Loading...
HomeMy WebLinkAboutCity Clerk - Modify Salary and Certain Benefits for Elected 'CITY OF HUNTINGTON MEETING DATE: February 2, 2004 DEPARTMENT ID NUMBER: AS-04-004 Council/Agency Meeting Held: 6-� -,A - Deferred/Continued to: '�?LApocoved UCQnditionally Approved ❑ Denied City C r 'synatur Council Meeting Date: February 2, 2004 Department ID Number: AS-04-004 CITY OF HUNTINGTON BEACH REQUEST FOR ACTION © CZ SUBMITTED TO: HONORABLE MAYOR AND CITY COUNCIL z <, SUBMITTED BY: CONNIE BROCKWAY,, CITY CLERK 6%1 C j PREPARED BY: CONNIE BROCKWAY, CITY CLERK � SUBJECT: ADOPT RESOLUTION TO MODIFY CERTAIN BENEFITS FOR CITY CLERK ,a4,Ala , 7/-f Statement of Issue,Funding Source,Recommended Action,Alternative Action(s),Analysis,Environmental Status,Attachment(s) Statement of Issue: Should the resolution that authorizes the salary and benefits for the City Clerk be modified to be the same as proposed for Non-Represented Employees? Funding Source: Funding was adopted by the City Council with the adoption of Councilmember Coerper's December 15, 2003 H-Item titled, "H" Item for December 15, 2003, City Council Meeting Approval of Funds to Pay Part of Employees Health Insurance_ Costs. The remainder of the funding is included in the Fiscal Year 2003/2004 budget. Recommended Action: Adopt Resolution No. 020��- , a resolution of the City Council of the City of Huntington Beach modifying salary and benefits for calendar year 2004 for the City Clerk. Alternative Action(s): Do not adopt the resolution and maintain the current salary and benefits for the City Clerk. HARCA's\City Clerk Resolution 2004.doc -2- 1/29/2004 11:01 AM REQUEST FOR ACTION MEETING DATE: February 2, 2004 DEPARTMENT ID NUMBER: AS-04-004 Analysis: The City Charter requires that the City Clerk's salary and benefits be set by resolution of the City Council. Proposed modified salary and benefits changes which affect the City Clerk are the same as those proposed for Non-Represented Employees. Health Insurance Effective April 1, 2004 the City Plan POS and Health Net HMO will no longer be available to the City Clerk. Starting April 1, 2004 the City Clerk will begin utilizing either a Blue Shield PPO or HMO or a Kaiser Permanente HMO for medical insurance. The current dental and vision insurance plans remain in place. To assist the City Clerk in bridging the period between January 1, 2004 and March 31, 2004 (until the new medical plans are in place April 1, 2004) the city will increase the current medical insurance employer contributions by $93.88 per month in each category of coverage. Effective April 1, 2004 the city will return the medical insurance employer contribution to the 2003 rates and then add $37.72 per month to the 2003 health insurance employer contribution rates in each category of coverage. The current dental and vision insurance plans employer contributions remain in place. The resolution does contain a clause, which may require the city to increase the maximum employer contribution to the same levels provided to another represented employee association in the city. The clause does expire on July 2, 2004. Depending on the category of coverage selected by each employee in the medical, dental, and vision insurance plans, the City Clerk will be contributing up to $2,907.79 in calendar year 2004 for health insurance. Monthly Premiums January 1, 2004 through March 31, 2004. Month) City Health Delta Delta VSP y Premium Plan Net Dental Dental POS HMO (PPO) (HMO) Vision EE $481.40 $312.76 $51.18 $24.38 $18.07 EE + 1 951.96 685.31 97.86 41.46 18.07 EE + 2 or more 1,165.54 903.25 138.83 63.40 18.07 H:\RCA's\City Clerk Resolution 2004.doc 1/29/2004 11:01 AM REQUEST FOR ACTION MEETING DATE: February 2, 2004 DEPARTMENT ID NUMBER: AS-04-004 April 1, 2004 through December 31, 2004. Blue Shield Blue Shield Kaiser Monthly Blue Shield Premium High Option Low Option HMO Permanente 90/10 PPO 80/20 PPO HMO EE $366.21 $322.32 $253.46 $270.75 EE + 1 802.01 705.88 555.06 592.94 EE + 2 or more 1,047.37 921.84 724.87 779.76 Monthly Delta Delta VSP Premium Dental Dental (PPO) (HMO) Vision EE $51.18 $24.38 $18.07 EE + 1 97.86 41.46 18.07 rEE + 2 or more 138.83 63.40 18.07 Employer Contribution January 1, 2004 through March 31, 2004. Monthly City Health Delta Delta Employer Plan Net Dental Dental VSP Contribution POS HMO (PPO) (HMO) Vision EE $429.93 $330.19 $42.88 $23.00 $17.58 EE + 1 758.41 611.67 81.82 39.11 17.58 EE + 2 or more 907.50 776.34 116.36 59.81 17.58 April 1, 2004 through December 31, 2004. Monthly Blue Shield Blue Shield Employer High Option Low Option Blue Shield Pe maa ente Contribution 90/10 PPO, 80/20 PPO HMO HMO EE $373.77 $373.77 $274.03 $274.03 EE + 1 702.25 702.25 555.51 555.51 EE + 2 or more 851.34 851.34 720.18 720.18 H:\RCA's\City Clerk Resolution 2004.doc -4- 1/29/2004 11:01 AM REQUEST FOR ACTION MEETING DATE: February 2, 2004 DEPARTMENT ID NUMBER: AS-04-004 Monthly Delta Delta VSP Employer Dental Dental Contribution (PPO) (HMO) Vision EE $42.88 $23.00 $17.58 EE + 1 81.82 39.11 17.58 EE + 2 or more 116.36 59.81 17.58 Employee Contributions January 1, 2004 through March 31, 2004: Monthly City Health Delta Delta Employee Plan Net Dental Dental VSP Contribution POS HMO (PPO) (HMO), Vision EE $51.47 $0.00 $8.30 $1.38 $0.49 EE + 1 193.55 73.64 16.04 2.35 0.49 EE + 2 or more 258.04 126.91 22.47 3.59 0.49 April 1, 2004 through December 31, 2004: Monthly Blue Shield Blue Shield Employee Blue Shield .Kaiser High Option Low Option Permanente Contribution 90/10 PPO 80/20 PPO HMO HMO EE $0.00 $0.00 $0.00 $0.00 EE + 1 99.76 1 3.63 0.00 37.43 EE + 2 or more 196.03 70.50 4.69 59.58 Monthly Delta Delta VSP Employee Dental Dental Contribution (PPO) (HMO) Vision EE $8.30 $1.38 $0.49 EE + 1 16.04 2.35 0.49 EE + 2 or more 22.47 3.59 0.49 H:\RCA's\City Clerk Resolution 2004.doc -g 1/29/2004 11:01 AM REQUEST FOR ACTION MEETING DATE: February 2, 2004 DEPARTMENT ID NUMBER: AS-04-004 Post-Retirement Health Insurance The resolution contains language modifying the city's current practice regarding employee's who retiree with less than ten years of service with the city and their participation in city sponsored medical insurance. The current practice is not to allow employees who retiree with less than ten years of service to the city to participate in city sponsored medical insurance. The new practice will allow these employees to participate with the retiree paying the full cost of the medical insurance coverage. The current Retiree Subsidy Medical Plan will continue without any changes for employees with more than ten years of service to the city. Starting April 1, 2004 the city will allow retirees over age sixty-five to participate in city sponsored medical insurance plans that are supplemental to Medicare. 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 city sponsored medical insurance plans that are supplemental to Medicare permanently lose eligibility for this insurance. Health Insurance Contracts The contracts for Blue Shield and Kaiser Permanente to provide health insurance coverage should be before the City Council in March 2004. Other Changes to the Non-Represented Resolution The General Leave accrual "caps" for Non-Represented employees will be increasing from a maximum six hundred hours to a maximum of six hundred and forty hour of accrued General Leave. Additionally, Non-Represented employees will be allowed to cash-out a maximum total of one hundred and twenty hours of General Leave twice in a fiscal year instead of the current once a year. The one hundred and twenty hours of General Leave cash-out per fiscal year remains in place. Attachment(sPage Number No.): City Clerk's Description 1. A Resolution modifying salary and benefits for calendar year 2004 for the Citv Clerk 15, /► C)- aR 00 il m ? 2. Summary of Blue Shield PPO & HMO plans and Kaiser Permanente HMO On F</e ,4 2vraw /jt 7q., ems ®G 3. Legislative Draft of the Non-Represented Resolution to modify salary and benefits �� Fi/e �wd/«-/c'ewi ,► �,� - RCA Author: William McReynolds H:\RCA's\City Clerk Resolution 2004.doc 1/29/2004 11:01 AM S (15) February 2, 2004 - Co6..cil/Agency Agenda - Page 15 E-17. (City Council) Adopt Resolution No. 2004-7 Approving a Side Letter of Agreement Re: Proposed Health Plan Benefits to the Memorandum of Understanding (MOU) Between the City and the Huntington Beach Management Employees' Organization (MEO) (720.20)—Adopt Resolution No. 2004-7 —"A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding between the City and the Huntington Beach Management Employees' Organization, by Adopting the Side Letter of Agreement." Submitted by the City Administrator. Funding Source: Funding was adopted by the City Council with the adoption of Councilmember Coerper's December 15, 2003 H-Item (Council Memo) re: the approval of funds to pay part of the employees' health insurance costs. The increase in total annual cost to implement the side letter agreement with the Huntington Beach Management Employees' Organization is approximately $45,300. The remainder of the funding is included in the Fiscal Year 2003/2004 budget. Pulled from Consent Calendar for further oral report by Assistant City Administrator. Approved 5-1-1 (Sullivan— No, Houchen absent) E-18. (City Council) Adopt Resolution No. 2004-8 Modifvinq Salary and Benefits Re: Proposed Health Plan for Non-Represented (Non-Associated) Employees for Calendar Year 2004 (720.20)—Adopt Resolution No. 2004-8 —"A Resolution of the City Council of the City of Huntington Beach Modifying Salary and Benefits for Calendar Year 2004 for Non-Represented Employees." Submitted by the City Administrator. Funding Source: Funding was adopted by the City Council with the adoption of Councilmember Coerper's December 15, 2003 H-Item (Council Memo) re: the approval of funds to pay part of the employees' health insurance costs. The increase in total annual cost to implement the Non-Represented resolution is approximately $22,600. The remainder of the funding is included in the Fiscal Year 2003/2004 budget. Pulled from Consent Calendar for further oral report by Assistant City Administrator. Amended to remove modification of salary from the resolution. Approved 5-1-1 (Sullivan— No, Houchen absent) E-19. (City Council) Adopt Resolution No. 2004-9 Modifying Salary and Benefits Re: Health Plan for Calendar Year 2004 for the Elected City Clerk (700.90) —Adopt Resolution No. 2004-9— "A Resolution of the City Council of the City of Huntington Beach Modifying Benefits and Salary for Calendar Year 2004 for the Elected City Clerk." Submitted by the City Clerk. Funding Source: Funding was adopted by the City Council with the adoption of Councilmember Coerper's December 15, 2003 H-Item (Council Memo) re: the approval of funds to pay part of,the employees' health insurance costs. The remainder of the funding is included in the Fiscal Year 2003/2004 budget. Pulled from Consent Calendar for further oral report by Assistant City Administrator. Approved 5-1-1 (Sullivan— No, Houchen absent) E-20. (City Council) Adopt Resolution No. 2004-10 Modifvinq Salary and Benefits Re: Health Plan for Calendar Year 2004 for the Elected City Attorney (700.90)—Adopt Resolution No. 2004-10 — "A Resolution of the City Council of the City of Huntington Beach Modifying Benefits and Salary for Calendar Year 2004 for the Elected City Attorney." Submitted by the City Attorney. Funding Source: Funding was adopted by ATTACHMENT # 1 RESOLUTION NO.,?00 �z - A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH MODIFYING BENEFITS AND SALARY FOR CALENDAR YEAR 2004 FOR THE ELECTED CITY CLERK WHEREAS, the City Council of the City of Huntington Beach desires to establish the salary level and benefit changes for the elected City Clerk for calendar year 2004, NOW, THEREFORE, BE IT RESOLVED by the City Council of the City of Huntington Beach as follows: SECTION 1. Benefits for the elected City Clerk shall be as reflected in Attachment "A" hereto. SECTION 2. The salary for the elected City Clerk shall be set as reflected in Attachment "B" hereto. SECTION 3. Any existing provisions in conflict with the foregoing, whether by minute action or resolution of the City Council, are hereby repealed. SECTION 4. All benefits and salary ranges established herein shall continue at their highest levels until further modified by City Council action. PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the 2nd day of February , 2004. Mayor ATTEST: APPROVED AS TO FORM: City Clerk "ity Attorney REVIEWED AND APPROVED: INITIATED AND APPROVED: �, ���, fGr-; ��hi e �7�o c•�C u��tY City AdmiMgfrator City Cler 19/4/ 4,r : 1 AS S/S 7 arc e�ij r 04 Reso/Clerk 2004 ATTACHMENT "A" All benefits provided non-associated officers, officials, and employees shall be granted to the elected City Clerk during the periods reflected herein. 04 Reso/Clerk 2004 ATTACHMENT "B" Salary Range for City Clerk: Range Step Hourly Calendar Year 2004 (effective December 20, 2003) 569 E $46.15 04 Reso/Clerk 2004 Res. No. 2004-9' STATE OF CALIFORNIA COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) I, CONNIE BROCKWAY, the duly elected, qualified City Clerk of the City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby certify that the whole number of members of the City Council of the City of Huntington Beach is seven; that the foregoing resolution was passed and adopted by the affirmative vote of at least a majority of all the members of said City Council at an regular meeting thereof held on the 2nd day of February, 2004 by the following vote: AYES: Coerper, Hardy, Green, Boardman, Cook NOES: Sullivan ABSENT: Houchen ABSTAIN: None City Clerk and ex-officio ark of the City Council of the City of Huntington Beach, California. NON-ASSOCIATED EMPLOYEE BENEFITS RESOLUTION TABLE OF CONTENTS EXHIBIT A -NON-ASSOCIATED EMPLOYEES BENEFIT PROVISIONS 3 SECTION I—SPECIAL PA Y 3 A. Education Reimbursement 3 B. Shorthand Skill Pa v 3 C. Assigned Vehicle/Auto Allowance 3 1. Department Heads 3 2. Designated Division Heads 3 3. Others 4 D. City Paid Physical Examinations 4 E. Bilingual Skill 4 F. Process Owner Assignment Pa v 4 SECTION H—HOURS OF WORKIOVERTIME/TIME OFF S A. Compensatory Time/Administrative Leave/Executive Leave 5 B. Direct Deposit 5 C. Flexible and Alternative Work Schedules 5 SECTION III—HEALTH AND OTHER INSURANCE BENEFITS 6 A. Medical,Dental and Vision Insurance 6 B. Life and Accidental Death and Dismemberment Insurance 11 C. Long Term Disability Insurance 11 D. Miscellaneous 11 E. Retiree Medical Coverage for Retirees Not Eligible for the City Medical Retiree Subsidy 11 F. Post-65 Supplemental Medicare Coverage 12 SECTION IV—RETIREMENT 12 A. Benefits 12 1. Public Employees'Retirement System 12 2. Self-Funded Supplemental Retirement Benefit 12 3. Medical Insurance for Retirees 13 4. Two Percent(2%)at Age 55 Formula 13 5. Pre-Retirement Optional Settlement 2 Death Benefit 13 6. Fourth Level of 1959 Survivor Benefits 13 B. Public Employees' Retirement System Reimbursement and Reporting 13 1. Employees' Contribution 13 SECTION V—LEA VE BENEFITS 14 A. General Leave 14 1. Accrual 14 2. Eligibility and Approval 14 3. Family Sick Leave 14 4. Conversion to Cash 14 B. Holidays 15 2004 NA Resolution Final.doc i 1/28/04 11:33 AM C. Sick Leave 15 D. Bereavement Leave 17 SECTION VI—RETIREE SUBSIDYMEDICAL PLAN 17 1. Minimum Eligibility for Benefits 18 2. Disability Retirees 18 3. Maximum Monthly Subsidy aPayments 19 SECTION VII—RULES GOVERNING LAYOFF,REDUCTION IN LIEU OF LAYOFF AND RE-EMPLOYMENT' 20 A. Part 1 -Layoff Procedures 20 1. General Provisions: 20 2. Service Credit: 20 3. Transfer or Reduction to Vacancies in Lieu of Layoff: 21 4. Order of Layoff: 21 5. Notification of Employees: 22 B. Part 2-Bumping Rights 23 1. Voluntaa Reduction or Bumping in Lieu of Layoff. 23 2. Reinstatement/Reemployment Lists 23 3. Qualifications Appeal 23 4. Qualifications Appeal Hearing: 24 C. Part 3-Reemployment 24 1. Reemployment: 24 2. Status on Reemployment: 25 EXHIBIT B-NON-ASSOCIATED SALARY SCHEDULE 26 EXHIBIT C-RETIREE MEDICAL PLAN 27 EXHIBIT D -9180 WORK SCHEDULE 30 2004 NA Resolution Final.doc ii 1/29/2004 11:01 AM EXHIBIT A - NON-ASSOCIATED EMPLOYEES BENEFIT PROVISIONS SECTION I — SPECIAL PAY A. Education Reimbursement Upon approval of the Department Head and the Human Resources Manager, permanent employees may be compensated for courses from accredited 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 Manager. Education costs shall be reimbursed to permanent employees on the basis of a full refund for tuition, books, parking (if a required fee) and any other required fees upon presentation of receipts. However, the maximum reimbursement shall be not more than one thousand five hundred dollars ($1,500) in any fiscal year period. Reimbursements shall be made when the employee presents proof to the Human Resources Manager that he/she has successfully completed the course with a grade of"C" or better; or a "Pass" if taken for credit. B. Shorthand Skill Pay Effective December 21, 2002 the city shall end shorthand skill pay. All employees receiving shorthand skill pay prior to December 21, 2002 shall continue to receive shorthand skill pay. Those employees receiving shorthand skill pay have successfully passed a shorthand skills test and receive additional compensation in the amount of forty-six dollars and fifteen cents ($46.15) per bi-weekly pay period. Shorthand skills will not be required for positions classified as Executive Assistant, Administrative Assistant, and Administrative Secretary (Confidential). 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 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. 2. Designated Division Heads Non-Associated employees who were Division Heads assigned a city vehicle as of July 2, 1983 shall have the option of an assigned city vehicle or an automobile allowance one hundred sixty one dollars and fifty-four cents ($161.54) per bi-weekly pay period plus reimbursement for out-of-town travel at the approved mileage rate. 2004 NA Resolution Final.doc 3 1/28/04 11:33 AM 3. Others Non-Associated employees who are regularly required to travel to perform official city business but do not have an assigned vehicle or automobile allowance shall be provided with a vehicle for such business. 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 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. Department Heads shall be required to take the scheduled physical examination. 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. Bilingual Skill Permanent employees who are required by their Department Head to use Spanish, Vietnamese, or Sign Language skills as part of their job assignment, shall be paid an additional five-percent (5%) of their base hourly rate in addition to their regular bi- weekly salary. Permanent employees may accept assignments utilizing bilingual skills in other languages on a short-term assignment with approval by the City Administrator. Such employees shall receive the additional five percent (5%) 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 Manager or designee. F. Process Owner Assignment Pay Those employees performing assignments designated by the city as "process owner' assignments shall receive premium pay equal to ten percent (10%) of the employee's base hourly rate. Process owner assignments are designated by the employee's department head and approved by the City Administrator or his designee. Designated employees are responsible for JDEdwards applications setup, design, troubleshooting and training. Process owners have system coordination responsibilities as distinguished from users of the system. 