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Scott Haberle - 2020-01-21
'PPieOVED 6- o-/ ( C7>o. A23SE i�T) ''�Uy ft,.. 2000 Main Street, /'i' ar Huntington Beach,CA t� City of Huntington Beach 926a6 ;; LLB' `sl oe<' ��,DU,yTY C���F. File#: 22-956 MEETING DATE: 11/15/2022 REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: Honorable Mayor and City Council Members SUBMITTED BY: Al Zelinka, City Manager VIA: Brittany Mello, Administrative Services Director PREPARED BY: Brittany Mello, Administrative Services Director Dahle Bulosan, Chief Financial Officer Subject: Approve the Classification and Compensation Study Implementation Plan by adopting Resolutions No. 2022-70, 2022-71, 2022-72, 2022-73, and 2022-74 related to Side Letters of Agreement with the Huntington Beach Municipal Teamsters (HBMT), Management Employees' Organization (MEO), Marine Safety Management Association (MSMA), Surf City Lifeguard Employees' Association (SCLEA), and Fire Management Association (FMA); and by adopting Resolution No. 2022-76 modifying salary and benefits for appointed Non-Associated (NA) employees; and approve Amendment No. 1 to the Employment Agreement between the City of Huntington Beach and Scott Haberle; and adopt Resolution 2022-75 related to a Side Letter of Agreement with Huntington Beach Firefighters' Association (HBFA) regarding the Retiree Medical Trust Statement of Issue: The City has completed a large-scale Classification and Compensation Study that reviewed the City's job classifications to ensure that positions are still meeting the operational needs of the organization; that job families are logical and provide clear promotional ladders; and that the number of stand- alone classifications are reduced. Additionally, a compensation study was conducted to review how the City's compensation plan compared to other agencies in our employment market. The proposed implementation plan would simplify and modernize the City's job classifications, improve internal alignment, and bring jobs found to be behind in compensation up to the employment market average. These efforts will improve employee recruitment and retention in support of the City's mission as a service organization. Financial Impact: The total cost of the proposed side letters of agreement with HBMT, MEO, FMA, and NA is $1,347,113, which is a sum that will be spread across multiple fiscal years as employees earn their annual merit-based salary adjustment. The side letters of agreement with MSMA and SCLEA have no associated costs, as they contain only classification modifications. Finally, the side letter of City of Huntington Beach Page 1 of 6 Printed on 11/9/2022 poNereb7r7i Legistar"' File#: 22-956 MEETING DATE: 11/15/2022 agreement with HBFA also has no associated costs related to updating the Retiree Medical Trust (RMT) leave bank contributions when an employee separates from the City; FMA is also updating their RMT contributions at no cost to the City. Recommended Action: A) Adopt Resolution No. 2022-70, "A Resolution of the City Council of the City of Huntington Beach Amending the City's Classification Plan and Memorandum of Understanding Between the City and the Huntington Beach Municipal Teamsters (HBMT) by Adopting the Side Letter of Agreement" (Attachment 1); and B) Adopt Resolution No. 2022-71, "A Resolution of the City Council of the City of Huntington Beach Amending the City's Classification Plan and Memorandum of Understanding Between the City and the Huntington Beach Management Employees' Organization (MEO) by Adopting the Side Letter of Agreement" (Attachment 2); and C) Adopt Resolution No. 2022-72, "A Resolution of the City Council of the City of Huntington Beach Amending the City's Classification Plan and Memorandum of Understanding Between the City and the Huntington Beach Marine Safety Management Association (MSMA) by Adopting the Side Letter of Agreement" (Attachment 3); and D) Adopt Resolution No. 222-73, "A Resolution of the City Council of the City of Huntington Beach Amending the City's Classification Plan and Memorandum of Understanding Between the City and the Surf City Lifeguard Employees' Association (SCLEA) by Adopting the Side Letter of Agreement" (Attachment 4); and E) Adopt Resolution No. 2022-74, "A Resolution of the City Council of the City of Huntington Beach Amending the City's Classification Plan and Memorandum of Understanding Between the City and the Huntington Beach Fire Management Association (FMA) by Adopting the Side Letter of Agreement" (Attachment 5); and F) Adopt Resolution No. 2022-76, "A Resolution of the City Council of the City of Huntington Beach Modifying Salary and Benefits for Non-Represented Employees by Adding