this resolution.
e. For "New" Members within the meaning of the California Public Employees' Pension
Reform Act of 2013.
1) New Members shall be governed by the two and seven tenths percent at age
57 (2.7% @ 57) retirement formula set forth in Government Code section
7522.25(d)
2) Final compensation will be based on the highest annual average compensation
earnable during the 36 consecutive months immediately preceding the effective
date of retirement, or some other 36 consecutive month period designated by
the member.
3) Effective January 1, 2013, "new" members as defined by PEPRA and
determined by CalPERS, shall contribute one half (50%) of the normal cost, as
established by CalPERS.
3. IRS Code Section 414(h)(2)
The City has adopted the CalPERS Resolution in accordance with IRS Code section
414(h)(2) to ensure that both the employee contribution and the City pickup of the
required member contribution are made on a pre-tax basis. However, ultimately, the tax
status of any benefit is determined by the law.
4. Pre-Retirement Optional Settlement 2 Death Benefit
Non-Associated employees shall be covered by the Pre-Retirement Optional Settlement
2 Death Benefit as identified in Section 21548 of the California Government Code when
approved by the City Council.
5. Fourth Level of 1959 Survivor Benefits
Non-Associated employees shall be covered by the Fourth Level of the 1959 Survivor
Benefit as identified in Section 21574 of the California Government Code.
6. VEBA Plan Requirements
a. Eligibility Defined
Effective December 23, 2009, all eligible Unrepresented Management Employees
with 25 years of continuous service to the City of Huntington Beach will participate in
the Plan. An eligible employee is an employee who works twenty (20) or more
hours per week and receives benefits.
Exhibit"A"to Non-Associated Resolution No. 2016-50 258
HB -665- Item 25. - 14
NON-ASSOCIATED EMPLOYEES PAY AND BENEFI RESOLUTION
b. Employee Contributions
c. Leave Payout
Each eligible unrepresented management employee shall designate all leave
payouts to be rolled over to his/her VEBA Plan account based on the established
range upon separation from City employment.
d. Participant Account
A separate account is maintained for each contributing eligible unrepresented
management employee, which documents the employee's contributions and
disbursements. Contributions to a VEBA plan account as well as any disbursements
to cover nonreimbursed, post-tax medical care expenses are both tax free. Eligible
benefits subject to reimbursement by the Plan shall be limited to long-term care
expenses and nonreimbursed medical premiums, co-pays, prescribed drug
expenses and other medical care costs as that term is defined by the Internal
Revenue Code Section 213.
e. Administrative Fees
Any Plan administrative fees will be deducted from interest on the total Plan
investments.
An eligible unrepresented management employee's Plan account is subject to a
monthly administrative fee for expenses related to recordkeeping, claims
processing, and claims reimbursement. The fee will first be deducted from interest
on total plan investments, and then deducted, if necessary, from the employee's
individual account.
f. Dispute Resolution
This Resolution and any disputes arising under or in connection with this Resolution
shall not be subject to any dispute resolution procedures in the City's Personnel
Rules, nor shall this Resolution and any such dispute relating thereto be subject to
the jurisdiction of the City's Personnel Board for any reason whatsoever.
g. Indemnification
All Unrepresented Management Employees agree to indemnify and hold the City of
Huntington Beach harmless against any claims made of any nature and against any
suit instituted against the City arising from this Resolution, including, but not limited
to, claims arising from an employee's participation in VEBA or from any salary
reduction initiated by the City for VEBA contributions.
50 2016 N ti l d R t i A N
Item 25. - 15 to Non-Associated o. - 259
� HB -666-
NON-ASSOCIATED EMPLOYEES PAY AND BENEFI RESOLUTION
SECTION V— LEAVE BENEFITS
A. General Leave
1. Accrual
Employees will accrue General Leave at the accrual rates outlined below. General leave
may be used for any purpose, including vacation, sick leave, and personal leave.