2004 NA Resolution Final.doc 4 1/29/2004 11:01 AM SECTION II — HOURS OF WORK/OVERTIME/TIME OFF A. Compensatory Time/Administrative Leave/Executive Leave Non-Associated "non-exempt" employees shall receive overtime pay or compensatory time for hours worked over forty (40) hours in a work week at time and one half of the employee's Fair Labor Standards Act (FLSA) regular rate of pay. The employee's supervisor shall determine if employee receives overtime pay or compensatory time. The employee's supervisor shall approve the scheduling of compensatory time used. Once per fiscal year an employee may cash out up to sixty (60) hours of compensatory time. The employee shall give payroll two (2) weeks advance notice of their decision to exercise such option. Non-Associated "Exempt" employees shall not be eligible for ,overtime compensation.—'Exempt" Non-Associated employees, other than department heads, shall be credited with (40) hours of administrative leave upon working 40 hours beyond their normal work schedule in each calendar year. Department heads may grant additional administrative leave to "Exempt" Non-Associated employees who work more than 75 hours of overtime per year. "Exempt" department heads shall be credited with 80 hours of administrative leave per year. B. Direct Deposit All Non-Associated employees are required to utilize' direct deposit of payroll checks. C. Flexible and Alternative Work Schedules Effective February 1, 2003, with supervisor and Department Head approval, Non- Associated civic center (city hall and police department) employees may flex regular scheduled start times between the hours of 7:00 a.m. to 9:00 a.m. Flex schedules shall not reduce service to the .public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. Effective February 1, 2003 all employees will be required to take a one-hour lunch break each work shift regardless of work schedule. Effective February 1, 2003, Non-Associated civic center (city hall and police department) employees will have the option of working a 5/40 or 9/80 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 the Fair Labor Standards Act (FLSA) with City Administrator approval. 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. 2004 NA Resolution Final.doc 5 1/29/2004 11:01 AM 2. 9/80 Work Schedule The 9/80 work schedule, as outlined in Exhibit D, 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 Administrator or designee. SECTION III — HEALTH AND OTHER INSURANCE BENEFITS A. Medical, Dental and Vision Insurance 1) Medical, Dental and Vision Insurance The city shall continue to make available group medical, dental and vision benefits to all Non-Associated employees. 2) City Paid Medical, Dental, and Vision Insurance Employee and Dependents The city will assume payment, subject to the limitations set forth in Article III.A.3 for employees and dependents medical, dental, and vision insurance effective the first of the month following one complete calendar month of employment. 2004 NA Resolution Final.doc 6 1/29/2004 11:01 AM 3) Year 2004 Health and Other Insurance Benefit Premiums, Employer Contribution, and Employee Contribution a. Monthly Premiums January 1, 2004 through March 31, 2004. City Healtf, Delta Delta_ VSP Monthly Plan P Net Dental Dental remium {PPO) (HMO) Vision EE " $481.40 $312.76 $51.18 $24.38 $18.07 EE + 1 951.96 685.31 97.86 41.46 18.07 EE + 2 or more 1,165.54 903.25 138.83 63.40 18.07 Effective April 1, 2004 the City Plan POS and Health Net HMO will not be available to Non-Associated employees. April 1, 2004 through December 31, 2004. Blue Shield Blue Shield Kaiser Monthly Blue Shield High Option Low Option Permanente Premium - - HMO HMO 90/10 PPO 80%20 PPO EE. $366.21 $322.32 $253.46 $270.75 EE+ 1 802.01 705.88 555.06 592.94 EE + 2 or more 1,047.37 921.84 724.87 779.76 Monthly Delta: Delta VSP` Premium Dental Dental (PPO) : (HMO) Vision :EE _ $51.18 $24.38 $18.07 EE+ 1 97.86 41.46 18.07 EE+.;2:or more "` 138.83 63.40 18.07 b. Employer Contribution The City's ,maximum monthly employer contribution for health and other insurance premiums are set forth in the charts below. The City Administrator is authorized to modify the City's maximum monthly employer contribution (e.g. the "employer contribution" described below in the chart for April 1, 2004 through December 31, 2004), to reflect changes necessary to make the City's maximum monthly employer contribution the same as the "employer contribution" or "cap" provided to another represented employee association in the City. 2004 NA Resolution Final.doc 7 1/29/2004 11:01 AM The change to the City's maximum monthly employer contribution will become effective the beginning of the pay period after the City Administrator changes the monthly maximum monthly employer contribution. The City Administrator's authorization to modify the City's maximum monthly employer contribution shall expire at 12:00 p.m. on Friday, July 2, 2004. January 1, 2004 through March 31, 2004. Monthly City :::Health.: ::: Delta Delta VSP Em lo er P Y Plan Net Dental Dental Contribution POS HMO (PPO) (HMO) Vision EE_ $429.93 $330.19 $42.88 $23.00 $17.58 EE + 1 758.41 611.67 81.82 39.11 17.58 EE+ 2 or more 907.50 776.34 116.36 59.81 17.58 April 1, 2004 through December 31, 2004. Monthl Blue Shield Blue Shield Y Blue Shield Kaiser Employer .High Option Low option Permanente HMO Contribution 90/10 PPO Z 80/20 PPO HMO EE $373.77 $373.77 $274.03 $274.03 702.25 702.25 555.51 555.51 EE`+2 or more>: 851.34 851.34 720.18 720.18 Monthly Delta Delta VSP Employer Dental Dental Contribution (PPO) (HMO) Vision . EE :: $42.88 $23.00 $17.58 81.82 39.11 17.58 EE +.2 or more 116.36 59.81 17.58 In no event shall the employee be entitled to the difference between the employer contribution and the premiums for insurance plan(s) selected by the employee. 2004 NA Resolution Final.doc 8 1/29/2004 11:01 AM c. Employee Contributions Employee contributions to health and other insurance plans will be taken on a pre-tax basis. The employee paid contributions translate to the following on a monthly basis: January 1, 2004 through March 31, 2004: City Health Y ? Monthly Delta Delta VSP Employee Plan Net :Dental Dental F'PO (HMO) 'Vision Contribution POS HMO ( ) EE $51.47 $0.00 $8.30 $1.38 $0.49 :. + 1 193.55 73.64 16.04 2.35 0.49 EE'+ 2 or-more,::, 258.04 126.91 22.47 3.59 0.49 April 1, 2004 through December 31, 2004: Monthl Blue Shield Blue Shield Emplo ee Blue Shield Kaiser Y High Option' Low Option. Permanente ; Contribution HMO HMO 90/10 PPO .80/20 P,PO EE $0.00 $0.00 $0.00 $0.00 FEE + 1 99.76 3.63 0.00 37.43 E + 2 or more 196.03 70.50 4.69 59.58 Monthly Delta >. Delta VSP Employee. Dental: Dental.` Contribution (RPO) (HMO)` Vision EE. : $8.30 $1.38 $0.49 EE +:1 16.04 2.35 0.49 EE +.2 or more 22.47 3.59 0.49 2004 NA Resolution Final.doc 9 1/29/2004 11:01 AM The employee paid contributions translate to the following on a bi-weekly (per paycheck) basis: January 1, 2004 through March 31, 2004: Bi-Weekly Clty Health< Delta` Delta` VSP Employee plan Net Dental Dental Contribution .; POS HMO (PPO)`: (HMO) Vision EE $23.76 $0.00 $3.83 $0.64 $0.23 E,E:+:1 89.33 33.99 7.40 1.08 0.23 EE.+ 2 or more 119.10 58.57 10.37 1.66 0.23 April 1, 2004 through December 31, 2004: Bi-lNeeklyBlue Shield Blue Shield " Kaiser 8 : - lue 5 hield Employee High Option Low Option Permanente n 90/10 PP-O 80/20 PPO FiMO Contributio HMO EE $0.00 $0.00 $0.00 $0.00 EE'+ 1 :. 46.04 1.68 0.00 17.28 ;EE+:2::or,:more 90.48 32.54 2.16 27.50 Bi-Weekly Delta ::.Delta:1, VSP Employee Dental Dental; Contribution (PPO) (HMO) Uisio.n EE $3.83 $0.64 $0.23 EE + 1 7.40 1.08 0.23 EE + 2 or more 10.37 1.66 0.23 d. Future Premiums - The City "caps" its employer contributions toward monthly group medical, dental and vision plan premiums, by category (EE, EE + 1, and EE + 2 or more) and plan, at the rate in effect April 1, 2004 for the year ending December 31, 2004. 4) 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 the Administrative Services Department Employee Benefits), they may elect to discontinue city medical coverage and receive ninety-two dollars and thirty-one cents ($92.31) bi-weekly to deposit into their Deferred Compensation account or any other pre-tax program offered by the city. 5) Section 125 Plan - This plan allows employees to use pre-tax salary to pay for regular childcare, adult dependent care and/or medical expenses. 2004 NA Resolution Final.doc 10 1/29/2004 11:01 AM B. Life and Accidental Death and Dismemberment Insurance Each Non-Associated employee shall be provided with $45,000 life insurance and $45,000 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 for each incident of illness or injury, a waiting period of thirty (30) calendar days during which the Non-Associated employee may use accumulated sick leave, general leave, compensatory time off, administrative 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). 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 Administrative Services Department. D. 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. E. 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. 2004 NA Resolution Final.doc 11 1/29/2004 11:01 AM 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. Eligibility for Retiree Medical Coverage terminates the first of the month in which the retiree or qualified dependent turns age sixty-five (65). F. 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 City sponsored medical insurance plans that are supplemental to Medicare permanently lose eligibility for this insurance. SECTION IV— RETIREMENT A. Benefits 1. Public Employees' Retirement System Non-Associated employees shall be entitled to retirement benefits appropriate to his/her class as defined in the contract between the Board of Administration, Public Employees' Retirement System and the City Council of the City of Huntington Beach. 2. Self-Funded Supplemental Retirement Benefit In the event a Non-Associated employee member elects Option #2 (Section 21456) or Option #3 (Section 21457) 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 2004 NA Resolution Final.doc 12 1/29/2004 11:01 AM or her life alone. 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. 3. Medical Insurance for Retirees a. Upon retirement, whether service or disability connected, each Non- Associated employee shall be entitled to cause self, spouse and dependents to participate fully in the city's group health insurance program at the equivalent of the city's group premium rate in accordance with the provisions specified by Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA). Such participation shall be at employee's expense and upon terms, conditions and restrictions currently in effect. b. As an alternative to the benefit described in paragraph IV.A.3.a above, the city will provide a financial contribution towards the cost of retiree medical premiums as described in Section VI. 4. Two Percent (2%) at Age 55 Formula Non-Associated miscellaneous employees shall be covered by the two percent at age 55 formula (2% @ 55) as identified in Section 21354. 5. 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 when approved by the City Council. 6. 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 when approved by the City Council. B. Public Emplovees' Retirement System Reimbursement and Reporting 1. Employees' Contribution Non-Associated employees shall be reimbursed bi-weekly in an amount equal to 7% of the employee's base salary (9% for safety employees) as a pickup of the employee's contribution or portion of such contribution to the Public Employees' Retirement System (PERS). The above PERS pickup is not base salary but is done pursuant to Section 14(h)(2) of the Internal Revenue Code. 2004 NA Resolution Final.doc 13 1/29/2004 11:01 AM 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 General Allowance First through Fourth Year 176 hours Fifth through Ninth Year 200 hours Tenth through Fourteenth Year 224 hours Fifteenth Year and Thereafter 256 hours 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. Accrued general leave may not be taken prior to six (6) months' service except for illness, injury or family sickness. General leave accrued time is to be computed from hiring date anniversary. Members shall not be permitted to take general leave in excess of actual time earned. Members 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. Family Sick Leave As required by law, employees will be allowed to use up to one-half of their annual General Leave accrual for family sick leave, pursuant to the provisions of California Family Code Section 297, et. seq. The city will provide family and medical care leave for eligible employees that meet all requirements of State and Federal law: Rights and obligations are set forth in the Department of Labor Regulations implementing the Family Medical Leave Act (FMLA), and the regulations of the California Fair Employment and Housing Commission implementing the California Family Rights Act (CFRA). 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. 2004 NA Resolution Final.doc 14 1/29/2004 11:01 AM 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) of general leave benefits per fiscal year. The employee shall give payroll two (2) weeks advance notice of their decision to exercise such option. c. One Week Minimum Vacation Requirement The City Administrator 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. B. Holidays The following are paid eight (8) hour holidays: 1. New Year's Day 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) 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. 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. 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. Family Sick Leave — The city will provide family and medical care leave for eligible employees that meet all requirements of State and Federal law. 2004 NA Resolution Final.doc 15 1/29/2004 11:01 AM Rights and obligations are set forth in the Department of Labor Regulations implementing the Family Medical Leave Act (FMLA), and the regulations of the California Fair Employment and Housing Commission implementing the California Family Rights Act (CFRA). 5. Pay Off 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 2004 NA Resolution Final.doc 16 1/29/2004 11:01 AM 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 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. 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 and the city shall contribute toward monthly premiums for coverage in an amount as specified in accordance with this Plan, provided: A. At the time of retirement the employee has a minimum of ten (10) years of continuous city service or is granted an industrial disability retirement; and B. At the time of retirement, the employee is employed by the city; and C. Following official separation from the city, the employee is granted a retirement allowance by the California Public Employees' Retirement System. The city's obligation to pay the monthly premium as indicated shall be modified downward or cease during the lifetime of the retiree upon the occurrence of any one of the following: 1. During any period the retired employee is eligible to receive or receives health insurance coverage at the expense of another employer, the payment will be suspended. "Another employer' as used herein means private employer or public employer or the employer of a spouse. As a condition of being eligible to receive the premium contribution as set forth in this plan, the city shall have the right to require any retiree to annually certify that the retiree is not receiving or eligible to receive any such health insurance benefits from another employer. If it is later discovered that a misrepresentation has occurred, the retiree will be responsible for reimbursement of those amounts inappropriately expended and the retiree's eligibility to receive further benefits will cease. 2004 NA Resolution Final.doc 17 1/29/2004 11:01 AM 2. On the first of the month in which a retiree or dependent reaches age 65 or on the date the retiree or dependent can first apply and become eligible, automatically or voluntarily, for medical coverage under Medicare (whether or not such application is made)the city's obligation to pay monthly premiums may be adjusted downward or eliminated. Benefit coverage at age 65 under the city's medical plans shall be governed by applicable plan document. 3. In the event 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 begin after an employee has completed ten (10) years of continuous service with the City of Huntington Beach. Said service must be continuous unless prior service is reinstated at the time of his/her rehire in accordance with the city's Personnel Rules. 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. 2004 NA Resolution Final.doc 18 1/29/2004 11:01 AM 3. Maximum Monthly Subsidy Payments All retirees, including those retired as a result of disability whose number of years of service prior to retirement exceeds ten (10) years, 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 Note: The above payment amounts may be reduced each month as dependent eligibility ceases due to death, divorce or loss of dependent child status. However, the amount shall not be reduced if such reduction would cause insufficient funds needed to pay the full premium-for the employee and the remaining dependents. In the event no reduction occurs and the remaining benefit premium is not sufficient to pay the premium amount for the employee and the eligible dependents, said needed excess premium amount shall be paid by the employee. 2004 NA Resolution Final.doc 19 1/29/2004 11:01 AM SECTION VII — RULES GOVERNING LAYOFF, REDUCTION IN LIEU OF LAYOFF AND RE-EMPLOYMENT The following procedures shall not apply to Department Heads and the Assistant City Administrator. A. Part 1 - Layoff Procedures 1. General Provisions: a.) Whenever it is necessary because of lack of work or funds to reduce the staff of a city department, employees may be laid off pursuant to these rules. b. Whenever an employee is to be separated from the competitive service because the tasks assigned are to be eliminated or substantially changed due to management-initiated changes, including but not limited to automation or other technological changes, it is the policy of the city that steps be taken by the Human Resources Division on an interdepartmental basis to assist such employee in locating, preparing to qualify for, and being placed in other positions in the competitive service. This shall not be construed as a restriction on the city government in effecting economies or in making organizational or other changes to increase efficiency. c. A department shall reduce staff by identifying which positions within the department are to be eliminated. d. The employee who has the least city-wide service credit in the class within the department shall have city-wide transfer rights in the class pursuant to Part 1., Section 3., Transfer or Reduction to Vacancies in Lieu of Layoffs, or within the occupational series pursuant to Part 2, Bumping Rights. e. If a deadline within this procedure falls on a day the City Hall is closed, the deadline shall be the next day City Hall is open. 2. Service Credit: a. Service credit means total time of full-time continuous service within the city at the time the layoff is initiated, including probation, paid leave or military leave. Permanent part-time employees earn service credit on a pro rata basis. b. Except as required by law, leaves of absence without pay shall not earn service credit. c. As between two or more employees who have the same amount of service credit, the employee who has the least amount of service in class shall be deemed to be the least senior employee. 