or Amending Classifications and Compensations for Various Positions" (Attachment 6); and G) Approve and authorize the City Manager to execute, "Amendment No. 1 to the Employment Agreement between the City of Huntington Beach and Scott Haberle" (Attachment 7); and * STW Gc r4 tU 77 City of Huntington Beach Page 2 of 6 Printed on 11/9/2022 po.:ere7i77 Legrstar" File#: 22-956 MEETING DATE: 11/15/2022 H) Adopt Resolution No. 2022-75, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Huntington Beach Firefighters'Association (HBFA) by Adopting the Side Letter of Agreement" (Attachment 8); and I) Authorize the City Manager to take all administrative and budgetary actions necessary to implement the Classification and Compensation Study. Alternative Action(s): Do not approve the proposed Classification and Compensation Study Implementation Plan, including the applicable Side Letters of Agreement and the Employment Agreement Amendments Listed Above, or the Retiree Medical Trust adjustments for HBFA and FMA; direct staff accordingly. Analysis: The City last conducted a large-scale Classification and Compensation Study in 2006. As organizational needs evolve over time, it is important to assess if the list of available job classifications is still appropriate and logical, and that the job series are well organized with clear promotional ladders between jobs. In addition, it is critical to evaluate how the City's compensation for its jobs compares with other agencies in our employment market in terms of salary and benefits. In doing so, the City would be engaging in a best management practice and identifying changes to the classification and compensation structure that will ultimately reduce staff turnover and allow the City to be more competitive during recruitment efforts for highly qualified municipal employees who can bring valuable skills to the workforce. On March 15, 2021, City Council approved an agreement with Public Sector Personnel Consultants, Inc., to conduct a Citywide Classification and Compensation Study. In the staff report, City Council approved eight comparator agencies, including Anaheim, Santa Ana, Irvine, Garden Grove, Orange, Fullerton, Costa Mesa, and Newport Beach. Huntington Beach generally competes with other Orange County cities when recruiting for new employees and working to retain its current employees. These comparator agencies are full-service or nearly full service (e.g., some agencies contract out Fire services)with populations over 100,000, except for Newport Beach (pop. 85,000), which faces similar issues as a fellow beach city. Over the past year and a half, Public Sector Personnel Consultants conducted multiple phases of the Classification and Compensation Study, starting by collecting information on employees'job duties, and the necessary education, training, and experience to perform a job via Position Analysis Questionnaires. Then, the consultant identified positions with similar job responsibilities in our employment market to use as a basis for comparison. The consultant conducted a market analysis of the base salary and total compensation (i.e., with benefits included)to see where the City fell in relation to the market. Additionally, the consultant proposed classification changes to modernize the nomenclature used in the City's job titles and standardize the job series titling within and across departments. Human Resources met with Department Heads and the impacted associations to review the proposed titling changes. Many single-position classifications were eliminated in favor of using broader, merged City of Huntington Beach Page 3 of 6 Printed on 11/9/2022 po..ere7i7B Lepistar'" File#: 22-956 MEETING DATE: 11/15/2022 classifications. This will assist in identifying promotional opportunities within and across departments, and allow for additional cross-training and succession planning. The City Council approved compensation increases as part of the new Memoranda of Understanding (MOUs)adopted in December 2021 through January 2022, as well as in June 2022 with SCLEA. Incorporated into these MOUs was the transition to a new master salary schedule that helped to standardize compensation across the various associations by creating salary ranges that are 1% apart with seven pay steps that are 5% apart and placing all positions onto a set salary range. Adopting this salary schedule was instrumental in being able to evaluate the City's compensation plan in relation to the market and to propose highly targeted pay adjustments to bring jobs into alignment with the market. Salary data was first collected in July 2021, and then the data was aged as of January 2022 and again as of July 2022 to give