General leave for non-associated employees shall be accrued as follows:
Years of Service Annual"General Leave Biweekly General Leave
Allowance,.....„'.... .. . :. Allowance
First through Fourth Year 176 hours 6.77
Fifth through Ninth Year 200 hours 7.69
Tenth through Fourteenth Year 224 hours 8.62
Fifteenth Year and Thereafter 256 hours 9.85
2. 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 hiring 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. Employees may not use their general leave to
advance their separation date on retirement or other separation from employment.
3. Leave Benefit Entitlements
The City shall comply with all State and Federal leave benefit entitlement laws. An
eligible employee on an approved leave shall be allowed to use applicable earned Sick
Leave, General Leave, or Executive Leave for family or personal health issues. For
more information on employee leave options contact the Human Resources Department.
4. Conversion to Cash
a. Pay Off at Termination
An employee shall be paid for unused general leave upon termination of
employment at which time such terminating employee shall receive compensation at
their current salary rate for all unused, earned general leave to which they are
entitled up to and including the effective date of their termination.
b. Conversion to Cash
Two times during each fiscal year, each permanent employee shall have the option
to convert into a cash payment or deferred compensation up to a total of one
hundred-twenty (120) general leave benefit hours per fiscal year. The employee
shall give payroll two (2) weeks advance notice of their decision to exercise such
option.
Exhibit"A"to Non-Associated Resolution No.2016-50 260
HB -667- Item 25. - 16
NON-ASSOCIATED EMPLOYEES PAY AND BENEFXF RESOLUTION
c. One Week Minimum Vacation Requirement
The City Manager may require certain positions which handle money or transfer
funds to take a minimum of one week, (i.e., five consecutive work days) paid
vacation each calendar year.
d. Deferred Compensation Contribution at Time of Separation
The value of any unused earned leave benefits may be transferred to deferred
compensation at separation (including retirement), but only during the time that the
employee is actively employed with the City. The latest opportunity for such transfer
must be the beginning of the pay period prior to the employee's last day of
employment.
B. Holidays and Pay Provisions
1. Non-Associated employees shall receive the following legal holidays as of the first pay
period following adoption of the Non-Associated Resolution paid in full per the
employee's regularly scheduled work shift:
(1) New Year's Day (January 1)
(2) Martin Luther King Day (third Monday in January)
(3) Presidents Day (third Monday in February)
(4) Memorial Day (last Monday in May)
(5) Independence Day (July 4)
(6) Labor Day (first Monday in September)
(7) Veteran's Day (November 11)
(8) Thanksgiving Day (fourth Thursday in November)
(9) The Friday after Thanksgiving
(10) Christmas Day (December 25)
2. Any day declared by the President of the United States to be a national holiday or by the
Governor of the State of California to be a state holiday and adopted as an employee
holiday by the City Council of the City of Huntington Beach.
3. For Civic Center holiday closure purposes, holidays which fall on Sunday shall be
observed the following Monday, and those falling on Saturday shall be observed the
preceding Friday.
C. Sick Leave
1. Accrual
No employee shall accrue sick leave.
Itemo Non-Associated o. 1 -5 261
. 25. - 17�t N A i d Resolution N 2060 HB -668-
NON-ASSOCIATED EMPLOYEES PAY AND BENEFI S RESOLUTION
2. Credit
Employees assigned to Non-Associated shall carry forward their sick leave balance and
shall no longer accrue sick leave credit.
3. Usage
Employees may use accrued sick leave for the same purposes for which it was used
prior to December 25, 1999. Sick leave shall not be used to extend absences due to
work related (industrial) injuries or illnesses, this provision shall be added to Personnel
Rule 18.10.
4. Payoff at Termination
a. Non Associated employees with continuous service with the City since November
20, 1978, shall be entitled to the following sick leave payoff plan:
At involuntary termination by reason of disability, or by death, or by retirement,
employees shall be compensated at their then current rate of pay for seventy-five
percent (75%) of all unused sick leave accumulated as of July 1, 1972, plus fifty
percent (50%) of unused sick leave accumulated subsequent to July 1, 1972, up to a
maximum of seven hundred and twenty hours (720) of unused, accumulated sick
leave, except as provided in paragraph V.C.5.d below.