2004 NA Resolution Final.doc 20 1/29/2004 11:01 AM 3. Transfer or Reduction to Vacancies in Lieu of Layoff: a. In lieu of layoff, a transfer within class shall be offered to an employee(s) with the least amount of service credit in the class designated for staff reduction within a department subject to the following: 1) The employee has the necessary qualifications to perform the duties of the position. 2) The employee shall be given the opportunity, in order of service credit, to accept a transfer to a vacant position in the same class within the city, provided the employee has the necessary qualifications to perform the duties of the position. 3) If no position in the same class is vacant, the employee shall be given the opportunity, in order of service credit, to transfer to the position in the same class that is held by an incumbent in another department with the least amount of service credit whose position the employee has the necessary qualifications to perform. a) If an employee(s) is not eligible for transfer within the employee's class, the employee shall be offered, in order of service credit, a reduction to a vacant position in the next lower class within the city in the occupational series in lieu of layoff provided the employee has the necessary qualifications to perform the duties of the position. b) If the employee refuses to accept a transfer or reduction pursuant to A. or B., above, the employee shall be laid off. c) If the employee(s) in the class with the least amount of service credit is in the position(s) to be eliminated or displaced by transfer, the employee shall be offered bumping rights, pursuant to Part 2. d) Any employee who takes a reduction to a position in a lower class within the occupational series in lieu of layoff shall be placed on the reinstatement/reemployment list(s) pursuant to Part 3., Reemployment. 4. Order of Layoff: a. Prior to implementing a layoff, vacant positions that are authorized to be filled shall be identified by citywide occupational series. If the employee refuses to accept a position pursuant to Section 3., above, the employee shall be laid off. 2004 NA Resolution Final.doc 21 1/29/2004 11:01 AM b. No promotional probationary employee or permanent employee within a class in the department shall be laid off until all temporary, non-permanent part-time and non-promotional probationary employees in the class are laid off. Permanent employees whose positions have been eliminated may exercise citywide bumping rights to a lower class in the occupational series pursuant to Part 2. c. When a position in a class and/or occupational series is eliminated, any employee in the class who is on authorized leave of absence or is holding a temporary acting position in another class shall be included for determining order of service credit and be subject to these layoff procedures as if the employee was in his or her permanent position. 5. Notification of Employees: a. The Human Resources Division shall give written notice of layoff to the employee by personal service or by sending it by certified mail to the last known mailing address at least fifteen (15) days prior to the effective date of the layoff. Normally notices will be served on employees personally at work. b. Layoff notices may be initially issued to all employees who may be subject to layoff as a result of employees exercising voluntary reduction/bumping rights. c. The notice of layoff shall include the reason for the layoff, the effective date of the layoff, the employee's hire date and the employee's service credit ranking. The notice shall also include the employee's right to bump the person in a lower class with the least service credit within the occupational series provided the employee possesses the necessary qualifications to successfully perform the duties in the lower class and the employee has more service credit than the incumbent in the lower class. d. The written layoff notice given to an employee shall include notice that he or she has seven (7) calendar days from the date of personal service, or date of delivery of mail if certified, to notify the Human Resources Manager in writing if the employee intends to exercise the employee's bumping rights, if any, pursuant to Part 2., Bumping Rights. e. Whenever practicable, 'any employee with the least amount of service credit in a lower class within an occupational series which is identified for work force reduction shall also be given written notice that such employee may be bumped pursuant to Part 2. This notice shall include the items referred to in 3., above. f. If an employee disagrees with the city's computation of service credit or listed date of hire, the employee shall notify the Human Resources Manager as soon as possible but in no case later than five (5) calendar days after the personal service or certified mail delivery. Disputes 2004 NA Resolution Final.doc 22 1/29/2004 11:01 AM regarding date of hire or service credit shall be jointly reviewed by the Human Resources Manager and the employee and/or the employee's representative as soon as possible, but in no case later than five (5) calendar days from the date the employee notifies the Human Resources Manager of the dispute. Within five (5) calendar days after the dispute is reviewed, the employee shall be notified in writing of the decision. B. Part 2 - Bumping Rights 1. Voluntary Reduction or Bumping in Lieu of Layoff: a. A promotional probationary employee or permanent employee who receives a layoff notice may request a reduction to a position in a lower class within the occupational series provided the employee possesses the necessary qualifications to perform the duties of the position. b. Employees electing reduction under A. above, shall be reduced to a position authorized to be filled in a lower class within the employee's occupational series. The employee may reduce to a lower class in his/her occupational series by 1) filling a vacancy in that class, or 2) if no vacancy exists, displacing the employee in the class with the least service credit, whose position the employee has the necessary qualifications to perform. A displaced employee shall have bumping rights. c. An employee who receives a layoff notice must exercise bumping rights within seven (7) calendar days of receipt of the notice as specified in Part 1. Failure to respond within the time limit shall result in a reputable presumption that the employee does not intend to exercise any right of reduction or bumping to a lower class. The employee must carry the burden of proof to show that the employee's failure to respond within the time limits was reasonable. If the employee establishes that failure to respond within the time limit was reasonable, to the Human Resources Manager's satisfaction, the employee shall be permitted to exercise bumping rights but shall not be reinstated to a paid position until the employee to be bumped has vacated the position. If the employee disagrees with the Human Resources Manager's decision, the employee may appeal pursuant to the provisions of Sections 3 and 4 below. 2. Reinstatement/Reemployment Lists Any employee who takes a reduction to a position in a lower class within the occupational series in lieu of layoff shall be placed on the reinstatement/reemployment list pursuant to Part 3. Reemployment 3. Qualifications Appeal Any employee who is denied a reduction to a position in a lower class within the occupational series on the basis that the employee does not possess the necessary qualifications to successfully perform the duties of the lower position may appeal the decision. The appeal shall be filed with the Human Resources Manager within five (5) calendar days of the employee's receipt of 2004 NA Resolution Final.doc 23 1/29/2004 11:01 AM written notice of the decision and reason(s) for denial. The employee's appeal shall be in writing and shall include supporting facts or documents supporting the appeal. 4. Qualifications Appeal Hearing: a. Upon receipt of an appeal, the Human Resources Manager shall contact a mediator from the California State Mediation and Conciliation Service to schedule a hearing within two (2) weeks after receipt of the appeal. If the California State Mediation and Conciliation Service is not available within that time frame, the parties shall mutually select a person who is available within the time frame. If the California State Mediation and Conciliation Service and the person mutually selected are not available within the time frame, the parties shall select the earliest date either is available to conduct the hearing. The parties shall split the cost, if any, of the hearing officer. In addition, the parties shall meet within three (3) workdays to attempt to resolve the dispute. If the dispute remains unresolved, the parties shall endeavor in good faith to submit to the hearing officer a statement of all agreed upon facts relevant to the hearing. b. Appeal hearings shall be limited to two (2) hours, except as otherwise agreed by the parties or directed by the hearing officer. c. The hearing officer shall attempt to resolve the dispute by mutual agreement if possible. If no agreement is reached, the hearing officer shall render a decision at the conclusion of the hearing which shall be final and binding. C. Part 3 - Reemployment 1. Reemployment: a. Employees who are laid off or reduced to avoid layoff shall have their names placed upon a reemployment list, for each class in the occupational series, in seniority order at or below the level of the class from which laid off or reduced. b. Names of persons placed on the reemployment lists shall remain on the list for two (2) years from the date of layoff or reduction. c. Vacancies shall be filled from the reemployment list for a class, starting at the top of the list, providing that the person meets the necessary qualifications for the position. d. Names of persons are to be removed from the reemployment list for a class if on two (2) occasions they decline an offer of employment or on two (2) occasions fail to respond to offers of employment in a particular class within five (5) calendar days of receipt of written notice of an offer. 2004 NA Resolution Final.doc 24 1/29/2004 11:01 AM Any employee who is dismissed from the city service for cause shall have his or her name removed from all reemployment lists. e. Reemployment lists shall be available affected employees upon reasonable request. f. Qualifications appeals involving reemployment rights shall be resolved in the same manner as that identified in Part 2., Section 4. 2. Status on Reemployment: a. Persons re-employed from layoff within a two (2) year period from the date of layoff shall receive the following considerations and benefits: 1) Service credit held upon layoff shall be restored, but no credit shall be added for the period of layoff. 2) Prior service credit shall be counted toward sick leave and vacation accruals. 3) Employees may cash .in sick leave upon layoff or at any time after layoff in the manner and amount set forth in existing Non-Associated Employees Benefit Provision. Sick leave shall be paid to an employee when the reemployment list(s) expire(s), if not previously paid. 4) Upon reinstatement the employee may have his or her sick leave re- credited by repayment to the city the cashed amount. Sick leave accumulation of less than 480 hours shall be restored upon reemployment. 5) The employee shall be returned to the salary step of the classification held at the time of the layoff and credited with the time previously served at that step prior to being laid off. 6) The probationary status of the employee shall resume if incomplete. b. Employees who have reduced to avoid layoff and are returned within two (2) years to their former class shall be placed at the salary step of the class they held at the time of reduction and have their merit increase eligibility date recalculated 2004 NA Resolution Final.doc 25 1/29/2004 11:01 AM i EXHIBIT B - NON-ASSOCIATED SALARY SCHEDULE As of December 20, 2003 - 0466 Non-Exempt Administrative Secretary NA 413 17.10 18.04 19.03 20.08 21.18 0279 Non-Exempt Personnel Assistant 414 17.18 18.13 19.13 20.18 21.29 0447 Non-Exempt Payroll Technician 420 17.73 18.70 19.73 20.81 21.95 0446 Non-Exempt Payroll Technician,Sr 439 19.48 20.55 21.68 22.87 24.13 0278 Non-Exempt Administrative Assistant 442 19.76 20.85 22.00 23.21 24.49 0061 Non-Exempt Executive Assistant 470 22.73 23.98 25.30 26.69 28.16 0005 Exempt Administrative Analyst NA 497 26.01 27.44 28.95 30.54 32.22 0453 Exempt Personnel Analyst 499 26.27 27.71 29.23 30.84" 32.54 0443 Exempt Payroll Analyst 505 27.06 28.55 30.12 31.78 33.53 0063 Exempt Admin Analyst,Sr NA 525 29.91 31.55 33.28 35.11 37.04 0064 Exempt Budget Analyst,Sr 525 29.91 31.55 33'.28 35.11 37.04 0464 Exempt Personnel Analyst,Senior 525 29.91 31.55 33.28 35.11 37.04 0062 Exempt Admin Analyst, Principal NA 544 32.88 34.69 36.60 38.61 40.73 0060 Exempt Personnel Analyst Principal 544 32.88 34.69 36.60 38.61 40.73 0054 Exempt Risk Manager 538.58 40.70 42.94 45.30 47.79 0006 Exempt Human Resources Manager g6ld446.62 41.98 44.29 46.73 49.30 52.01 0055 Exempt Finance Officer 42.82 45.18 47.66 50.28 53.05 0078 Exempt Assistant CityAttorney 49.18 51.89 54.74 57.75 0004 Exem t Director of Comm&S ec Pro' 41.77 44.07 46.49 49.05 51.75 0012 Exempt Director of Or Effectiveness 592 41.77 44.07 46.49 49.05 51.75 0007 Exempt Director of Library Services 611 45.92 48.45 51.11 53.92 56.89 0009 Exempt Director of Building&Safety 622 48.51 51.18 54.00 56.97 60.10 0013 Exempt Director of Admin Services 629 50.24 53.00 55.92 59.00 62.24 0014 Exempt Director of Community Services 629 50.241 53.00 55.92 59.00 62.24 0008 Exempt Director of Econ Development 629 50.241 53.00 55.92 59.00 62.24 0000 Exempt Director of Information Services 629 50.24 53.00 55.92 59.00 62.24 0021nExempt ExemptDirector of Planning629 50.24 53.00 55.92 59.00 62.24 0010Director of Public Works 645 54.42 57.41 60.57 63.90 67.41 0015ExemptFire Chief 653 56.63 59.74 63.03 66.50 70.16 0011ExemptPolice Chief 653 56.63 59.74 63.03 66.50 70.16 0020Assistant City Administrator 658 58.07 61.26 64.63 68.18 71.93 2004 NA Resolution Final.doc 26 1/29/2004 11:01 AM EXHIBIT C - RETIREE MEDICAL PLAN RETIREE SUBSIDY MEDICAL PLAN/MISCELLANEOUS PROVISIONS A. Eligibility: 1. The effective start-up date of the Retiree Subsidy Medical Plan for the various employee groups shall be the first of the month following retirement date. 2. A retiree may change plans, add dependents, etc., during annual open enrollment. Employee Benefits shall notify covered retirees of this opportunity each year. 3. Years of service computed for the Retiree Subsidy Medical Plan are actual years of completed service with the City of Huntington Beach. 4. When a retiree is eligible for medical plan coverage at the expense of another employer due to post-retirement employment of the retiree or spouse of the retiree, the retiree and his/her spouse must take that coverage regardless of benefit level and shall be deleted from any city Plan coverage. Exceptions to this requirement are limited to the following: a. A retiree is not required to enroll in such `other' medical plan coverage if there is significant disparity between the benefits provided by the "other' medical plan and the Retiree Subsidy Medical Plan as defined below. "Significant disparity" means coverage available under the "other' medical plan is restrictive or limited in one or more of the following ways: 1) No in-patient hospitalization coverage. 2) No major medical benefits 3) Annual deductible is $1,500 or greater per person. 4) Major medical benefits are paid at 60% or less of covered expenses. b. The Risk Manager will have the authority to provide additional exceptions following review of the `other' medical plan policy. Exceptions will be made only if the `tithe► ' medical plan benefit provisions are comparable to the guidelines under Exhibit C.A.4.a above. 2004 NA Resolution Final.doc 27 1/29/2004 11:01 AM c. Miscellaneous Provisions: 1. Benefits provided under the Retiree Subsidy Medical Plan will be coordinated with the "other" medical plan as the primary carrier. 2. The city shall have the right to require any retiree to provide a copy of the `other' medical plan policy for review by the Risk Manager. 5. When a retiree becomes eligible for the other group coverage and then becomes no longer eligible, he/she may have the subsidy reinstated and regain Retiree Subsidy Medical Plan coverage. 6. Dependents of a retiree may follow him/her into the Retiree Subsidy Medical Plan or they may choose to exercise COBRA rights along with the retiree. 7. When a retiree becomes 65 and has eligible dependents under 65, said dependents are eligible to exercise COBRA rights. 8. When a retiree is under 65 and his/her spouse is over 65, the spouse is not covered. B. Subsidies: 1. The subsidy payments will pay for: a. City sponsored medical insurance plans. b. 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 2004 NA Resolution Final.doc 28 1/29/2004 11:01 AM Medicare if the individual elects to take Medicare. In all cases, the participant pays for Part B of Medicare. 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 "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 Employees Benefit 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. 2004 NA Resolution Final.doc 29 1/29/2004 11:01 AM EXHIBIT D -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 Administrator 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: .d,. �' �i3%�, ,a' _ c.: �s.��ei � Darn '� ¢r ,• S,y,, :iy;' A Schedule 4 4 - - 9 9 9 9 - - - - 9 µ 9 9 9 F 4 4 B Schedule - - - - 9 9 9 9 4 4 - - 9 9 9 9 - - D. A/B Schedule Changes — FLSA non-exempt employees cannot change schedules without prior approval of their supervisor, Department Head, and the Human Resources Manager or designee. The purpose of this authorization is to review the impact on overtime. FLSA exempt employees may change A/B schedules at the beginning of any pay period with supervisor and Department Head approval. 2004 NA Resolution Final.doc 30 1/29/2004 11:01 AM 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 Administrator, 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 an FLSA work week (Friday 12:00:00 p.m. to Friday 11:59:59 a.m.) as required under FLSA. Employees are required to obtain supervisor authorization prior to working any overtime. 1. Overtime Compensation — As stated in Section II.A of the Non-Associated Resolution. 2. Compensatory Time —As stated in Section I I.A of the Non-Associated Resolution. 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 Section V.A of the Non-Associated Resolution. 2. Sick Leave —As stated in Section V.0 of the Non-Associated Resolution. 3. Administrative Leave —As stated in Section ILA of the Non-Associated Resolution. 4. Executive Leave—As stated in Section ILA of the Non-Associated Resolution. 5. Bereavement Leave—As stated in Section V.D of the Non-Associated Resolution. 6. Holidays - a. For a recognized city holiday, eight (8) hours, as stated in Section V.B, are earned for each holiday. For the charging of hours on a scheduled holiday, the employee must use eight (8) hours of holiday time off and one (1) hour from the employees General Leave, Compensatory Time, Administrative Leave, or Executive Leave banks for a nine (9) hour workday charge or eight (8) hours holiday time off for a Friday. b. 