us a clear, updated snapshot of the market. As of July 2021, more than 41%of positions were considered "market outliers,"defined as falling more than 5% behind the market average for that position. With the majority of the new MOUs in effect as of January 2022, only 16%of positions remained more than 5% behind the market. However, the market showed significant movement in the first six months of 2022, and as of July 2022, 21% of positions were identified as market outliers. After receiving authorization from the City Council in Closed Session, Human Resources began the meet and confer process with the impacted associations to finalize the proposed Classification and Compensation implementation plan. Individual employees could submit comments through their association representatives or by submitting a Request for Reconsideration. These employees met with the consultant to review their request for retitling, reclassification, or compensation adjustments based on available market data. The final determinations from the Request for Reconsideration process were incorporated into the proposed implementation plan where appropriate and feasible. The proposed Classification and Compensation implementation plan includes adjustments across the City's eleven (11)departments, including some changes that impact multiple departments, as follows: Department New Merged Modified Deleted Total Classifications Classifications Classifications Classifications and/or Pay Ranges Cross-Departmental - - 7 5 12 City Attorney - - 5 3 8 City Clerk - - 3 - 3 City Manager 1 - 6 1 8 City Treasurer - - - - - Administrative 1 8 11 9 29 Services Community 1 2 17 3 23 Development City of Huntington Beach Page 4 of 6 Printed on 11/9/2022 powere7A Legistar"' File#: 22-956 MEETING DATE: 11/15/2022 Community& Library 2 2 13 8 25 Services Finance - 5 6 5 16 Fire 1 - 12 - 13 Police 1 2 10 7 20 Public Works 2 38 36 14 90 Total 9 57 126 55 247 If approved by City Council, Human Resources staff will continue to meet with the impacted associations and department leadership to finalize the job classification specifications for each of the new, merged, or modified classifications. Then,these classification specifications will be presented to the Personnel Commission for review and approval. Additionally, Human Resources and the Finance Department will work diligently over the next few months to implement the changes in our internal systems. The effective date for the proposed Classification and Compensation implementation plan is February 4, 2023. The Non-Associated (non-represented)classification adjustments include changes proposed by the City Manager to strengthen the City's Executive Leadership Team, ensure adequate retention and succession exists consistent with City Council objectives,and expand existing roles into additional city management focus areas. If approved, City Manager Zelinka will be describing these proposed changes in greater detail during his"City Manager's First 100 Day Report"at the November 29, 2022, Special City Council Meeting. The proposed adjustments contemplate upgrading four current classifications; creating one new classification; modifying one title; adjusting compensation for a set number of classification to be brought into alignment with the market average; and amending one employment agreement to receive an existing Education Incentive Pay and Longevity Pay benefits from the FMA MOU, providing additional parity with Fire Management In October 2020, HBFA and FMA joined a retiree medical plan administered by the PORAC Retiree Medical Trust (RMT),which provides the opportunity to contribute funds into a pre-tax plan for medical expenses to use after separation or retirement from the City. Both the Police Officers' Association and Police Management Association participate in the RMT as well. An association's contributions into the RMT can be periodically amended by a vote of its members. Both HBFA and FMA have voted to adjust their leave bank contributions into the RMT upon separation. These modifications come at no cost to the City. The total cost of the proposed side letters of agreement with HBMT, MEO, and FMA is $1,050,000, over the course of multiple years as employees earn their annual, merit-based salary adjustments. The side letters of agreement with MSMA and SCLEA have no associated costs, as they contain only classification modifications. Actions related to Non-Associated employees, including adoption of Resolution No. 2022-75 and Amendment No. 1 to the Employment Agreement is estimated at a total cost of$297,113, also realized over multiple years as employees earn their annual merit-based salary adjustments. Environmental Status: City of Huntington Beach Page 5 of 6 Printed on 11/9/2022 pouereZeiiy Legislar," File#: 22-956 MEETING DATE: 11/15/2022 Not applicable. Strategic Plan Goal: Non Applicable-Administrative Item Attachment(s): 1. Resolution No. 2022-70, "A Resolution of the City Council of the City of Huntington Beach Amending the City's Classification Plan and Memorandum of Understanding Between the City and the Huntington Beach Municipal Teamsters (HBMT) by Adopting the Side Letter of Agreement" 2. Resolution No. 2022-71, "A Resolution of the City Council of the City of Huntington Beach Amending the City's Classification Plan and Memorandum of Understanding Between the City and the Huntington Beach Management Employees' Organization (MEO) by Adopting the Side Letter of Agreement" 3. Resolution No. 2022-72, "A Resolution of the City Council of the City of Huntington Beach Amending the City's Classification Plan and Memorandum of Understanding Between the City and the Huntington Beach Marine Safety Management Association (MSMA) by Adopting the Side Letter of Agreement" 4. Resolution No. 2022-73, "A Resolution of the City Council of the City of Huntington Beach Amending the City's Classification Plan and Memorandum of Understanding Between the City and the Surf City Lifeguard Employees'Association (SCLEA) by Adopting the Side Letter of Agreement" 5. Resolution No. 2022-74, "A Resolution of the City Council of the City of Huntington Beach Amending the City's Classification Plan and Memorandum of Understanding Between the City and the Huntington Beach Fire Management Association (FMA) by Adopting the Side Letter of Agreement" 6. Resolution No. 2022-76, "A Resolution of the City Council of the City of Huntington Beach Modifying Salary and Benefits for Non-Represented Employees by Adding the Deputy City Manager, Amending the Classification for Deputy Director of Homelessness & Behavioral Health Services, Amending the Compensation for Fire Chief, Police Chief, and Chief Assistant City Attorney, &Amending the Classification and Compensation for Assistant City Manager" 7. Amendment No. 1 to the Employment Agreement between the City of Huntington Beach and Scott Haberle 8. Adopt Resolution No. 2022-75, "A Resolution of the City Council of the City of Huntington Beach Amending the Memorandum of Understanding Between the City and the Huntington Beach Firefighters'Association (HBFA) by Adopting the Side Letter of Agreement" 9. PowerPoint Presentation City of Huntington Beach Page 6 of 6 Printed on 11/9/2022 powers Legistar' AMENDMENT NO. 1 TO EMPLOYMENT AGREEMENT BETWEEN THE CITY OF HUNTINGTON BEACH AND SCOTT HABERLE This Amendment is made and entered into by and between the CITY OF HUNTINGTON BEACH,a California Municipal Corporation,hereinafter referred to as"City,"and Scott Haberle, hereinafter referred to as "Haberle." WHEREAS,City and Haberle are parties to that certain agreement,dated January 21,2020, entitled,"Employment Agreement Between the City of Huntington Beach and Scott Haberle"(a copy of which is attached hereto as Exhibit "A" and is hereinafter referred to as the "Original Agreement"); and, City and Haberle wish to amend the Original Agreement to reflect additional language in Section 4. Other Benefits. NOW, THEREFORE, it is agreed by City and Haberle as follows: 1. The following paragraph is inserted into the Original Agreement in SECTION 4. OTHER BENEFITS, before subparagraph(i): "In addition to the aforementioned benefits, as stated in the Original Employment Agreement, Haberle will also receive the same Longevity Pay and Education Incentive Pay as reflected in the operable Fire Management Association ("FMA") Memorandum of Understanding. Currently,this includes Longevity Pay of 7.5%of base salary for twenty (20) years or more of service and Education Incentive Pay of 3% of base salary for attainment of a Master's Degree or successful completion of the United States Fire Administration Executive Fire Officer Program(EFOP). This additional benefit will be kept current, effective, and will update automatically as each FMA MOU is approved by the City Council and implemented by the City." 2. REAFFIRMATION Except as specifically modified herein, all other terms and conditions of the Original Agreement shall remain in full force and effect. 1 22-12109/295183 IN WITNESS WHEREOF, the parties hereto have caused this Agreement to be executed by and through their authorized officers on the 15th day of November,2022. IT HUNT TON BEACH Scott Haberle, Fire Chief Al Zelinka, Ci ger APPROVED AS TO FORM: ael E. Gates, City Attorney 2 22-12109/295183 ma co a iide O.CO a. p O O • •lm° . Am. CQ N N C N E wE : E ,__ u) 0- w 5 mu) E - E cw _ o > E 0 (..) c.,) ...... z ii/T.