Upon termination for any other reason, employees shall be compensated at their
then current rate of pay for fifty percent (50%) of all unused accumulated sick leave,
up to a maximum of 720 hours of such accumulated sick leave.
b. Non-Associated employees hired after November 20, 1978 shall be entitled to the
following sick leave payoff plan:
Upon termination, all employees shall be paid, at their then current salary rate, for
twenty-five percent (25%) of unused, earned sick leave to 480 hours accrued, and
for thirty-five percent (35%) of all unused, earned sick leave in excess of 480 hours,
but not to exceed 720 hours, except as provided in paragraph V.C.2.c below.
c. Except as provided in paragraph V.C.5.d below, no Non-Associated employee shall
be paid at termination for more than 720 hours of unused, accumulated sick lave.
However, employees may utilize accumulated sick leave on the basis of"last in, first
out," meaning that sick leave accumulated in excess of the maximum for payoff may
be utilized first for sick leave, as defined in Personnel Rule 18-8.
d. Non-Associated employees who had unused, accumulated sick leave in excess of
720 hours as of July 5, 1980, shall be compensated for such excess sick leave
remaining on termination under the formulas described in paragraphs V.C.5.a and b
above. In no event shall any employee be compensated upon termination for any
accumulated sick leave in excess of the "cap" established by this paragraph (i.e.,
720 hours plus the amount over 720 hours existing on July 5, 1980). Employees
may continue to utilize sick leave accrued after that date in excess of such "cap" on
a "last in, first out" basis. To the extent that any such "capped" amount of excess
sick leave over 720 hours is utilized, the maximum compensable amount shall be
correspondingly reduced. (Example: Employee had 1,000 hours accumulated. Six
months after July 5, 1980, employee had accumulated another 48 hours. Employee
Exhibit"A"to Non-Associated Resolution No. 2016-50 262
HB -669- Item 25. - 18
NON-ASSOCIAT D EMPLOYEES PAY AND BENEF S RESOLUTION
is then sick for 120 hours. Employee's maximum sick leave "cap" for compensation
at termination is now reduced by 72 hours to 928.)
D. Bereavement Leave
Employees shall be entitled to bereavement leave not to exceed twenty-four (24) hours in
each instance of death in the immediate family. Immediate family is defined as father,
mother, sister, brother, spouse, children, grandfather, grandmother, stepfather, stepmother,
step grandfather, step grandmother, grandchildren, stepsisters, stepbrothers, mother-in-law,
father-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, stepchildren, or
wards of which the employee is the legal guardian.
E. Voluntary Catastrophic Leave Donation Program
Under certain conditions, an employee may donate leave time to another employee in need.
The program is outlined in Exhibit 4.
SECTION VI — RETIREE SUBSIDY MEDICAL PLAN
An employee who has retired from the City shall be entitled to participate in the City-sponsored
medical insurance plans in accordance with the Retiree Subsidy Medical Plan as outlined in
Exhibit 2. Employees hired on or after December 1, 2009, shall not be eligible for this benefit.
SECTION VII — MISCELLANEOUS
A. Collection of Payroll Overpayments
In the event that a payroll overpayment is discovered and verified, and considering all
reasonable factors including the length of time that the overpayment was made and if and when
the employee could have reasonably known about such overpayment, the City shall take action
to collect from the employee the amount of overpayment(s). Such collection shall be processed
by payroll deduction over a reasonable period of time considering the total amount of
overpayment.
In the event the employee separates from employment during the collection period, the final
amount shall be deducted from the last payroll check of the employee. If applicable, the
balance due from the employee shall be communicated upon employment separation if the last
payroll check does not sufficiently cover the amount due the City.
It shall be the responsibility of the employee and the City to periodically monitor the accuracy of
compensation payments or reimbursements due to the possibility of a clerical oversight or error.
The City reserves the right to also collect compensation overpayments caused by or the result
of misinterpretation of a pay provision by non-authorized personnel. The interpretation of all
pay provisions shall be administered by the City Manager or designee and as adopted by the
City Council. Unauthorized compensation payments shall not constitute a past practice
(1/03/05).