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 granted eight (8) hours of general leave. 2004 NA Resolution Final.doc 31 1/29/2004 11:01 AM c. 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. 7. 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. 2004 NA Resolution Final.doc 32 1/29/2004 11:01 AM ATTACHMENT #2 s THIS MATRIX IS INTENDED TO BE USED ACc ss+H;0 GP ID O, TO HELP YOU COMPARE COVERAGE F _Sr Janua>�y 1, �04 BENEFITS AND IS A SUMMARY ONLY. THE EVIDENCE OF COVERAGE AND PLAN Q estion? Call800-.424=6521 CONTRACT SHOULD BE CONSULTED FOR A DETAILED DESCRIPTION OF COVERAGE BENEFITS AND LIMITATIONS. Highlights: DEDUCTIBLES Calendar-year medical deductible None Calendar-year copayment maximum# (for many covered services) $1,000"per Individual $2,000`per Family LIFETIME MAXIMUMS None Covered Services Member Copayment PROFESSIONAL SERVICES Physician services—outpatient • Personal Physician office visits and consultations $10/visit • Specialist visits and consultations(with an authorized referral) $10/visit • Obstetrical/Gynecological(OB/GYN)physician services $10/visit (A woman may self-refer to an OB/GYN or family practice physician in her Personal Physician's medical group or IPA for OB/GYN services.) • Allergy testing or treatment' $10/visit • Injectable medications administered during office visit(other than injectables for allergy) No charge Access+Specialis (self-referred office visits or consultations only)Z $30/visit Laboratory,X-ray and diagnostic tests No charge Preventive care • Scheduled routine physical exams $10/visit — Well-baby,child and adult exams according to age schedule — Annual gynecological exams(A woman may self-refer to an OB/GYN or family practice physician in her Personal Physician's medical group or IPA.) • Immunizations $10/visit • Vision eye refraction and hearing screenings up to age 18 $10/visit OUTPATIENT SERVICES Non-emergency • Outpatient surgery No charge • Outpatient treatment,renal dialysis and necessary supplies No charge HOSPITALIZATION SERVICES • Inpatient physician visits and consultations No charge • Surgeons and assistants, anesthesiologists, pathologists, radiologists No charge • Semi-private room and board, medically necessary services No charge and supplies,including subacute care EMERGENCY HEALTH COVERAGE(waived if admitted directly to the hospital as an inpatient) $25/visit AMBULANCE SERVICES No charge PRESCRIPTION DRUG COVERAGE A description of your outpatient prescription drug coverage is provided separately. If you do not have the separate drug sheet that goes with this matrix,please contact your benefits administrator. DURABLE MEDICAL EQUIPMENT • Home medical equipment, prosthetics/orthotics, No charge oxygen, colostomy/ostomy supplies MENTAL HEALTH SERVICES(PSYCHIATRIC) • Inpatient physician services No charge • Outpatient visits for severe mental health conditions $10/visit • Outpatient visits for non-severe mental health conditions $10/visit (up to 30 visits per calendar year combined with outpatient chemical dependency visits) a.' Covered Services Member Copayment .gyp �.�.. DEN CHEMICAL DEPENDENCY SERVICES(SUBSTANCE ABUSE)' • Inpatient services fo�med cal acutdetoxification No charge • patl4flt VISItS�(up,to 30 visits,pf�rrcalendar year combined with outpatient non-severe mental health $10/visit visits) HOME HEALTH SERVICES • Agency visits(up to 100 visits per calendar year) No charge • Medical supplies/IV solutions/home self-injectables from home infusion agency' No charge • Home self-injectables obtained from Blue Shield of California participating pharmacy? $30 per prescription, up to a 30-day supply HOSPICE • Routine home care and inpatient respite care No charge • 24 hour continuous home care and general inpatient care No charge OTHER Pregnancy and maternity care • Prenatal and postnatal physician office visits No charge • All necessary inpatient hospital services No charge Family planning and infertility services • Family planning counseling $10/visit • Diagnosis and treatment of causes of infertility4 50%of allowed charges • Tubal ligation5,6 and elective abortions $100 • Vasectomy" $75 • Contraceptive devices and fitting $10/visit . Rehabilitative therapy services— physical,speech,occupational and respiratory therapy • Outpatient visits $10/visit • In rehab unit of hospital No charge • In skilled nursing facility(SNF)rehab units No charge Skilled nursing facility(SNF)services(up to 100 days per calendar year) No charge Urgent care outside service area(BlueCard Program) $50/visit Diabetes care • Equipment,devices and non-testing supplies 50%of allowed charges (For testing supplies,please see"Outpatient Prescription Drug Coverage.") • Self-management training and education $10/visit Hearing Aid Services • Audiological evaluations No charge • Hearing aid instrument and ancillary equipment. $1,000 maximum every 36 months (up to two hearing aids) Optional benefits Optional dental,vision,chiropractic,chiropractic and acupuncture, inpatient substance abuse treatment or infertility benefits are available. If your employer purchased any of these benefits,a description of the benefit is provided separately. # Copayments and charges for services not included in the calculation of the member's calendar-year copayment maximum continue to be the member's responsibility after the calendar-year copayment maximum is reached. Copayments for many covered services accrue to the calendar-year copayment maximum. 1 Serum administered during the office visit is included.For serum purchased separately from the office visit,the member copayment is 50 percent of allowed charges. 2 To use this option,members must select a Personal Physician who is affiliated with a medical group or IPA that is an Access+provider group,which offers the Access+ Specialist feature.Members should then select a specialist within that medical group or IPA.Access+Specialist visits for mental health or substance abuse services must be provided by a mental health services administrator's(MHSA)network participating provider.Access+Specialist visits for mental health services for non-severe mental illness,or non-serious emotional disturbances of a child,or substance abuse will accrue toward the 20-visit per calendar-year maximum.In addition,all Access+Specialist visits require a$30.00 member copayment per visit. 3 Mental health and chemical dependency services,other than medical acute detoxification,are accessed through the MHSA using MHSA participating providers.Services for medical acute detoxification are accessed through Blue Shield using Blue Shield HMO providers.For a listing of severe mental illnesses,including serious emotional disturbances of a child,and other benefit details,please refer to the Evidence of Coverage or plan contract. 4 /n vitro fertilization,injectables for infertility,artificial insemination and GIFT are excluded. 5 Copayment does not apply when performed in conjunction with delivery or abdominal surgery. 6 Physician services copayment in the office or outpatient hospital facility only.If procedure is performed in an inpatient hospital facility setting,additional hospital services copayment will apply. 7 Home self-injectable medications may require preauthorization by Blue Shield and must be obtained from home infusion agencies or Blue Shield participating pharmacies. 8 Covered hospice services received from any hospice agency must be pre-authorized by Blue Shield.If Blue Shield preauthorizes hospice services from a non-participating hospice agency,those hospice services will be reimbursed at participating hospice agency level. 9 Skilled nursing services are limited to 100 days during any calendar-year except when received through a hospice program provided by a participating hospice agency. This 100-day maximum on skilled nursing services is a combined maximum between hospital and skilled nursing facilities. Benefits are subject to modification for subsequently enacted state or federal legislation. Access+HMO CP10(8/03) RIVER ,` . 4 : lw llt'���77F�1�fJGQI'Illa'y�i��� 5.,"„�:.® An lndeperid'e Member olihe"BiuehieM Assonation-,_---.... THIS MATRIX IS INTENDED TO BE USED TO HELP YOU COMPARE COVERAGE BENEFITS AND IS A SUMMARY ONLY. r THE EVIDENCE OF COVERAGE AND PLAN t A xanua 1,2004 CONTRACT SHOULD BE CONSULTED FOR A DETAILED DESCRIPTION OF COVERAGE . Questions? Call 1-800-200=3242 BENEFITS AND LIMITATIONS. Highlights: DEDUCTIBLES(all providers combined) Preferred Non-Preferred Benefits marked with an asterisk(*)are NOT subject to the calendar-year medical Providers' Providers' deductible. • Individual $500 • Family $1,000 Calendar-Year Copayment Maximum • Individual $2,000 $10,000 • Family $4,000 $20,000 LIFETIME MAXIMUMS unlimited Member�—Covered Services . •. PROFESSIONAL SERVICES Physician services • Office visits and consultations $20/visit* 409/6# • Specialist visits and consultations $20/visit* 40%# • Laboratory and X-rays $20/visit 40% • Mammogram and pap test or other FDA-approved cervical cancer screening tests $20/visit* 40% • Allergy testing or treatment 10% 40% • Diagnostic testing 10% 40% Preventive care • Annual routine physical exam Includes:eye/ear screening,immunizations,vaccinations No charge* 40% • Mammogram and pap test screening No charge* 40% or other FDA-approved cervical cancer screening tests • Laboratory No charge* 40% Well-baby care • Office visits and consultations Includes:eye/ear screening,immunizations,vaccinations $20/visit* Not covered • Laboratory $20/visit Not covered OUTPATIENT SERVICES • Outpatient surgery in hospital1facility 10% 40%2 • Outpatient treatment, renal dialysis and necessary supplies 10% 40%2# HOSPITALIZATION SERVICES • Inpatient visits and consultations 10% 40% • Surgeons and assistants, anesthesiologists,pathologists, radiologists 10% 40% • Semi-private room and board,medically necessary services 10% 40%2 (including subacute care)and supplies EMERGENCY HEALTH COVERAGE • Facility services(waived if admitted directly to the hospital as an inpatient) $50*#+10% • Emergency room physician services 10% 10% AMBULANCE SERVICES 20% 20% PRESCRIPTION DRUG COVERAGE A descri ti n of�rotlr outpatient prescription drug cover?ge is provided separately. If you do not have the separate drug sheet that goes wit�i t is m tnx, please contact y6ur bene s administrator. Preferred Non-Preferred DURABLE MEDICAL EQUIPMENT Providers' Providers' • Home medical equipment, prosthetics/orthotics 10%(Orthoses Only-Up to 40%(Orthoses Only-Up $2,000 per person per to$2,000 per person per year) year) Covered Services Member . .. MHSA Participating MHSA Non- Providers' Participating MENTAL HEALTH SERVICES(PSYCHIATRIC)' Providers' • Inpatient services 10% 40%' • Outpatient visits for severe mental health conditions $20/visit* 40V • Outpatient visits for non-severe mental health conditions $20/visit# 40% (up to 30 visits per calendar year combined with outpatient chemical dependency visits)e CHEMICAL DEPENDENCY SERVICES(SUBSTANCE ABUSE) • Inpatient services for medical acute detoxification 10% 40% •. Outpatient visits(up to 30 visits per calendar year combined with outpatient non-severe mental $20/visit# 40% health visits)e HOME HEALTH SERVICES(combined maximum of 100 preauthorized visits per calendar year) Preferred Non-Preferred Providers' Providers' • Home health and home infusion care(see"Outpatient Prescription Drug Coverage"for home 10% 10%4 self-administered injectables) HOSPICE • Routine home care and inpatient respite care No charge No Charge w/prior auth • 24 hour continuous home care and general inpatient care 10% 10%w/prior auth OTHER Alternative cares • Chiropractic and acupuncture services(up to 20 visits,combined,per calendar year) 10% 40% Physical medicine • Office visits and related services(such as physical therapy and occupational therapy) 10% 40% Pregnancy and maternity • Prenatal and postnatal care 10% 40% • All necessary inpatient hospital services see"Hospitalization Services" See"Hospitalization Services" Family planning • Family planning counseling $20/visit* Not covered • Elective abortion,tubal ligation,vasectomy 10% Not covered • Contraceptive devices and fitting $20/visit* 40%# Skilled nursing facility(SNF)services(up to 180 days per calendar year) • Semi-private accommodations—freestanding SNF 10% 40% • Semi-private accommodations—hospital SNF unit 10% 40%2 Covered out-of-State benefits Benefits provided through BlueCard Program,for out-of-state 10%or$20 copay 40% emergency and non-emergency care,are provided at the preferred level of the local Blue Plan allowable amount when you use a Blue Cross/Blue Shield provider. Diabetes care • Equipment,devices and non-testing supplies(for testing supplies,please see"Outpatient 10% 40% Prescription Drug Coverage") • Self-management training and education $20/visit 40% .Hearing aid services • Audiological evaluations $20/visit* 40V • Hearing aid instrument and ancillary equipment 10% 40% (up to two hearing aids) ($1,000 maximum ($1,000 maximum every 24 months) every 24 months) Optional Benefits Optional dental,vision,inpatient substance abuse treatment,or infertility benefits are available. If your employer purchased any of these benefits,a description of the benefit is provided separately. Benefits are not subject to the calendar-year medical deductible. # Copayments and charges for services not included in the calculation of the member's calendar-year copayment maximum continue to be the member's responsibility after the calendar-year copayment maximum is reached.Deductible does not apply toward the calendar-year maximum.Please refer to the Evidence of Coverage,the Disclosure Form and the Group Health Service Contract for exact terms and conditions of coverage. 1 Member is responsible for copayment in addition to any charges above allowable amounts.The copayment percentage indicated is a percentage of allowable amounts. Preferred providers accept Blue Shield's allowable amount as full payment for covered services.Non-preferred providers can charge more than these amounts.When members use non-preferred providers,they must pay the applicable copayment plus any amount that exceeds Blue Shield's allowable amount.Charges above the allowable amount do not count toward the calendar-year deductible or copayment maximum. 2 The maximum allowed charges for non-emergency hospital services received from a non-preferred hospital is$600 per day.Members are responsible for 40 percent of this$600 per day,plus all charges in excess of$600.For physician services,members pay 40 percent of allowable amounts,plus all charges in excess of allowable amounts. 3 Mental health and chemical dependency services,other than medical acute detoxification,are accessed through the MHSA.Services for medical acute detoxification are accessed through Blue Shield using Blue Shield's preferred providers or non-preferred providers.For a listing of severe mental illnesses,including serious emotional disturbances of a child,and other benefit details,please refer to the Evidence of Coverage or plan contract. 4 Out-of-network home health care and home infusion services are not covered unless they are pre-authorized by Blue Shield.When these services are preauthorized, members pay 10 percent,the preferred provider level. 5 Covered hospice services received from any hospice agency must be pre-authorized by Blue Shield.If Blue Shield preauthorizes hospice services from a non-participating hospice agency,those hospice services will be reimbursed at participating hospice agency level. 6 All outpatient non-severe mental health,outpatient substance abuse,acupuncture and chiropractic visits accrue to the calendar-year visit maximum regardless of whether the plan deductible has been met. Benefits are subject to modification for subsequently enacted state or federal legislation. PPO CP High(8/03) p. p THIS MATRIX IS INTENDED TO BE USED TO Pf—Ox'=CP::,LOW HELP YOU COMPARE COVERAGE BENEFITS " ,a "ll x L = AND IS A SUMMARY ONLY.THE EVIDENCE January 1, 2004�, w=F OF COVERAGE, DISCLOSURE FORM AND Quest ons,.; Cati�;�1-80,0'200-3242 .,.� PLAN CONTRACT SHOULD BE CONSULTED FOR A DETAILED DESCRIPTION OF COVERAGE BENEFITS AND LIMITATIONS. DEDUCTIBLES (All providers combined) Preferred Non-Preferred Providers' Providers' Calendar-year medical deductible $500 individual/$1,000 family Calendar-year copayment maximum# • Individual $3,000 $10,000 • Family $6,000 $20,000 LIFETIME MAXIMUMS unlimited Covered Services Member • . . PROFESSIONAL SERVICES Physician services • Physician and specialist office visits $20/visit* 40%# • Laboratory and X-rays $20/visit 40% • Allergy testing or treatment 20% 40% • Diagnostic testing 20% 40% Preventive care • Annual physical exam,eye/ear screenings and immunizations according to age No charge* 40% schedule • Laboratory, including mammogram and Pap test screening No charge* 40% or other FDA-approved cervical cancer screening tests Well-baby care • . Office visits and consultations Includes:eye/ear screenings,immunizations,vaccinations $20/visit* Not covered • Laboratory $20/visit Not covered OUTPATIENT SERVICES • Outpatient surgery in hospital/facility 20% 40%2 • Outpatient treatment, renal dialysis and necessary supplies 20% 40%29 HOSPITALIZATION SERVICES • Inpatient physician services(including pregnancy and maternity care) 20% 40%2 • Semi-private room and board,medically necessary services 20% 40%2 and supplies Skilled nursing facility(SNF)serviceS3(Up to 100 combined days per calendar year,semi-private accommodations) • Freestanding SNF 20% 40% • Hospital SNF unit 20% 40%2 EMERGENCY HEALTH COVERAGE • Facility services(The$50 copayment per emergency room visit is waived if the member is directly $50*#+20% admitted to the hospital for inpatient services) • Emergency room physician services 20% 20% AMBULANCE SERVICES 20% 20% PRESCRIPTION DRUG COVERAGE A description of your outpatient prescription drug coverage is provided separately. If you do not have the separate drug sheet that goes with this matrix, please contact your benefits administrator or call Customer Services at 800-200-3242. Preferred Non-Preferred DURABLE.MEDICAL EQUIPMENT Providers' Providers' • Home medical equipment,prosthetics/orthotics 20%of allowable amount 40%of allowable amount (up to$2,000 maximum per (up to$2,000 maximum per calendar year) calendar year) MemberCovered Services . . . MHSA Participating MHSA Non- � Providers' Participating ME:NTAL�HEALTt!SERVICES;"{PSYCHIATRIC)° P �9 ' _,. Providers 4r, iesp nt'hdital facility services 20% 40%Z Inpat Outpatient visits for severe mental health conditions $20/visit* 40%# -,� • Outpatient visits for non-severe mental health conditions 20/visit# 40% (Up to 30 visits per calendar year combined with outpatient chemical dependency visits)5 CHEMICAL DEPENDENCY SERVICES(SUBSTANCE ABUSE) • Inpatient services for medical acute detoxification 20% 40% • Outpatient visits(Up to 30 visits per calendar year combined with outpatient non-severe mental $20/visit# 40% health visits)5 HOME HEALTH SERVICES (Combined maximum of 100 prior authorized visits per calendar year) Preferred Non-Preferred Providers' Providers' • Home health and home infusion care(See"Prescription Drug Coverage"for home self- 20% 20%with QQrior administered injectables) authonMion HOSPICE • Routine home care and inpatient respite care No charge No charge with prior authorization • 24 hour continuous home care and general inpatient care 20% 20%with prior authorization OTHER Alternative cares • Chiropractic and acupuncture services(up to 15 visits,combined,per calendar year) 20% 40% Physical medicine • Office visits and related services(such as physical therapy and occupational therapy) 20% 40% Family planning • Family planning counseling $20/visit* Not covered • Elective abortion,tubal ligation,vasectomy 20% Not covered • Contraceptive devices and fitting $20/visit" 40%* Covered out-of-State benefits Benefits provided through BlueCard Program,for out-of-state 20%or$20 copay 40% emergency and non-emergency care,are provided at the preferred level of the local Blue Plan allowable amount when you use a Blue Cross/Blue Shield provider. Diabetes care • Equipment,devices and non-testing supplies(for testing supplies,please see"Prescription 20% 40% Drug Coverage") • Self-management training and education $20/visit 40% Hearing aid services • Audiological evaluations $20/visit* 40V • Hearing aid instrument and ancillary equipment 20% 40% (up to two hearing aids) ($1,000 maximum ($1,000 maximum every 24 months) every 24 months) Optional Benefits Optional dental,vision, inpatient substance abuse treatment,or infertility benefits are available. If your employer purchased any of these benefits,a description of the benefit is provided separately. Footnotes * Benefits are not subject to the calendar-year medical deductible. 