Item 25. - 19"to Non-Associated Resolution No. 2016-50 263
HB -670-
NON-ASSOCIAT EMPLOYEES PAY AND BENEFIR RESOLUTION
B. Uniforms and CalPERS Reporting
The City provides uniforms to active duty employees in the classifications of Police Chief and
Fire Chief. These employees are required to wear a standard uniform for appearance,
uniformity, and public recognition purposes.
The City will report to the California Public Employees' Retirement System (CaIPERS) the
average annual cost of uniforms as special compensation for each eligible employee in
accordance with Title 2, California Code of Regulations, Section 571(a)(5).
Exhibit"A"to Non-Associated Resolution No. 2016-50 264
H B -67 t- Item 25. - 20
NON-ASSOCIAT D EMPLOYEES PAY AND BENEFI RESOLUTION
EXHIBIT 2
RETIREE MEDICAL PLAN
An employee who has retired from the City shall be entitled to participate in the City sponsored
medical insurance plans and the City shall contribute toward monthly premiums for coverage in an
amount as specified in accordance with this Plan, provided:
A. At the time of retirement the employee has a minimum of ten (10) years of continuous 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:
1. On the first of the month in which a retiree or dependent reaches age 65 or
on the date the retiree or dependent can first apply and become eligible,
automatically or voluntarily, for medical coverage under Medicare (whether or
not such application is made) the City's obligation to pay monthly premiums
may be adjusted downward or eliminated. Benefit coverage at age 65 under
the City's medical plans shall be governed by applicable plan document.
2. In the event of the death of any employee, whether retired or not, the amount
of the retiree medical insurance subsidy benefit which the deceased
employee was receiving at the time of his/her death would be eligible to
receive if he/she were retired at the time of death, shall be paid on behalf of
the spouse or family for a period not to exceed twelve (12) months.
D. Schedule of Benefits
1. Minimum Eligibility for Benefits
With the exception of an industrial disability retirement, eligibility for benefits begins
after an employee has completed ten (10) years of continuous full time service with
the City of Huntington Beach. Said service must be continuous unless prior service
is reinstated at the time of his/her rehire in accordance with the City's Personnel
Rules. Employees hired on or after December 1, 2009 shall not be eligible for this
benefit.
2. Disability Retirees
Industrial disability retirees with less than ten (10) years of service shall receive a
maximum monthly payment toward the premium for health insurance of $121.
Payments shall be in accordance with the stipulations and conditions, which exist for
all retirees. Payment shall not exceed dollar amount, which is equal to the full cost
of premium for employee only.
3. Marital Status — Married retirees eligible for benefits under the Retiree Medical
Subsidy Plan may each receive the benefit earned pursuant to Section 4 —
Exhibit"A"to Non-Associated Resolution No. 2016-50
266
HB -673-
Item 25. - 22
NON-ASSOCIAT D EMPLOYEES PAY AND BENER RESOLUTION
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 retiree is married to a City employee (active or retired)
who is not an unrepresented/non-associated employee or retiree, this
provision shall remain applicable.
b. This provision shall apply to State of Califomia registered domestic partners
the same as married spouses.
4. Maximum Monthly Subsidy Payments
Payment amounts may be reduced each month as dependent eligibility ceases due
to death, divorce or loss of dependent child status. However, the amount shall not
be reduced if such reduction would cause insufficient funds needed to pay the full
premium for the employee and the remaining dependents. In the event no reduction
occurs and the remaining benefit premium is not sufficient to pay the premium
amount for the employee and the eligible dependents, said needed excess premium
amount shall be paid by the employee.
All retirees, including those retired as a result of disability whose number of years of
service prior to retirement, exceeds ten (10) years of continuous full time service,
shall be entitled to maximum monthly payment of premiums by the City for each
year of completed City service as follows:
Maximum Monthly Payment
for Retirements After:
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
267
Item 25. - 23»to Non-Associated Resolution No.2016-50 HB -674-
NON-ASSOCIATED EMPLOYEES PAY AND BENEFI S RESOLUTION
0
MISCELLANEOUS PROVISIONS
A. Eligibility:
1. The effective start-up date of the Retiree Subsidy Medical Plan for the various
employee groups shall be the first of the month following retirement date.
2. A retiree may change plans, add dependents, etc., during annual open enrollment.
The Human Resources Department shall notify covered retirees of this opportunity
each year.
3. Years of service computed for the Retiree Subsidy Medical Plan are actual years of
completed service with the City of Huntington Beach.
B. Benefits:
1. The Retiree Subsidy Medical Plan includes any medical plan offered by the City to
active and/or retired unrepresented/non-associated employees and retirees.
2. City Plans are the primary payer for active employees age 65 and over, with
Medicare the secondary payer. Retirees age 65 and over have no City Plan options
and are eligible only for Medicare.
3. Premium payments are to be received at least one month in advance of the
coverage period.
C. Subsidies:
1. The subsidy payments will pay for:
a. The Retiree Subsidy Medical Plan.
b. HMO.
c. Part A of Medicare for those retirees not eligible for paid Part A.
2. Subsidy payments will not pay for:
a. Part B Medicare.
b. Any other employee benefit plan.
c. Any other commercially available benefit plan.
d. Medicare supplements
D. Medicare:
1. All persons are eligible for Medicare coverage at age 65. Those with sufficient credit
quarters of Social Security will receive Part A of Medicare at no cost. Those without
sufficient credited quarters are still eligible for Medicare at age 65, but will have to
pay for Part A of Medicare if the individual elects to take Medicare. In all cases, Part
B of Medicare is paid for by the participant.
Exhibit"A"to Non-Associated Resolution No. 2016-50 268
HB -675- Item 25. - 24
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
2. When a retiree and his/her spouse are both 65 or over, and neither is eligible for
paid Part A of Medicare, the subsidy shall pay for Part A for each of them or the
maximum subsidy, whichever is less.
3. When a retiree at age 65 is eligible for paid Part A of Medicare and his/her spouse is
not eligible for paid Part A, the spouse shall not receive subsidy. When a retiree at
age 65 is not eligible for paid Part A of Medicare and his/her spouse who is also age
65 is eligible for paid Part A of Medicare, the subsidy shall be for the retiree's Part A
only.
E. Cancellation:
1. For retirees/dependents eligible for paid Part A of Medicare, the following
cancellation provisions apply:
a. Coverage for a retiree under the Retiree Subsidy Medical Plan will be eliminated
on the first day of the month in which the retiree reaches age 65. If such retiree
was covering dependents under the Plan, dependents will be eligible for COBRA
continuation benefits effective as of the retiree's 65th birthday.
b. Dependent coverage will be eliminated upon whichever of the following
occasions comes first:
1) After 36 months of COBRA continuation coverage, or
2) When the covered dependent reaches age 65 in the event such dependent
reaches age 65 prior to the retiree reaching age 65.
c. At age 65 retirees are eligible to make application for Medicare. Upon being
considered "eligible to make application," whether or not application has been
made for Medicare, the Retiree Subsidy Medical Plan will be eliminated.
2. See provisions under "Benefits," "Subsidies," and "Medicare" for those
retirees/dependents not eligible for paid Part A of Medicare.
3. Retiree Subsidy Medical Plan and COBRA participants shall be notified of non-
payment of premium by means of a certified letter from Employee Benefits in
accordance with provisions of the Non-Associated Resolution.
4. A retiree who fails to pay premiums due for coverage and is in arrears for
sixty (60) days shall be terminated from the Plan and shall not have
reinstatement rights.
269
Item 25. - 2y"to Non-Associated Resolution No. 2016-50 HB -676-
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
D. A/B Schedule Changes
FLSA exempt employees may change A/B schedules at the beginning of any pay period
with supervisor or City Manager approval.
E. Emergencies
All employees on the 9/80 work schedule are subject to be called to work any time to meet
any and all emergencies or unusual conditions which, in the opinion of the City Manager, or
designee may require such service from any of said employees.
LEAVE BENEFITS
When an employee is off on a scheduled workday under the 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 the Non-Associated Resolution.