4 Copayments and charges for services not included in the calculation of the member's calendar-year copayment maximum continue to be the member's responsibility after the calendar-year copayment maximum is reached.Deductible does not apply toward the calendar-year maximum.Please refer to the Evidence of Coverage,the Disclosure Form and the Group Health Service Contract for exact terms and conditions of coverage. 1 Member is responsible for copayment in addition to any charges above allowable amounts.The copayment percentage indicated is a percentage of allowable amounts. Preferred providers accept Blue Shield's allowable amount as full payment for covered services.Non-preferred providers can charge more than these amounts.When members use non-preferred providers,they must pay the applicable copayment plus any amount that exceeds Blue Shield's allowable amount.Charges above the allowable amount do not count toward the calendar-year deductible or copayment maximum. 2 The maximum allowed charges for non-emergency hospital services received from a non-preferred hospital is$600 per day.Members are responsible for 40%of this$600 per day,plus all charges in excess of$600. 3 Services may require prior authorization by Blue Shield.When these services are prior authorized,members pay the preferred or participating provider amount. 4 Mental health and chemical dependency services,other than medical acute detoxification,are accessed through the mental health services administrator(MHSA)-US Behavioral Health Plan,California(USBHPC)-using MHSA participating and non-participating providers.Services for medical acute detoxification are accessed through Blue Shield using Blue Shield's preferred providers or non-preferred providers. For a listing of severe mental illnesses,including serious emotional disturbances of a child, and other benefit details,please refer to the Evidence of Coverage or plan contract. 5 All outpatient non-severe mental health,outpatient substance abuse,acupuncture and chiropractic visits accrue to the calendar-year visit maximum regardless of whether the plan deductible has been met. Benefits are subject to modification for subsequently enacted state or federal legislation. PPO CP Low(8/03) Blue Shield of California An Independent Member of the Blue Shield Association • THIS A SUMMARY IS INTENDED TO BE " Shie1 S'pedArurn�PPO & PPO Plus Plans USED WITH THE SHIELD SPECTRUM PPO OR PPO PLUS PLANS UNIFORM HEALTH PLAN ' BENEFITS AND COVERAGE MATRIX. . ,Outpatient Prescription Drug Coverage THE EVIDENCE OF COVERAGE, DISCLOSURE (For groups of 51 and above) FORM AND PLAN CONTRACT SHOULD BE CONSULTED FOR A DETAILED DESCRIPTION OF COVERAGE BENEFITS AND LIMITATIONS. Highlight: 3-Tier/Incentive Formulary No Calendar-Year Brand-Name Drug Deductible $5 Generic/$15 Formulary Brand-Name/$30 Non-Formulary Brand-Name Drugs-Retail Pharmacy $10 Generic/$25 Formulary Brand-Name/$45 Non-Formulary Brand-Name Drugs— Mail Service Covered . .. DEDUCTIBLES(Prescription drug coverage benefits are not subject to the medical plan deductible.) Calendar-year brand-name drug deductible None PRESCRIPTION DRUG COVERAGE*# Participating Non-Participating (Including oral contraceptives,diaphragms,and covered diabetic drugs and testing supplies). Pharmacy Pharmacy Member pays 25%of allowable amount plus a copayment of: — Retail prescriptions(For up to a 30-tay supply) $5 Generic $5 Generic $15 Formulary Brand $15 Formulary Brand $30 Non-Formulary, $30 Non-Formulary Brand Brand — Mail service prescriptions(For up to a so-day supply) $10 Generic Not covered $25 Formulary Brand $45 Non-Formulary Brand — Home self-administered injectable drugs 30% Not Covered (May require preauthorization from Blue Shield Pharmacy Services) * If the physician or member requests a brand-name drug and a generic drug equivalent is available,the member is responsible for paying the difference between the cost to Blue Shield of California of the brand-name drug and its generic drug equivalent,as well as the applicable formulary generic drug copayment. # Copayments and charges for services not included in the calculation of the member's calendar-year copayment maximum continue to be the member's responsibility after the calendar-year copayment maximum is reached.Please refer to the Evidence of Coverage,the Disclosure Form and the Group Health Service Contract for exact terms and conditions of coverage. Stretch Your Prescription Drug Dollar Even Further This benefit chart is just the beginning to making the most of your coverage.To help you get your money's worth,we have created many opportunities for you to save on costs wherever possible. Read on and learn about the unique resources we have to support you. - �- We're driving the use of generics to help you get safe,affordable drugs at a time when prescription costs continue to grow.Increasing drug costs is one of the main reasons that overall healthcare coverage has become more expensive. But the use of generics can have a direct and indirect impact on keeping rates down. By choosing a proven generic over a brand-name drug,you can quickly lower your costs.Generics cost less than brand-name drugs so we can pass the savings on to you through affordable generic drug coverage.When you ask for a drug that is available as a generic you have a copayment that is significantly less than the copayment for the brand,and no deductible. •C'oose�generic.insteacl�of brand �n ' `�e�i� ,�cv��i`truedl�'' �' ,�.u�5� � � You can trust generics to be equivalent to their brand-name counterpart.They must contain the same active ingredient and have approval from the U.S. Food and Drug Administration for meeting the same safety standards. About half the drugs on the market today are available in generic form.Your doctor can help you decide if a specific drug is right for you.At your next visit, let your doctor know you prefer generics and remember to bring a copy of your formulary. For a printed copy,call the customer service number on your Blue Shield ID card or download one from the"pharmacy"section of www.mylifepath.com. We created the"pharmacy"section of our Web site to give you access to resources to help you be informed and make cost-saving decisions. • ask the pharmacist—If you have clinical questions about prescription or over-the-counter drugs,you can use this feature to connect with the drug information pharmacists at the University of California, San Francisco.Simply submit your question using easy electronic forms.Within one to two business days,a clinical pharmacist will reply by e-mail with a link to a confidential response posted on the mylifepath site.Then,you have the option of saving the answer to a personal archive for later reference. • drug database&formulary—Use this feature to get information on our most current formulary list,generic alternatives that help you lower out-of-pocket costs and details about specific coverage restrictions.You can search by drug name,try browsing by first letter,or searching by medical condition or drug class. Plus,watch for the most recent changes to our formulary highlighted in our "Announcements"box. • participating pharmacies—Using this feature,you can locate participating pharmacies for maximum coverage.Just enter a zip code or city and our new tool aggregates a list,across retail chains and independents, and serves it up on our site. Sign uji�for�oui'�Srescription'inser�ice�, - .�rY � ' � _s �:,�.w: � IJRdeF the"paFtiGipating phaFrnaGie6"reGtqGn Of GUF site,YOU Gan a'60 take advantage of the gxpFesr*SGF PtS Mao! SePV;Ge PhaFrAaGy to Fnake eveR Fn()Fe of youF beRefitls.Through this PFOgraFn,you raR enjoy the GenyeRienGe of haviRg YGUF pl`49613riptionls delivered Fog your herne along with signifiGant saViRgG.YOU Fnay get a IaFgeF quantity and save OR YGUF 130payment.ARd theFe 06 ReveF a GhaFgef4E) standaFd shipping.All you have te do is oFdeF a 90 days supply of the FnaintenanGe PFe6GFwpt*GRG you have been stabilized OR. If you take a particular drug for a chronic condition such as diabetes or high blood pressure on an ongoing basis,going to the"pharmacy"at www.mylifepath.com can save you a trip-or several trips-to your local network pharmacy.Our plans offer coverage of a mail service benefit,available through Express Scripts. Members who take stabilized doses of long-term maintenance medications can order a mail service refill of up to a 90-day supply. After sending your initial maintenance drug prescription to Express Scripts,you can order refills via the"pharmacy"section of www.mylifepath.com.If you prefer to renew your prescription by phone,you can call Express Scripts at(800)544-6962,or TTY(800)972-4348 if you are hearing impaired. Allow up to 14 days for delivery,from the day you mail your initial prescription order or order a refill. If you don't have Internet access,call Customer Service at the number on your Blue Shield ID card to find out more about your drug benefits and get a mail service order form. Please note that injectable drugs other than insulin and drugs used for short-term conditions,such as migraine medications and antibiotics,are not covered by this mail service benefit. Blue Shield of California; «A»(�/04) An Independent Member of the Blue Shield Associatir THIS MATRIX IS INTENDED TO BE USED iCCGss-tHMMO TO HELP YOU COMPARE COVERAGE 9"�p,'m 5 BENEFITS AND IS A SUMMARY ONLY. Janua . 1, Z004 0, THE EVIDENCE OF COVERAGE AND PLAN est ?sCa11 -8 '=6 CONTRACT SHOULD BE CONSULTED FOR Qu j 06=424 1 ton?., 521 A DETAILED DESCRIPTION OF COVERAGE BENEFITS AND LIMITATIONS. Highlights: DEDUCTIBLES Calendar-year medical deductible None Calendar-year copayment maximum° (for many covered services) $1,000*per Individual $2,000*per Family LIFETIME MAXIMUMS None Covered Services Mernbe Copa ment PROFESSIONAL SERVICES Physician services—outpatient • Personal Physician office visits and consultations $10/visit • Specialist visits and consultations(with an authorized referral) $10/visit • Obstetrical/Gynecological(OB/GYN)physician services $10/visit (A woman may self-refer to an OB/GYN or family practice physician in her Personal Physician's medical group or IPA for OB/GYN services.) • Allergy testing or treatment' $10/visit • Injectable medications administered during office visit(other than injectables for allergy) No charge Access+Specialis (self-referred office visits or consultations only)Z $30/visit Laboratory,X-ray and diagnostic tests No charge Preventive care • Scheduled routine physical exams $10/visit — Well-baby,child and adult exams according to age schedule — Annual gynecological exams(A woman may self-refer to an OB/GYN or family practice physician in her Personal Physician's medical group or IPA.) • Immunizations $10/visit • Vision eye refraction and hearing screenings up to age 18 $10/visit OUTPATIENT SERVICES Non-emergency • Outpatient surgery No charge • Outpatient treatment,renal dialysis and necessary supplies No charge HOSPITALIZATION SERVICES • Inpatient physician visits and consultations No charge • Surgeons and assistants,anesthesiologists,pathologists, radiologists No charge • Semi-private room and board,medically necessary services No charge and supplies,including subacute care EMERGENCY HEALTH COVERAGE(waived if admitted directly to the hospital as an inpatient) $25/visit AMBULANCE SERVICES No charge PRESCRIPTION DRUG COVERAGE A description of your outpatient prescription drug coverage is provided separately. If you do not have the separate drug sheet that goes with this matrix,please contact your benefits administrator. DURABLE MEDICAL EQUIPMENT • Home medical equipment,prosthetics/orthotics, No charge oxygen,colostomy/ostomy supplies MENTAL HEALTH SERVICES(PSYCHIATRIC) • Inpatient physician services No charge • Outpatient visits for severe mental health conditions $10/visit • Outpatient visits for non-severe mental health conditions $10/visit (up to 30 visits per calendar year combined with outpatient chemical dependency visits) Covered Services Member Copayment CHEMICAL DEFEND NCY SERVICES(SUBSTANCE ABUSE) • lIpatient servfces f`F,medical acute¢detoxification No charge a ,a YAM ,.o , • utp0011t y1SItS(4p o 0 visits er calendar year combined with outpatient non-severe mental health $10/VISIt visits) HOME HEALTH SERVICES • Agency Visits(up to 100 visits per calendar year) No charge • Medical supplies/IV solutions/home self-injectables from home infusion agency No charge • Home self-injectables obtained from Blue Shield of California participating pharmacy' $30 per prescription, up to a 30-day supply HOSPICE • Routine home care and inpatient respite care No charge • 24 hour continuous home care and general inpatient care No charge OTHER Pregnancy and maternity care • Prenatal and postnatal physician office visits No charge • All necessary inpatient hospital services No charge Family planning and infertility services • Family planning counseling $10/visit • Diagnosis and treatment of causes of infertility° 50%of allowed charges • Tubal ligation 5,6 and elective abortions $100 • Vasectomy6 $75 • Contraceptive devices and fitting $10/visit Rehabilitative therapy services— physical,speech,occupational and respiratory therapy • Outpatient visits $10/visit • In rehab unit of hospital No charge • In skilled nursing facility(SNF)rehab units No charge Skilled nursing facility(SNF)services(up to 100 days per calendar year No charge Urgent care outside service area(BlueCard Program) $50/visit Diabetes care • Equipment,devices and non-testing supplies 50%of allowed charges (For testing supplies,please see"Outpatient Prescription Drug Coverage.") • Self-management training and education $10/visit Hearing Aid Services • Audiological evaluations No charge • Hearing aid instrument and ancillary equipment $1,000 maximum every 36 months (up to two hearing aids) Optional benefits Optional dental,vision,chiropractic,chiropractic and acupuncture, inpatient substance abuse treatment or infertility benefits are available. If your employer purchased any of these benefits,a description of the benefit is provided separately. # Copayments and charges for services not included in the calculation of the members calendar-year copayment maximum continue to be the member's responsibility after the calendar-year copayment maximum is reached. Copayments for many covered services accrue to the calendar-year copayment maximum. 1 Serum administered during the office visit is included.For serum purchased separately from the office visit,the member copayment is 50 percent of allowed charges. 2 To use this option,members must select a Personal Physician who is affiliated with a medical group or IPA that is an Access+provider group,which offers the Access+ Specialist feature.Members should then select a specialist within that medical group or IPA.Access+Specialist visits for mental health or substance abuse services must be provided by a mental health services administrators(MHSA)network participating provider.Access+Specialist visits for mental health services for non-severe mental illness,or non-serious emotional disturbances of a child,or substance abuse will accrue toward the 20-visit per calendar-year maximum.In addition,all Access+Specialist visits require a$30.00 member copayment per visit. 3 Mental health and chemical dependency services,other than medical acute detoxification,are accessed through the MHSA using MHSA participating providers.Services for medical acute detoxification are accessed through Blue Shield using Blue Shield HMO providers.For a listing of severe mental illnesses,including serious emotional disturbances of a child,and other benefit details,please refer to the Evidence of Coverage or plan contract. 4 /n vitro fertilization,injectables for infertility,artificial insemination and GIFT are excluded. 5 Copayment does not apply when performed in conjunction with delivery or abdominal surgery. 6 Physician services copayment in the office or outpatient hospital facility only.If procedure is performed in an inpatient hospital facility setting,additional hospital services copayment will apply. 7 Home self-injectable medications may require preauthorization by Blue Shield and must be obtained from home infusion agencies or Blue Shield participating pharmacies. 8 Covered hospice services received from any hospice agency must be pre-authorized by Blue Shield.If Blue Shield preauthorizes hospice services from a non-participating hospice agency,those hospice services will be reimbursed at participating hospice agency level. 9 Skilled nursing services are limited to 100 days during any calendar-year except when received through a hospice program provided by a participating hospice agency. This 100-day maximum on skilled nursing services is a combined maximum between hospital and skilled nursing facilities. Benefits are subject to modification for subsequently enacted state or federal legislation. Access+HMO CP10(8/03) „y ;�B�ie-Slveld=of C�farrua. �2 ,�- �:(nde-�peridenf�h7emh�o1'lhB°,�'"Shield'Aa�iatiwi�. THIS DRUG SUMMARY USINTENDED TO BE OSM USED WITH THE ACCESS+ H88O OR ADDED ` ADVANTAGE POS PLANS UNIFORM HEALTH S8 �� PL��NK$ENEFUTS��ND������ERA�SE ��AT��I� � ��u �� �/ � � THE EVIDENCE OF CO���G� ��CLOS— �T7�y� �����O {yf�1 ��� ������ �g FORM AND PLAN CONTRACT SHOULD BE �~ groups ^ ~^ .^ �~ / CONSULTED FOR ADETAILED DESCRIPTION OF COVERAGE BENEFITS AND LIMITATIONS. Highlight: 3-Tier/Incentive Formulary No Calendar-Year Brand-Name Drug Deductible $5 GeOerir/$15 Formulary Brand-Name/$30 Non-Formulary Brand-Name Drugs— Retail Pharmacy $10 Gene[ic/$25 Formulary Brand-Na0Oe/$45 Non-Formulary Brand-Name Drugs— Mail Service Covered Services Member Copayment DEDUCTIBLES(Prescription drug coverage benefits are not subject to the medical plan deductible.) Calendar-year brand—name drug deductible None PRESCRIPTION DRUG COVERAGE` Participating Mail Service (includes oral contraceptives,diaphragms,and covered diabetic drugs and testing vuppxoo) Pharmacy Prescriptions (For opm^oo-davoupp/0" (For upmaoo-davovpp/v)* — Generic drugs $5/pmmoh[tion $10pveuch[tion — Formulary brand-name drugs $15/pneochptinn $25/preochption — Non-formulary brand-name drugs $30pn000ipUon s45/pmuchptiun — Home self-administered injectable drugs(may require prior authorization from Blue Shield 2096 Not covered Pharmacy Services) (Up mu1oocona'memmaximum prescription)per ^ If the physician or member requests o brand-name drug and a generic drug equivalent/ available,the member/o responsible for paying the difference between the cost m Blue Shield of California of the brand-name drug and its generic drug equivalent,as well as the applicable formulary generic drug copayment.Drugs from non-participating pharmacies are not covered except m emergency and urgent situations. # Copayments andoo for services not included m the calculation of the memuerx calendar-year nt maximum continue muo the members responsibility the calendar-year m»annont maximum is reached.Please refer to the Evidence of Coverage,the Disclosure Form and the Group Health Service Contract for exact terms and conditions mcoverage. Stretch Your Prescription Drug Dollar Even Further This benefit chart is just the beginning to making the most of your coverage.To help you get your money's worth,we have created many opportunities for you to save on costs wherever possible. Read on and learn about the unique resources we have to support you. We're driving the use of generics to help you get safe, affordable drugs at a time when prescription costs continue to grow. Increasing drug costs is one of the main reasons that overall healthcare coverage has become more expensive. But the use of generics can have a direct and indirect impact nn keeping rates down. By choosing a proven generic over a brand-name drug,you can quickly lower your costs.Generics cost less than brand-name drugs so we can pass the savings on to you through affordable generic drug coverage.When you ask for a drug that is available as a generic you have a copayment that is significantly less than the copayment for the brand, and no deductible. ' Youcanhom1gonehcohopnoxideothenapoudoequivo|onttotheirbrand'nomecounterpad.Thoymusgcontaintheoameactivo ingredient and have approval from the U.S. Food and Drug Administration for meeting the same safety standards. About half the drugs on the market today are available in generic form.Your doctor can help you decide if a specific drug is right for you.At your next visit, let your doctor know you prefer generics and remember to bring a copy of your formulary. For a printed copy,call the customer service number on your Blue Shield ID card or download one from the"pharmacy"section of www.mylifepath.com. We created the"pharmacy"section of our Web site to give you access to resources to help you be informed and make cost-saving decisions. ° ask the pharmacist—If you have clinical questions about prescription mover-the-counter drugs,you can use this feature to connect with the drug information pharmacists at the University of California, San Francisco.Simply submit your question using easy electronic forms.Within one to two business days,a clinical pharmacist will reply by e-mail with a link to a confidential response posted on the mylifepath site.Then,you have the option of saving the answer to a personal archive for later reference. ° drug database&formulary—Use this feature to get information on our most current formulary list,generic alternatives that help you lower out-of-pocket costs and details about specific coverage restrictions.You can search by drug name,try browsing by first letter,or searching by medical condition or drug class. Plus,watch for the most recent changes to our formulary highlighted in our "Announcements"box. ° participating pharmacies—Using this feature,you can locate participating pharmacies for maximum coverage.Just enter a zip code or city and our new tool aggregates a list,across retail chains and independents,and serves it up on our site. If you take a particular drug for a chronic condition such as diabetes or high blood pressure on an ongoing basis,going to the .pharmacy"at www.mylifepath.com can save you a trip-or several trips-to your local network pharmacy. Our plans offer coverage of a mail service benefit,available through Express Scripts.Members who take stabilized doses of long-term maintenance medications can order o mail service refill nfuptuoQO'doysupply. After sending your initial maintenance drug prescription bo Express Schpto.ynunonovderrefiUoxiathe^phormocy"oecUonof www.mylifepath.com. If you prefer to renew your pveoohpUun by phone,you can call Enpnaou Scripts at(800)544-6962.orTTY(800) S72-4348if you are hearing impaired. Allow up to 14 days for delivery,from the day you mail your initial prescription order or order a refill. If you don't have Internet access,call Member Service at the number on your Blue Shield ID card to find out more about your drug benefits and get m mail service order form. Please note that injectable drugs other than insulin and drugs used for short-term conditions, such as migraine medications and antibiotics, are not covered by this mail service benefit. xxo(1m*) Blue ��v An independent wernb~of the Blue Shield Association CITY OF HUNTINGTON BEACH Effective Date: 1/01/2004-12/31/2004 Kaiser Permanente Southern California MEMBER SERVICES TELEPHONE 1-800-464-4000 WEB SITE www.kaiserpeffnanente.org ANNUAL DEDUCTIBLE None MAXIMUM OUT-OF-POCKET $1,500 per member $3,000 per family unit two or more people) MAXIMUM LIFETIME BENEFIT None HOSPITAL CARE Room and Board,Surgeon,Physician visit $0 Copay per admission and Anesthesiologist All Inpatient services are included In 100%Copay when authorized by a Plan physician OFFICE CARE Physician Visit,Routine Physical $10 Copay per visit Specialist Care $10 Copay per visit Outpatient Surgery $10 Copay per procedure Allergy Tests and Injections No charge Immunizations,Lab and X-ray 100%Covered Mammography 100%Covered Vision Exams/Hearing Exams $10 Copay per exam,as needed Physical,Speech 8 Occupational Therapy Visit $10 Copay per visit.Benefits are limited to short-tens therapy that can be expected to result in significant improvement of a member's condition within a period of two months from the first date of treatment. EMERGENCY CARE In Area $50 Copay(waived if admitted) Out-of-Area $50 Copay(waived if admitted).Worldwide coverage for emergency services due to unforeseen illness.Limited to emergency services required before the member's condition permits transfer of travel to the nearest Kaiser facility. Non-participating facility must notify health plan within 24 hours of hospitalization or as soon as reasonably possible.Follow-up pre is not covered. Ambulance Service No charge per trip,when determined to meet the criteria that define an emergency MATERNITY Delivery/Nursery Care for Newborns $0 Copay per admission Pre-natal and Post-natal Visits No charge after confirmation of pregnancy and initial post-partum visit Well-Baby Care No charge 23 months or younger) PRESCRIPTION DRUGS GenericlBrand $5 Copay for genedcf$15 Copay for brand per prescription for up to a 100-day supply in accordance with Health Plan formulary guidelines and when obtained at Plan pharmacies.Drugs for the treatment of sexual dysfunction are covered at 50% of charges with a maximum dosage limit of 27 doses for 100-day supply. Drugs for the treatment of infertility are covered at 50%of charges as part of an approved treatment. MENTAL HEALTH Inpatient $0 Copay;Up to 30 days per calendar year.No days limit-AB88 Diagnosis' Outpatient $10Copay per visit;Up to 20 visits per calendar year.No visit limit-AB88 Diagnosis* SUBSTANCE ABUSE Inpatient Detox:$0 Copay per admission Transitional Residential Recovery Service(TRRS)in a non-medical setting:$100 Copay per admission,up to 60 days per calendar year,but no more than 120 days in any 5 consecutive calendar year period. Outpatient Individual:$10 Copay er visit,Group:$5 Copay er visit;No outpatient visit limit. INFERTILITY SERVICES' Inpatient 50%of member rate per admission for approved treatment Outpatient 50%of member rate per visit for approved treatment DURABLE MEDICAL EQUIPMENT No charge PROSTHETICS&ORTHOTICS DIABETIC BENEFITS Insulin:$5 Co a for up to 100-daysupply;Testing Supplies:80%Covered up to 100-daysupply. HOME HEALTH 100%Covered when prescribed by a plan physician within Service Area SKILLED NURSING FACILITY SN No Copay for up to 100 days per benefit period HOSPICE CARE 100%Covered when selected as an alternative to traditional services and authorized by a Plan physician(within Service Area)for Traditional Plan member who are diagnosed with a terminal illness and who have a life expectancy of twelve months or less. OPTICAL Not Covered CHIROPRACTIC $10/visit;Up to 20 visits percalendar year HEARING AIDS $1000 Allowance;1 device/ear,2 devices 6 months Students to age 25 Covered Services and supplies described above are covered only if prescribed and authorized by a plan physician and received at a Plan facility inside the service area. 'AB88(Mental Health Parity)Diagnosis:Schizophrenia,Schizoaffeclive disorder,Bipolar disorder(manic-depressive illness),Major depressive disorders,Panic disorder,Obsessive-compulsive disorder,Pervasive developmental disorder or autism,Anorexia nervosa, Bulimia nervosa,and Serious Emotional Disturbances (SED)when specific criteria are met. "Services covered are medically necessary diagnostic planning sevices for infertily problems-Provider visit,diagnosis,and treatment(Inpatient and Outpatient fertility procedures,Infertility Treatment).Artificial insemination is covered except for donor semen and donor eggs and services related to their procurement and storage.All other services related to conception by artificial means are not covered.Such non-covered services include but are not limited to In Vitro Fertilization Ovum Transplants,Gamete Intrafalo ian Transfer GIFT and Zygote Intrafallo ian Transfer ZIFT. CONFIDENTIAL COMMUNICATION This transmission may contain confidential Information which is legally privileged or otherwide protected.This Information Is Intended only for the use of the Individual or entity named above. If you are not the Intended recipient,or the person responsible for receiving and/or delivering it to the Intended recipient,you are hereby notified that any disclosure,copying,distribution or use of any Information contained In this transmittal Is strictly prohibited. If you have received this transmission in error,please immediately notify the sender by telephone and return the original transmission to the sender.Thank you. Grace Hong,Senior Sales Executive,license#-0007504`Marlene Pocinich,Sales Associate,license#OB74585 City of Huntington Beach D, Fie A,- ATTACHMENT #3 NON-ASSOCIATED EMPLOYEE BENEFITS RESOLUTION TABLE OF CONTENTS EXHIBIT A -NON-ASSOCIATED EMPLOYEES BENEFIT PROVISIONS 3 SECTION I—SPECIAL PAY 3 A. Education Reimbursement 3 B. Shorthand Skill Pa v 3 C. Assigned Vehicle/Auto Allowance 3 1. Department Heads 3 2. Designated Division Heads 3 3. Others 3 D. City Paid Physical Examinations 4 E. Bilingual Skill 4 F. Process Owner Assignment Pay 4 SECTION H—HOURS OF WORK/OVERTIME/TIME OFF S A. Compensatory Time/Administrative Leave/Executive Leave 5 B. Direct Deposit 5 C. Flexible and Alternative Work Schedules 5 SECTION III—HEALTH AND OTHER INSURANCE BENEFITS 6 A. Medical,Dental and Vision Insurance 6 B. Life and Accidental Death and Dismemberment Insurance 11 C. Long Term Disability Insurance 11 D. Miscellaneous 11 12 F-. joint Cafeteria Plan Study 12 E. Retiree Medical Coverage for Retirees Not Eligible for the City Medical Retiree Subsidy 12 F. Post-65 Supplemental Medicare Coverage 12 SECTION IV—RETIREMENT 13 A. Benefits 13 1. Public Employees'Retirement System 13 2. Self-Funded Supplemental Retirement Benefit 13 3. Medical Insurance for Retirees 13 4. Two Percent(2%)at Age 55 Formula 14 5. Pre-Retirement Optional Settlement 2 Death Benefit 14 6. Fourth Level of 1959 Survivor Benefits 14 B. Public Employees' Retirement System Reimbursement and Reporting 14 1. Employees'Contribution 14 SECTION V-LEA VE BENEFITS 15 A. General Leave 15 1. Accrual 15 2. Eligibility and Approval 15 2004 NA Resolution Draft.doc i 1/29/2004 11:01 AM 3. Family Sick Leave 15 4. Conversion to Cash 15 B. Holidays 16 C. Sick Leave 16 D. Bereavement Leave 18 SECTION VI—RETIREE SUBSIDY MEDICAL PLAN 18 1. Minimum Eli i�bility for Benefits 19 2. Disability Retirees 19 3. Maximum Monthly Subsidy Payments 20 SECTION VII—RULES GOVERNING LAYOFF,RED UCTION IN LIEU OF LAYOFF AND RE-EMPLOYMENT 21 A. Part 1 -Layoff Procedures 21 1. General Provisions: 21 2. Service Credit: 21 3. Transfer or Reduction to Vacancies in Lieu of Layoff: 22 4. Order of Layoff: 22 5. Notification of ELnployees: 23 B. Part 2-Bumping Rights 24 1. Voluntary Reduction or Bumping in Lieu of Layoff: 24 2. Reinstatement/Reemployment Lists 24 3. Qualifications Appeal 24 4. Qualifications Appeal Hearing: 25 C. Part 3-Reemployment 25 1. Reemployment: 25 2. Status on Reemployment: 26 EXHIBIT B-NON-ASSOCIATED SALAR Y SCHEDULE— 27 EXHIBIT C-RETIREE MEDICAL PLAN 28 EXHIBIT D- 9180 WORK SCHEDULE 33 2004 NA Resolution Draft.doc ii 1/29/2004 11:01 AM EXHIBIT A - NON-ASSOCIATED EMPLOYEES BENEFIT PROVISIONS SECTION I — SPECIAL PAY A. Education Reimbursement Upon approval of the Department Head and the Human Resources Manager, permanent employees may be compensated for courses from accredited 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 Manager. Education costs shall be reimbursed to permanent employees on the basis of a full refund for tuition, books, parking (if a required fee) and any other required fees upon presentation of receipts. However, the maximum reimbursement shall be not more than one thousand five hundred dollars ($1,500) in any fiscal year period. Reimbursements shall be made when the employee presents proof to the Human Resources Manager that he/she has successfully completed the course with a grade of "C" or better; or a "Pass" if taken for credit. B. Shorthand Skill Pay Effective December 21, 2002 the city shall end shorthand skill pay. All employees receiving shorthand skill pay prior to December 21, 2002 shall continue to receive shorthand skill pay. Those employees receiving shorthand skill pay have successfully passed a shorthand skills test and receive additional compensation in the amount of forty-six dollars and fifteen cents ($46.15) per bi-weekly pay period. Shorthand skills will not be required for positions classified as Executive Assistant, Administrative Assistant, and Administrative Secretary (Confidential). 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 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. 2. Designated Division Heads Non-Associated employees who were Division Heads assigned a city vehicle as of July 2, 1983 shall have the option of an assigned city vehicle or an automobile allowance one hundred sixty one dollars and fifty-four cents ($161.54) per bi- weekly pay period plus reimbursement for out-of-town travel at the approved mileage rate. 3. Others Non-Associated employees who are regularly required to travel to perform official city business but do not have an assigned vehicle or automobile allowance shall be provided with a vehicle for such business. 2004 NA Resolution Draft.doc 3 1/29/2004 11:01 AM 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 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. Department Heads shall be required to take the scheduled physical examination. 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. Bilingual Skill Permanent employees who are required by their Department Head to use Spanish, Vietnamese, or Sign Language skills as part of their job assignment, shall be paid an additional five-percent (5%) of their base hourly rate in addition to their regular bi- weekly salary. Permanent employees may accept assignments utilizing bilingual skills in other languages on a short-term assignment with approval by the City Administrator. Such employees shall receive the additional five percent (5%) 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 Manager or designee. F. Process Owner Assignment Pay Those employees performing assignments designated by the city as "process owner' assignments shall receive premium pay equal to ten percent (10%) of the employee's base hourly rate. Process owner assignments are designated by the employee's department head and approved by the City Administrator or his designee. Designated employees are responsible for JDEdwards applications setup, design, troubleshooting and training. Process owners have system coordination responsibilities as distinguished from users of the system. 2004 NA Resolution Draft.doc 4 1/29/2004 11:01 AM SECTION II — HOURS OF WORK/OVERTIME/TIME OFF A. Compensatory Time/Administrative Leave/Executive Leave Non-Associated "non-exempt" employees shall receive overtime pay or compensatory time for hours worked over forty (40) hours in a work week at time and one half of the employee's Fair Labor Standards Act (FLSA) regular rate of pay. The employee's supervisor shall determine if employee receives overtime pay or compensatory time. The employee's supervisor shall approve the scheduling of compensatory time used. Once per fiscal year an employee may cash out up to sixty (60) hours of compensatory time. The employee shall give payroll two (2) weeks advance notice of their decision to exercise such option. Non-Associated "Exempt" employees shall not be eligible for overtime compensation. "Exempt" Non-Associated employees, other than department heads, shall be credited with (40) hours of administrative leave upon working 40 hours beyond their normal work schedule in each calendar year. Department heads may grant additional administrative leave to "Exempt" Non-Associated employees who work more than 75 hours of overtime per year. "Exempt" department heads shall be credited with 80 hours of administrative leave per year. B. Direct Deposit All Non-Associated employees are required to utilize direct deposit of payroll checks. C. Flexible and Alternative Work Schedules Effective February 1, 2003, with supervisor and Department Head approval, Non- Associated civic center (city hall and police department) employees may flex regular scheduled start times between the hours of 7:00 a.m. to 9:00 a.m. Flex schedules shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Administrator or designee. Effective February 1, 2003 all employees will be required to take a one-hour lunch break each work shift regardless of work schedule. Effective February 1, 2003, Non-Associated civic center (city hall and police department) employees will have the option of working a 5/40 or 9/80 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 the Fair Labor Standards Act (FLSA) with City Administrator approval. 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 D, 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 2004 NA Resolution Draft.doc 5 1/29/2004 11:01 AM (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 Administrator or designee. SECTION III - HEALTH AND OTHER INSURANCE BENEFITS A. Medical, Dental and Vision Insurance 1) Medical, Dental and Vision Insurance The city shall continue to make available group medical, dental and vision benefits to all Non-Associated employees. The e�- mi istrater—is authe0zed to modify the level Of GORtFibutions (e.g. the "Gaps" deGG below), the level of benefits, GO pays, GUt Of PGGket maximums, andier ot GOFFIPOReRtS, (the "benefits") of the group meoiGal, dental and vision plaR 2) City Paid Medical, Dental, and Vision Insurance - Employee and Dependents The city will assume payment, subject to the limitations set forth in Article III.A.3 2-."for employees and dependents medical, dental, and vision insurance effective the first of the month following one complete calendar month of employment. Year 2003 Premiums The Gity "Gaps" its nnn „ s fnr '�03 c�.—rccrr—�vv —rrc*n-rrurrrr �—vapy—rc.�—vvrT �vr— 3t the level set forth in the Ghart below (subjeGt to employee city P HMO Dental Dental Vision €€ $341.62 $- 2 $4 -.97 $23.89 $ 18-07- €€*� 675.54 493-.75 4 3944 49-.