2. Sick Leave —As stated in the Non-Associated Resolution.
3. Executive Leave —As stated in the Non-Associated Resolution.
4. Bereavement Leave —As stated in the Non-Associated Resolution.
5. Holidays - As stated in the Non-Associated Resolution.
6. 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 employees day off work, therefore, the employee will receive no added
compensation.
271
Item 25. - 27 "to Non-Associated Resolution No. 2016-50 HB -678-
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
EXHIBIT 4 -VOLUNTARY CATASTROPHIC LEAVE DONATION
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, vacation or general leave hours may be donated. The minimum
donation an employee may make is two (2) hours and the maximum is forty (40) hours.
4. Eligibility
Permanent employees who accrue vacation or general leave may donate such hours to
eligible recipients. Compensatory time accrued may also be donated. An eligible recipient
is an employee who:
• Accrues vacation or general leave;
• 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.
Exhibit"A"to Non-Associated Resolution No. 2016-50 272
HB -679- Item 25. - 28
AOL
NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION
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.
6. Other
Please contact the Human Resources Department with questions regarding employee
participation in this program.
to Non-Associated Resolution No.2016-50 273
Item 25. - 29' HB _6b�>_
NON-ASSOCIATED EMPLOYEES PAY AND BEN EFIR RESOLUTION
Voluntary Catastrophic Leave Donation Program
Leave Donation Form
Donor, please complete
........ -......
:Donor Name: (Please Print or Type: Last, First, MI)
f
:Work Phone:
I
�Donor Job Title:
Type of Accrued Leave: Number of Hours I wish to Donate:
'Q Vacation Hours of Vacation I
Q Compensatory Time Hours of Compensatory Time
'❑ General Leave Hours of General Leave i
I
I understand that this voluntary donation of leave credits, once processed, is irrevocable-,
but if not needed, the donation will be returned to me. I also understand that this
donation will remain confidential.
I wish to donate my accrued vacation, comp or general leave hours to the Leave Donation
Program for:
Eligible recipient employee's name (Last, First, MI):
i
Donor Signature: Date:
Please submit to the Finance Department.
to Non-Associated Resolution No. 2016-50 275
Item 25. - 31 ' HB _682_
Res. No. 2016-50
STATE OF CALIFORNIA
COUNTY OF ORANGE ) ss:
CITY OF HUNTINGTON BEACH )
I, ROBIN ESTANISLAU the duly appointed, 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 July 18, 2016 by the
following vote:
AYES: O'Connell, Sullivan, Hardy, Delgleize
NOES: Posey, Peterson
OUT OF ROOM: Katapodis
ABSTAIN: None
City Clerk and ex-officio Clerk of the
City Council of the City of
Huntington Beach, California
276
NOWASSOCITED EMPLOYEE PAY AND BENS PROVISIONS
EXHIBIT 1
NON-ASSOCIATED EXECUTIVE MANAGEMENT SALARY SCHEDULE
EFFECTIVE SEPTEMBER 24, 2016 -2.0% Increase
Job No. Description Pay Starting Control High
Grade Point Point Point
EXECUTIVE MANAGEMENT
1 0591 lCity Manager NA0591 NA NA 128.2
DEPARTMENT HEADS
0592 Assistant City Manager NA0592 85,82 95.51 - 106.32
0009 Director of Building &Safety NA0009 74.64 83,07 92.46
0014 Director of Community Services NA0014 74.64 83.07 92.46
0008 Director of Economic Development NA0008 74.64 83.07 92,46
0574 Director of Human Resources NA0574 74.64 83,07 92A6
0479 Chief Information Officer NA0479 74.64 83,07 92.46
0007 Director of Library Services NA0007 69,94 77.85 86.66
0589 Community Development Director NA0589 80.82 89,97 100.13
0010 Director of Public Works NA0010 8&82 89.97 100.13
0518 Chief Financial Officer NA0518 80.82 89.97 100.13
0015 Fire Chief NA001 5 85.82 95.51 106.31
0011 Police Chief NA001 1 85.82 95.52 106.31
ELECTED OFFICIALS
0016 City Attorney NA0016 100.18 111.51 124.10
0017 City Clerk NA0017 69.94 77.85 86.66
ELECTED OFFICIALS PART-TIME
0 -TIME 018 7 City Treasurer- PART NA0018 74.64 83.07 9
, 'Anridal't6fafy],Nbft, Excieed$51,812!�6
CONTRACT NON-DEPARTMENT HEAD
Job No. Description I Grad Pay e A B C D E
0593 IChief Assistant City Attorney NA0593 71.05 74.96 79.08 83.43 88.01
Historical changes to Non-Associated position titles:
Per Ordinance 3855 adopted on 1/19/10, Building&Safety Department duties were combined with the Planning
Department creating a new position of Director of Planning and Building.