�P mnre 82749 660-.90 1 7� Cfl 84 2004 NA Resolution Draft.doc 6 1/29/2004 11:01 AM 3) Year 2004 Health and Other Insurance Benefit Premiums, Employer Contribution, and Employee Contribution a. Monthly Premiums January 1, 2004 through March 31, 2004. City Health Delta Delta VSP Monthly Plan Net::: Dental bental Premium - Vision POS HMO:. (PPO) (HMO) E.E.;..'` $481.40 $312.76 $51.18 $24.38 $18.07 EE+,.1 :: 951.96 685.31 97.86 41.46 18.07 EE +2.or more 1,165.54 903.25 138.83 63.40 18.07 Effective April 1, 2004 the City Plan POS and Health Net HMO will not be available to Non-Associated employees. April 1, 2004 through December 31, 2004. Blue Shield Blue Shield Kaiser Monthly Blue Shield Premium. High Option . Low Option HMO Permanent 90/10 PPO 80120 PPO a HMO EE $366.21 $322.32 $253.46 $270.75 EE + 1 802.01 705.88 555.06 592.94 EE + 2 or more 1,047.37 921.84 724.87 779.76 Delta ;. .Delta Month) VSP Y Dental Dental Premium (PPO) (HMO) Vision EE $51.18 $24.38 $18.07 EE.+,1 97.86 41.46 18.07 EE + 2.0r more 138.83 63.40 18.07 2004 NA Resolution Draft.doc 7 1/29/2004 11:01 AM b. Employer Contribution The City's maximum monthly employer contribution for health and other insurance premiums are set forth in the charts below. The City Administrator is authorized to modify the City's maximum monthly employer contribution (e.g. the "employer contribution" described below in the chart for April 1, 2004 through December 31, 2004), to reflect changes necessary to make the City's maximum monthly. employer contribution the same as the "employer contribution" or "cap" provided to another represented employee association in the City. The change to the City's maximum monthly employer contribution will become effective the beginning of the pay period after the City Administrator changes the monthly maximum monthly employer contribution. The City Administrator's authorization to modify the City's maximum monthly employer contribution shall expire at 12:00 p.m. on Friday, July 2, 2004. January 1, 2004 through March 31, 2004. Monthly City Health Delta Delta.` Employer Plan .' et D N ental Dental VSP Contribution POS PPO - �HMO) Vision HMO.:` .:- EE $429.93 $330.19 $42.88 $23.00 $17.58 EE + 1 758.41 611.67 81.82 39.11 17.58 EE + 2 or more 907.50 776.34 116.36 59.81 17.58 April 1, 2004 through December 31, 2004. Monthly Blue Shield.'. Blue:Shield Kaiser . Employer Blue Shield High Option? .ow Option Permanent HMO Contribution 90/1Q:PPO` 80/20 PPO; ;:. ` e HMO EE` $373.77 $373.77 $274.03 $274.03 EE+.1 702.25 702.25 555.51 555.51 EE+ 2 or more 851.34 851.34 720.18 720.18 2004 NA Resolution Draft.doc 8 1/29/2004 11:01 AM Monthly Delta Delta VSP Employer Dental. Dental PPO (HMO) Vision Contribution ( ) EE $42.88 $23.00 $17.58 EE + 1 81.82 39.11 17.58 EE +-2 or more::. 116.36 59.81 17.58 In no event shall the employee be entitled to the difference between the employer contribution and the premiums for insurance plan(s) selected by the employee. c. Employee Contributions Employee contributions to health and other insurance plans will be taken on a pre-tax basis. The employee paid contributions translate to the following on a monthly basis: January 1, 2004 through March 31, 2004: Monthly . City Health D Delta elta ' VSP Employee: Plan Net Dental Dental . PPO HMO Vision Contribution POS HMO: (_ .: ) . EE: :. $51.47 $0.00 $8.30 $1.38 $0.49 193.55 73.64 16.04 2.35 0.49 EE + 2 or more 258.04 126.91 22.47 3.59 0.49 April 1, 2004 through December 31, 2004: Monthly Blue Shield Blue Shield. Kaiser Blue Shield Employee High Option Low Option Permanent HMO , Contribution 90110 PPO - .80/20 PPO -e HMO EE $0.00 $0.00 $0.00 $0.00 EE + 1:: 99.76 3.63 0.00 37.43 EE + 2 or more 196.03 70.50 4.69 59.58 2004 NA Resolution Draft.doc 9 1/29/2004 11:01 AM Monthly Delta Delta VSP Employee Dental Dental Contribution (PPO) (HMO) Vision EE $8.30 $1.38 $0.49 EE + 1 16.04 2.35 0.49 FEE + 2 or more 22.47 3.59 0.49 The employee paid contributions translate to the following on a bi-weekly (per paycheck) basis: January 1, 2004 through March 31, 2004: Bi-Weekly City Health_ Delta Delta USP Employee Plan Net Dental Dental Contribution POS HMO (PPO) (HMO) Vision EE $23.76 $0.00 $3.83 $0.64 $0.23 EE + 1 89.33 33.99 7.40 1.08 0.23 EE.+ 2 or more 119.10 58.57 10.37 1.66 0.23 April 1, 2004 through December 31, 2004: Bi-Weekly Blue Shield Blue Shield Kaiser Employee Blue Shield High Option Low Option Permanent Contribution 90/10 PPO 80/20 PPO HMO a HMO EE $0.00 $0.00 $0.00 $0.00 EE +1 46.04 1.68 0.00 17.28 EE + 2 or more 90.48 32.54 2.16 27.50 Bi-Weekly Delta Delta VSP Employee Dental Dental Contribution (PPO) (HMO) Vision EE $3.83 $0.64 $0.23 EE + 1 7.40 1.08 0.23 EE + 2 or.more 10.37 1.66 0.23 d. Future Premiums - The City "caps" its employer contributions toward monthly group medical, dental and vision plan premiums, by category (EE, EE + 1, and EE + 2 or more) and plan, at the rate in effect April 1, 2004 januaFy 1, for the year ending December 31, 2004 2-OW. 2004 NA Resolution Draft.doc 10 1/29/2004 11:01 AM 4) 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 the Administrative Services Department Employee Benefits), they may elect to discontinue city medical coverage and receive ninety-two dollars and thirty- one cents ($92.31) bi-weekly to deposit into their Deferred Compensation account or any other pre-tax program offered by the city. 5) Section 125 Plan — 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 $45,000 life insurance and $45,000 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 for each incident of illness or injury, a waiting period of thirty (30) calendar days during which the Non-Associated employee may use accumulated sick leave, general leave, compensatory time off, administrative 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). 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 Administrative Services Department. D. 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. 2004 NA Resolution Draft.doc 11 1/29/2004 11:01 AM E. Emplovee CAC+ ShaF*Rq- StaFting benefits r dental, vision, life, weekly pre tax paymil deduGtien in the amounts below based en the e s usage Gateger-y of the mediGal benefit. EFApleyee GerA ' e T^'.AdAnn ual - - P E-E - 75 a 44.00 364.40 CC i er mere 4"G 49-7 "F8 beyond,Gaps will Femain in plaGe in 2004 and even ;Feases Fes it an thesee F. iGent Cafeteria Plan Study rpgq�by june '30�'3�The Fes hang reneFt may have an e#eef on 2004 benefit r "'! � � -rru-�-cvarcm9-rr'Pvrrrna�Truwzn-r-cn w ran-�w-r-vcn crtc E. 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. Eligibility for Retiree Medical Coverage terminates the first of the month in which the retiree or qualified dependent turns age sixty-five (65). F. 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 2004 NA Resolution Draft.doc 12 1/29/2004 11:01 AM 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 City sponsored medical insurance plans that are supplemental to Medicare permanently lose eligibility for this insurance. SECTION IV— RETIREMENT A. Benefits 1. Public Employees' Retirement System Non-Associated employees shall be entitled to retirement benefits appropriate to his/her class as defined in the contract between the Board of Administration, Public Employees' Retirement System and the City Council of the City of Huntington Beach. 2. Self-Funded Supplemental Retirement Benefit In the event a Non-Associated employee member elects Option #2 (Section 21456) or Option #3 (Section 21457) 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. 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. 3. 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. 2004 NA Resolution Draft.doc 13 1/29/2004 11:01 AM b. As an alternative to the benefit described in paragraph IV.A.3.a above, the city will provide a financial contribution towards the cost of retiree medical premiums as described in Section VI. 4. Two Percent (2%) at Age 55 Formula Non-Associated miscellaneous employees shall be covered by the two percent at age 55 formula (2% @ 55) as identified in Section 21354. 5. 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 when approved by the City Council. 6. 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 when approved by the City Council. B. Public Employees' Retirement Svstem Reimbursement and Reportina 1. Employees' Contribution Non-Associated employees shall be reimbursed bi-weekly in an amount equal to 7% of the employee's base salary (9% for safety employees) as a pickup of the employee's contribution or portion of such contribution to the Public Employees' Retirement System (PERS). The above PERS pickup is not base salary but is done pursuant to Section 14(h)(2) of the Internal Revenue Code. 2004 NA Resolution Draft.doc 14 1/29/2004 11:01 AM 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 General Allowance First through Fourth Year 176 hours Fifth through Ninth Year 200 hours Tenth through Fourteenth Year 224 hours Fifteenth Year and Thereafter 256 hours 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. Accrued general leave may not be taken prior to six (6) months' service except for illness, injury or family sickness. General leave accrued time is to be computed from hiring date anniversary. Members shall not be permitted to take general leave in excess of actual time earned. Members shall not accrue general leave in excess of six 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. Family Sick Leave As required by law, employees will be allowed to use up to one-half of their annual General Leave accrual for family sick leave, pursuant to the provisions of California Family Code Section 297, et. seq. The city will provide family and medical care leave for eligible employees that meet all requirements of. State and Federal law. Rights and obligations are set forth in the Department of Labor Regulations implementing the Family Medical Leave Act (FMLA), and the regulations of the California Fair Employment and Housing Commission implementing the California Family Rights Act (CFRA). 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. 2004 NA Resolution Draft.doc 15 1/29/2004 11:01 AM b. Conversion to Cash — OnGe 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) of general leave benefits. The employee shall give payroll two (2) weeks advance notice of their decision to exercise such option. c. One Week Minimum Vacation Requirement The City Administrator 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. B. Holidays The following are paid eight (8) hour holidays: 1. New Year's Day 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) 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. 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. 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. Family Sick Leave — The city will provide family and medical care leave for eligible employees that meet all requirements of State and Federal law. Rights and obligations are set forth in the, Department of Labor Regulations 2004 NA Resolution Draft.doc 16 1/29/2004 11:01 AM implementing the Family Medical Leave Act (FMLA), and the regulations of the California Fair Employment and Housing Commission implementing the California Family Rights Act (CFRA). 5. Pay Off 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 compensabe amount shall be correspondingly reduced. (Example: Employee had 1,000 hours accumulated. Six months after July 5, 1980, employee had accumulated 2004 NA Resolution Draft.doc 17 1/29/2004 11:01 AM another 48 hours. Employee 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. 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 and the city shall contribute toward monthly premiums for coverage in an amount as specified in accordance with this Plan, provided: A. At the time of retirement the employee has a minimum of ten (10) years of continuous city service or is granted an industrial disability retirement; and B. At the time of retirement, the employee is employed by the city; and C. Following official separation from the city, the employee is granted a retirement allowance by the California Public Employees' Retirement System. The city's obligation to pay the monthly premium as indicated shall be modified downward or cease during the lifetime of the retiree upon the occurrence of any one of the following: 1. During any period the retired employee is eligible to receive or receives health insurance coverage at the expense of another employer, the payment will be suspended. "Another employer' as used herein means private employer or public employer or the employer of a spouse. As a condition of being eligible to receive the premium contribution as set forth in this plan, the city shall have the right to require any retiree to annually certify that the retiree is not receiving or eligible to receive any such health insurance benefits from another employer. If it is later discovered that a misrepresentation has occurred, the retiree will be responsible for reimbursement of those amounts inappropriately expended and the retiree's eligibility to receive further benefits will cease. 2. On the first of the month in which a retiree or dependent reaches age 65 or on the date the retiree or dependent can first apply and become eligible, automatically or voluntarily, for medical coverage under Medicare (whether or not such application is made) the city's obligation to pay monthly premiums may be adjusted downward or eliminated. Benefit 2004 NA Resolution Draft.doc 18 1/29/2004 11:01 AM coverage at age 65 under the city's medical plans shall be governed by applicable plan document. 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 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 begin after an employee has completed ten (10) years of continuous service with the City of Huntington Beach. Said service must be continuous unless prior service is reinstated at the time of his/her rehire in accordance with the city's Personnel Rules. 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. 2004 NA Resolution Draft.doc 19 1/29/2004 11:01 AM 3. Maximum Monthly Subsidy Payments All retirees, including those retired as a result of disability whose number of years of service prior to retirement exceeds ten (10) years, 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 Note: The above payment amounts may be reduced each month as dependent eligibility ceases due to death, divorce or loss of dependent child status. However, the amount shall not be reduced if such reduction would cause insufficient funds needed to pay the full premium for the employee and the remaining dependents. In the event no reduction occurs and the remaining benefit premium is not sufficient to pay the premium amount for the employee and the eligible dependents, said needed excess premium amount shall be paid by the employee. 2004 NA Resolution Draft.doc 20 1/29/2004 11:01 AM SECTION VII — RULES GOVERNING LAYOFF, REDUCTION IN LIEU OF LAYOFF AND RE-EMPLOYMENT The following procedures shall not apply to Department Heads and the Assistant City Administrator. A. Part 1 - Layoff Procedures 1. General Provisions: a.) Whenever it is necessary because of lack of work or funds to reduce the staff of a city department, employees may be laid off pursuant to these rules. b. Whenever an employee is to be separated from the competitive service because the tasks assigned are to be eliminated or substantially changed due to management-initiated changes, including but not limited to automation or other technological changes, it is the policy of the city that steps be taken by the Human Resources Division on an interdepartmental basis to assist such employee in locating, preparing to qualify for, and being placed in other positions in the competitive service. This shall not be construed as a restriction on the city government in effecting economies or in making organizational or other changes to increase efficiency. c. A department shall reduce staff by identifying which positions within the department are to be eliminated. d. The employee who has the least city-wide service credit in the class within the department shall have city-wide transfer rights in the class pursuant to Part 1., Section 3., Transfer or Reduction to Vacancies in Lieu of Layoffs, or within the occupational series pursuant to Part 2, Bumping Rights. e. If a deadline within this procedure falls on a day the City Hall is closed, the deadline shall be the next day City Hall is open. 2. Service Credit: a. Service credit means total time of full-time continuous service within the city at the time the layoff is initiated, including probation, paid leave or military leave. Permanent.part-time employees earn service credit on a pro rata basis. b. Except as required by law, leaves of absence without pay shall not earn service credit. c. As between two or more employees who have the same amount of service credit, the employee who has the least amount of service in class shall be deemed to be the least senior employee. 2004 NA Resolution Draft.doc 21 1/29/2004 11:01 AM 3. Transfer or Reduction to Vacancies in Lieu of Layoff: a. In lieu of layoff, a transfer within class shall be offered to an employee(s) with the least amount of service credit in the class designated for staff reduction within a department subject to the following: 1) The employee has the necessary qualifications to perform the duties of the position. 2) The employee shall be given the opportunity, in order of service credit, to accept a transfer to a vacant position in the same class within the city, provided the employee has the necessary qualifications to perform the duties of the position. 3) If no position in the same class is vacant, the employee shall be given the opportunity, in order of service credit, to transfer to the position in the same class that is held by an incumbent in another department with the least amount of service credit whose position the employee has the necessary qualifications to perform. a) If an employee(s) is not eligible for transfer within the employee's class, the employee shall be offered, in order of service credit, a reduction to a vacant position in the next lower class within the city in the occupational series in lieu of layoff provided the employee has the necessary qualifications to perform the duties of the position. b) If the employee refuses to accept a transfer or reduction pursuant to A. or B., above, the employee shall be laid off. c) If the employee(s) in the class with the least amount of service credit is in the position(s) to be eliminated or displaced by transfer, the employee shall be offered bumping rights, pursuant to Part 2. d) Any employee who takes a reduction to a position in a lower class within the occupational series in lieu of layoff shall be placed on the reinstatement/reemployment list(s) pursuant to Part 3., Reemployment. 4. Order of Layoff: a. Prior to implementing a layoff, vacant positions that are authorized to be filled shall be identified by citywide occupational series. If the employee refuses to accept a position pursuant to Section 3., above, the employee shall be laid off. b. No promotional probationary employee or permanent employee within a class in the department shall be laid off until all temporary, non-permanent part- time and non-promotional probationary employees in the class are laid off. 2004 NA Resolution Draft.doc 22 1/29/2004 11:01 AM Permanent employees whose positions have been eliminated may exercise citywide bumping rights to a lower class in the occupational series pursuant to Part 2. c. When a position in a class and/or occupational series is eliminated, any employee in the class who is on authorized leave of absence or is holding a temporary acting position in another class shall be included for determining order of service credit and be subject to these layoff procedures as if the employee was in his or her permanent position. 