Per Resolution 2010-106 adopted on 12/20/10 the City Treasurer was established as a part-time position.
Per Ordinance 3906 adopted on 2/7/11 amended the title of City Administrator to City Manager.
Per Ordinance 3959 adopted on 10/01/12,the position of Chief Assistant City Attorney was established.
Per Resolution 2012-95 adopted on 12/17/12 the title of Deputy City Manager was changed to Assistant City Manager.
Per Ordinance 4086 adopted 4/18/16:the position of Finance Director was changed to Chief Financial Officer, the Director
of Information Services was changed to Chief Information Officer and the Director of Planning and Building was changed to
Community Development Director.
265
Item 25. - 2 1 ."to Non-Associated Resolution No.2016-50 HB -672_
NON-ASSOCIATED EMPLOYEE PAY AND BENEFIT PROVISIONS
EXHIBIT 3 -9/80 WORK SCHEDULE
This work schedule is known as "9/80". The 9/80 work schedule is designed to be in compliance
with the requirements of the Fair Labor Standards Act (FLSA). In the event that there is a conflict
with the current rules, practices and/or procedures regarding work schedules and leave plans, then
the rules listed below shall govern.
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
week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for
eight (8) hours (Friday), with a one-hour lunch during each work shift, totaling forty (40) hours in
each FLSA work week. The 9/80 work schedule shall not reduce service to the public,
departmental effectiveness, productivity and/or efficiency as determined by the City Manager or
designee.
A. Forty (40) Hour FLSA Work Week
The actual FLSA workweek is from Friday at mid-shift (p.m.) to Friday at mid-shift (a.m.).
No employee working the 9/80 work schedule will be able to flex their Friday start time nor
the time they take their lunch break, which will be from 12:00 p.m. to 1:00 p.m. on Fridays.
All employee work shifts will start at 8:00 a.m. on their Friday worked. The start of the
FLSA workweek is 12:00 noon Friday.
B. Two 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 work days (thirty-six (36) hours) and one (1) four (4) hour Friday and those hours
equal forty (40) work hours in each work week (e.g. the Friday is split into four (4) hours for
the a.m. shift, which is charged to work week one and four (4) hours for the p.m. shift, which
is charged to work week two).
C. A/B Schedules
To continue to provide service to the public every Friday, employees are to be divided
between two schedules, known as the "A" schedule and the "B" schedule, based upon the
departmental needs. For identification purposes, the "A" schedule shall be known as the
schedule with a day off on the Friday in the middle of the pay period, or, "off on payday", 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:
e4irxa �,,�
Schedule 4 4 - - 9 9 9 will9 - - - 9 9 9 9 4 4
B Schedule - - - - 9 1 9 9 9 4 1 4 -
Exhibit"A"to Non-Associated Resolution No.2016-50 270
HB -677- Item 25. - 26
NON-ASSOCIATED EMPLOYEES PAY AND BENEFI FS RESOLUTION
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, 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) k
Work Phone: ''Department: ���
4
ob Title: Employee ID#:
!Requester Signature: Date:
Department Director Signature of Support: bate:
} I
-luman:R Only z
End dona#aonate will bridge to �5 �,
-02
nr�ation date }
Long Tertn'�'}isabilty R�
❑ Medical Retirement beginning
❑ Length of FMLA leave ending
❑ Return to work
Human Resources Director Signature: Date signed:
Please submit this form to the Human Resources Office for processing.
Exhibit"A"to Non-Associated Resolution No.2016-50 274
HB _681- Item 25. - 30