5. Notification of Employees: a. The Human Resources Division shall give written notice of layoff to the employee by personal service or by sending it by certified mail to the last known mailing address at least fifteen (15) days prior to the effective date of the layoff. Normally notices will be served on employees personally at work. b. Layoff notices may be initially issued to all employees who may be subject to layoff as a result of employees exercising voluntary reduction/bumping rights. c. The notice of layoff shall include the reason for the layoff, the effective date of the layoff, the employee's hire date and the employee's service credit ranking. The notice shall also include the employee's right to bump the person in a lower class with the least service credit within the occupational series provided the employee possesses the necessary qualifications to successfully perform the duties in the lower class and the employee has more service credit than the incumbent in the lower class. d. The written layoff notice given to an employee shall include notice that he or she has seven (7) calendar days from the date of personal service, or date of delivery of mail if certified, to notify the Human Resources Manager in writing if the employee intends to exercise the employee's bumping rights, if any, pursuant to Part 2., Bumping Rights. e. Whenever practicable, any employee with the least amount of service credit in a lower class within an occupational series which is identified for work force reduction shall also be given written notice that such employee may be bumped pursuant to Part 2. This notice shall include the items referred to in 3., above. f. If an employee disagrees with the city's computation of service credit or listed date of hire, the employee shall notify the Human Resources Manager as soon as possible but in no case later than five (5) calendar days after the personal service or certified mail delivery. Disputes regarding date of hire or service credit shall be jointly reviewed by the Human Resources Manager and the employee and/or the employee's representative as soon as possible, but in no case later than five (5) calendar days from the date the employee notifies the Human Resources Manager of the dispute. Within five (5) 2004 NA Resolution Draft.doc 23 1/29/2004 11:01 AM calendar days after the dispute is reviewed, the employee shall be notified in writing of the decision. B. Part 2 - Bumping Rights 1. Voluntary Reduction or Bumping in Lieu of Layoff: a. A promotional probationary employee or permanent employee who receives a layoff notice may request a reduction to a position in a lower class within the occupational series provided the employee possesses the necessary qualifications to perform the duties of the position. b. Employees electing reduction under A. above, shall be reduced to a position authorized to be filled in a lower class within the employee's occupational series. The employee may reduce to a lower class in his/her occupational series by 1) filling a vacancy in that class, or 2) if no vacancy exists, displacing the employee in the class with the least service credit, whose position the employee has the necessary qualifications to perform. A displaced employee shall have bumping rights. c. An employee who receives a layoff notice must exercise bumping rights within seven (7) calendar days of receipt of the notice as specified in Part 1. Failure to respond within the time limit shall result in a reputable presumption that the employee does not intend to exercise any right of reduction or bumping to a lower class. The employee must carry the burden of proof to show that the employee's failure to respond within the time limits was reasonable. If the employee establishes that failure to respond within the time limit was reasonable, to the Human Resources Manager's satisfaction, the employee shall be permitted to exercise bumping rights but shall not be reinstated to a paid position until the employee to be bumped has vacated the position. If the employee disagrees with the Human Resources Manager's decision, the employee may appeal pursuant to the provisions of Sections 3 and 4 below. 2. Reinstatement/Reemployment Lists Any employee who takes a reduction to a position in a lower class within the occupational series in lieu of layoff shall be placed on the reinstatement/reemployment list pursuant to Part 3. Reemployment 3. Qualifications Appeal Any employee who is denied a reduction to a position in a lower class within the occupational series on the basis that the employee does not possess the necessary qualifications to successfully perform the duties of the lower position may appeal the decision. The appeal shall be filed with the Human Resources Manager within five (5) calendar days of the employee's receipt of written notice of the decision and reason(s) for denial. The employee's appeal shall be in writing and shall include supporting facts or documents supporting the appeal. 2004 NA Resolution Draft.doc 24 1/29/2004 11:01 AM 4. Qualifications Appeal Hearing: a. Upon receipt of an appeal, the Human Resources Manager shall contact a mediator from the California State Mediation and Conciliation Service to schedule a hearing within two (2) weeks after receipt of the appeal. If the California State Mediation and Conciliation Service is not available within that time frame, the parties shall mutually select a person who is available within the time frame. If the California State Mediation and Conciliation Service and the person mutually selected are not available within the time frame, the parties shall select the earliest date either is available to conduct the hearing. The parties shall split the cost, if any, of the hearing officer. In addition, the parties shall meet within three (3) workdays to attempt to resolve the dispute. If the dispute remains unresolved, the parties shall endeavor in good faith to submit to the hearing officer a statement of all agreed upon facts relevant to the hearing. b. Appeal hearings shall be limited to two (2) hours, except as otherwise agreed by the parties or directed by the hearing officer. c. The hearing officer shall attempt to resolve the dispute by mutual agreement if possible. If no agreement is reached, the hearing officer shall render a decision at the conclusion of the hearing which shall be final and binding. C. Part 3 - Reemployment 1. Reemploy a. Employees who are laid off or reduced to avoid layoff shall have their names placed upon a reemployment list, for each class in the occupational series, in seniority order at or below the level of the class from which laid off or reduced. b. Names of persons placed on the reemployment lists shall remain on the list for two (2) years from the date of layoff or reduction. c. Vacancies shall be filled from the reemployment list for a class, starting at the top of the list, providing that the person meets the necessary qualifications for the position. d. Names of persons are to be removed from the reemployment list for a class if on two (2) occasions they decline an offer of employment or on two (2) occasions fail to respond to offers of employment in a particular class within five (5) calendar days of receipt of written notice of an offer. Any employee who is dismissed from the city service for cause shall have his or her name removed from all reemployment lists. e. Reemployment lists shall be available affected employees upon reasonable request. 2004 NA Resolution Draft.doc 25 1/29/2004 11:01 AM f. Qualifications appeals involving reemployment rights shall be resolved in the same manner as that identified in Part 2., Section 4. 2. Status on Reemployment: a. . Persons re-employed from layoff within a two (2) year period from the date of layoff shall receive the following considerations and benefits: 1) Service credit held upon layoff shall be restored, but no credit shall be added for the period of layoff. 2) Prior service credit shall be counted toward sick leave and vacation accruals. 3) Employees may cash in sick leave upon layoff or at any time after layoff in the manner and amount set forth in existing Non-Associated Employees Benefit Provision. Sick leave shall be paid to an employee when the reemployment list(s) expire(s), if not previously paid. 4) Upon reinstatement the employee may have his or her sick leave re- credited by repayment to the city the cashed amount. Sick leave accumulation of less than 480 hours shall be restored upon reemployment. 5) The employee shall be returned to the salary step of the classification held at the time of the layoff and credited with the time previously served at that step prior to being laid off. 6) The probationary status of the employee shall resume if incomplete. b. Employees who have reduced to avoid layoff and are returned within two (2) years to their former class shall be placed at the salary step of the class they held at the time of reduction and have their merit increase eligibility date recalculated 2004 NA Resolution Draft.doc 26 1/29/2004 11:01 AM EXHIBIT B - NON-ASSOCIATED SALARY SCHEDULE As of January 2, 2004 0466 Non-Exempt Administrative Secretary NA 413 17.10 18.04 19.03 20.08 21.18 0279 Non-Exempt Personnel Assistant 414 17.18 18.13 19.13 20.18 21.29 0447 Non-Exempt -Payroll Technician 420 17.73 18.70 19.73 20.81 21.95 0446 Non-Exempt Pa roll Technician,Sr 439 19.48 20.55 21.68 22.87 24.13 0278 Non-Exempt Administrative Assistant 442 19.76 20.85 22.00 23.21 24.49 0061 Non-Exempt Executive Assistant 470 22.73 23.98 25.30 26.69 28.16 0005 Exempt Administrative Analyst NA 497 26.01 27.44 28.95 30.54 32.22 0453 Exempt Personnel Analyst 499 26.27 27.71 29.23 30.84 32.54 0443 Exempt Payroll Anal st 505 27.06 28.55 30.12 31.78 33.53 0063 Exempt Admin Analyst,Sr NA 525 29.91 31.55 33.28 35.11 37.04 0064 Exempt -Budget Anal st, Sr 525 29.91 31.55 33.28 35.11 37.04 0464 Exempt Personnel Analyst,Senior 525 29.91 31.55 33.28 35.11 37.04 0062 Exempt Admin Analyst,Principal NA 544 32.88 34.69 36.60 38.61 40.73 0060 Exempt Personnel Analyst Principal 544 32.88 34.69 36.60 38.61 40.73 0054 Exempt Risk Manager 576 38.58 40.70 42.94 45.30 47.79 0006 Exempt Human Resources Manager 593 41.98 44.29 46.73 49.30 52.01 0055 Exempt Finance Officer 597 42.82 45.18 47.66 50.28 53.05 0078 Exempt Assistant City Attorney 614 46.62 49.18 51.89 54.74 57.75 0004 Exempt Director of Comm&Spec Pro' 592 41.77 44.07 46.49 49.05 51.75 0012 Exempt Director of Org Effectiveness 592 41.77 44.07 46.49 49.05 51.75 0007 Exempt Director of Library Services 611 45.92 48.45 51.11 53.92 56.89 0009 Exempt Director of Building&Safety 622 48.51 51.18 54.00 56.97 60.10 0013 Exempt Director of Admin Services 629 50.24 53.00 55.92 59.00 62.24 0014 Exempt Director of Community Services 629 50.24 53.00 55.92 59.00 62.24 0008 Exempt Director of Econ Development 629 50.24 53.00 55.92 59.00 62.24 0000 Exempt Director of Information Services 629 50.24 53.00 55.92 59.00 62.24 0021 Exempt Director of Planning 629 50.24 53.00 55.92 59.00 62.24 0010 Exempt Director of Public Works 645 54.42 57.41 60.57 63.90 67.41 0015 Exempt Fire Chief 653 56.63 59.74 63.03 66.50 70.16 0011 Exempt Police Chief 653 56.63 59.74 63.03 66.50 70.16 0020 Exem t [Assistant City Administrator 658 58.07 61.26 64.63 68.18 71.93 2004 NA Resolution Draft.doc 27 1/29/2004 11:01 AM EXHIBIT C - RETIREE MEDICAL PLAN INDE-MNITY HEAL T14 PLAN,_EMR SIRGTI`�REEo This summwy lists only these benefit pmvisiens that diffeF behveen aGt*ve and Subsidized RetaFee Plans. The Employee Health Plan DOGUFnP-At. 6146--i'd be GGAGUIted faF detailed GOnfeFpr,GGe66. YEAR R 7003 Benefit6 Gity Plan Emnln" COBRA elig4Aes Dedustable $25e-per per-see $250-per peFsen Q2 000 nor noronn of UGR 0o�p � o UGR Non WIG 5e�� of UGR VtY70-tlt tfb1� $1000 peFper-ssn $ ,000 per peFSAe Thus summaiy has been used to list only there benefit provisions that d*#eF between aGtave and subsdzed RetiFee Plans. GUFrently, there are ne d;#eFenGe6, however, this applied te FetiFees as well. The Employee Health MaR DOGUment should beGensulted. fer detailed questions abeut SPeG*fiG benefits. Benefits aFe subjeGt tO MOdifiGatiOR through the meet and Genfer PFGGeSS. 2004 NA Resolution Draft.doc 28 1/29/2004 11:01 AM EXHIBIT C RETIREE MEDICAL PLAN RETIREE SUBSIDY MEDICAL PLAN/MISCELLANEOUS PROVISIONS A. Eligibility: 1. The effective start-up date of the Retiree Subsidy Medical Plan for the various employee groups shall be the first of the month following retirement date. 2. A retiree may change plans, add dependents, etc., during annual open enrollment. Employee Benefits shall notify covered retirees of this opportunity each year. 3. Years of service computed for the Retiree Subsidy Medical Plan are actual years of completed service with the City of Huntington Beach. 4. When a retiree is eligible for medical plan coverage at the expense of another employer due to post-retirement employment of the retiree or spouse of the retiree, the retiree and his/her spouse must take that coverage regardless of benefit level and shall be deleted from any city Plan coverage. Exceptions to this requirement are limited to the following: a. A retiree is not required to enroll in such `other" medical plan coverage if there is significant disparity between the benefits provided by the "other" medical plan and the Retiree Subsidy Medical Plan as defined below. "Significant disparity" means coverage available under the `other" medical plan is restrictive or limited in one or more of the following ways: 1) No in-patient hospitalization coverage. 2) No major medical benefits 3) Annual deductible is $1,500 or greater per person. 4) Major medical benefits are paid at 60% or less of covered expenses. b. The Risk Manager will have the authority to provide additional exceptions following review of the `other" medical plan policy. Exceptions will be made only if the `other" medical plan benefit provisions are comparable to the guidelines under Exhibit C.A.4.a above. 2004 NA Resolution Draft.doc 29 1/29/2004 11:01 AM c. Miscellaneous Provisions: 1. Benefits provided under the Retiree Subsidy Medical Plan will be coordinated with the `other' medical plan as the primary carrier. 2. The city shall have the right to require any retiree to provide a copy of the "other' medical plan policy for review by the Risk Manager. 5. When a retiree becomes eligible for the other group coverage and then becomes no longer eligible, he/she may have the subsidy reinstated and regain Retiree Subsidy Medical Plan coverage. 6. Dependents of a retiree may follow him/her into the Retiree Subsidy Medical Plan or they may choose to exercise COBRA rights along with the retiree. 7. When a retiree becomes 65 and has eligible dependents under 65, said dependents are eligible to exercise COBRA rights. 8. When a retiree is under 65 and his/her spouse is over 65, the spouse is not covered. B. Benefits• I. Retiree Subsidy MediGal Plan inGludes Managed Health NehwF t r oveF2. Gity Plans are the pF*FnaFy payer fOF aGtive employees age 65 and With Med'Gare the seGendaFy payeF. RetiF8es age 65 and eye have ne City Plan aptionr, and aFe eligible enly faF MediGaFe. C. Subsidies: 1. The subsidy payments will pay for: a. City sponsored medical insurance plans. a. RetiFee Subsidy MediGal Plan- b. Gity provided HIVIG-. b. Part A of Medicare for those retirees not eligible for paid Part A. 2004 NA Resolution Draft.doc 30 1/29/2004 11:01 AM 2. Subsidy payments will not pay for: a. Part B Medicare. ti Regina+ City Employee indemnity Plan 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, the participant pays for Part B of Medicare. 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 2004 NA Resolution Draft.doc 31 1/29/2004 11:01 AM 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 Employees Benefit 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. 2004 NA Resolution Draft.doc 32 1/29/2004 11:01 AM EXHIBIT D -9180 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 Administrator 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: ' .• 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. A/B Schedule Changes — FLSA non-exempt employees cannot change schedules without prior approval of their supervisor, Department Head, and the Human Resources Manager or designee. The purpose of this authorization is to review the impact on overtime. FLSA exempt employees may change A/B schedules at the beginning of any pay period with supervisor and Department Head approval. 2004 NA Resolution Draft.doc 33 1/29/2004 11:01 AM 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 Administrator, 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.an FLSA work week (Friday 12:00:00 p.m. to Friday 11:59:59 a.m.) as required under FLSA. Employees are required to obtain supervisor authorization prior to working any overtime. 1. Overtime Compensation — As stated in Section II.A of the Non-Associated Resolution. 2. Compensatory Time —As stated in Section ILA of the Non-Associated Resolution. 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 Section V.A of the Non-Associated Resolution. 2. Sick Leave —As stated in Section V.0 of the Non-Associated Resolution. 3. Administrative Leave—As stated in Section II.A of the Non-Associated Resolution. 4. Executive Leave -As stated in Section ILA of the Non-Associated Resolution. 5. Bereavement Leave—As stated in Section V.D of the Non-Associated Resolution. 6. Holidays - a. For a recognized city holiday, eight (8) hours, as stated in Section V.B, are earned for each holiday. For the charging of hours on a scheduled holiday, the employee must use eight (8) hours of holiday time off and one (1) hour from the employees General Leave, Compensatory Time, Administrative Leave, or Executive Leave banks for a nine (9) hour workday charge or eight (8) hours holiday time off for a Friday. b. 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 granted eight (8) hours of general leave. 2004 NA Resolution Draft.doc 34 1/29/2004 11:01 AM / c. 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. 7. 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. 2004 NA Resolution Draft.doc 35 1/29/2004 11:01 AM RCA ROUTING SHEET INITIATING DEPARTMENT: ADMINISTRATIVE SERVICES SUBJECT: ADOPT RESOLUTION TO MODIFY CERTAIN BENEFITS FOR CITY CLERK COUNCIL MEETING DATE: February 2, 2004 RCA ATTACHMENTS STATUS Ordinance (w/exhibits & legislative draft if applicable Not Applicable Resolution (w/exhibits & legislative draft if applicable) Attached Tract Map, Location Map and/or other Exhibits Not Applicable Contract/Agreement (w/exhibits if applicable) (Signed in full by the City Attorney) Not Applicable Subleases, Third Party Agreements, etc. Approved as to form by City Attome Not Applicable Certificates of Insurance (Approved by the City Attorney) Not Applicable Financial Impact Statement (Unbudget, over $5,000) Not Applicable Bonds (If applicable) Not Applicable Staff Report If applicable Not Applicable Commission, Board or Committee Report (If applicable) Not Applicable Findings/Conditions for Approval and/or Denial Not Applicable EXPLANATION FOR MISSING ATTACHMENTS REVIEWED RETURNED FOR DED Administrative Staff Assistant City Administrator Initial City Administrator Initial r� City Clerk ) EXPLANATION FOR RETURN OF ITEM: SpaceOnly) RCA Author: William McReynolds