\ 4,‘) VI xi :, ' ••• ,4R)`' 40„„....„„,, ,,0 ..._ •• 1 i ••••••Y••/ • \ Iv i,1 i 1 , ..., 1 1 ) \ •� / ( • c.) 0 PCH• b/�" 10 • 61 i Is-\ is :111 �:Q� O a�.J ` _t2 1 -;F ` \2 .-V1 \ '•• 1:. 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O ■mom (in ��,ut OPP48q COvB r_ City of Huntington Beach N e,01/NTY c,����' File #: 20-1346 MEETING DATE: 1/21/2020 REQUEST FOR CITY COUNCIL ACTION SUBMITTED TO: Honorable Mayor and City Council Members SUBMITTED BY: Oliver Chi, City Manager PREPARED BY: Travis K. Hopkins, Assistant City Manager Subject: Approve the appointment of Scott Haberle to the position of Fire Chief, and authorize the City Manager to execute the employment agreement Statement of Issue: The City's Fire Chief retired in July of 2019. To fill this critical leadership position, a national recruitment was conducted for the position of Fire Chief. Based on a thorough process to include a panel interview, Department Head meetings, and background and reference checks, the City Manager is recommending the appointment of Scott Haberle to the position. Financial Impact: Funding for this position is included in the FY 2019/20 budget. Recommended Action: Approve and authorize the City Manager to execute the "Employment Agreement between the City of Huntington Beach and Scott Haberle" for the position of Fire Chief. Alternative Action(s): Do not approve the appointment of Scott Haberle for the position of Fire Chief and direct the City Manager to re-launch a national recruitment. Analysis: The position of Fire Chief has been vacant since July 2019 due to the retirement of the former incumbent, thereby creating the need to fill the department head vacancy. The City Manager authorized Human Resources to launch the recruitment for Fire Chief in the fall of 2019. The City received more than 40+ applications for the position. Seven (7) candidates were invited to an interview process with two panels, a technical panel with external seasoned leaders in the Fire Safety industry and a representative of the Fire Association, and a second panel of the City's Executive (Department Head) team. The panels jointly recommended two (2) finalists. The City Manager and Assistant City Manager conducted follow-up interviews with each finalist. After City of Huntington Beach Page 1 of 2 Printed on 1/15/2020 powere6S4 LegistarTr' File #: 20-1346 MEETING DATE: 1/21/2020 full and deliberate consideration, the City Manager recommends City Council approval to appoint Scott Haberle to the position of Fire Chief, effective February 10, 2020. Mr. Haberle is a 28 year veteran within the fire service. He has served as Fire Chief in the City of Monterey Park for the past five years. Additionally, he spent 23 years serving the City of Monrovia, where he held positions as the Deputy Fire Chief, Fire Battalion Chief/Fire Marshal, Fire Captain, Firefighter/Paramedic, Fire Inspector/Fire Investigator, Firefighter, and Fire Cadet. Mr. Haberle holds a Bachelor of Science degree from California State University Long Beach and a Masters of Public Administration from the University of La Verne. He has also attained the Executive Fire Officer (EFO) Certification from the Nation Fire Academy, which is one of the highest designations for fire executive training. The contractual compensation is recommended at Non-Associated/Executive Management Pay Grade NA 0015, staring point at step E ($106.31 hourly). The annual salary is $221,124.80. All other benefits provided are generally applicable to the former incumbent and/or non-associated employees (department heads) hired after 12/27/1997, as set forth in Huntington Beach City Council Resolution No. 2014-32. Environmental Status: N/A Strategic Plan Goal: Enhance and modernize public safety service delivery Attachment(s): 1. Fire Chief Recruitment Brochure 2. Resume, Scott Haberle 3. Employment Agreement 4. Exhibit 1 - Non-Associated Executive Management Salary Schedule Effective November 04, 2019 City of Huntington Beach Page 2 of 2 Printed on 1/15/2020 powere`/4 Legistar" ... 11$. ..'.. . 'i • Ire .4 •-•ii. wyettl .0 ii*',It I r 1 •ic * y-" -- 4' 1 UST( * V‘- ,;.1.s! ., •• • -•., V FIRE ' `'.---..- •- • iiiik- 4 P. i M' ilit 4*-4,--- .. FIRE er lir .• ,, -... - • • orrA, , 31#14;•\\Arn. , ,,, : 141 . c.,.,...,:. .. 0 .....„0 1909 i CITY OF * :111,....,.. :. ,\, .. • HUNTINGTON . -.1\ BEACH .„,...„.. , „.. _ . ...... . , . . , , ,.. ... _ ......___ . ,..„., • . . .. nt my??es your iziterest ., 1.7 % . . . 'Pr& m the position of rr ,,.4•Ir..k.or 14,,S,,;,:l ' ' '............. -,0-' ' ;, .- -,„„-,:,,,, ...1.x.,,, ... , .'•1 e.sZ... • ';..,6,,.7.:',.• ..0 PV,y t ; 1 s'' ' '-'" --.4 •-• 4 .1 e-' • ''. ii, i 0. - ‘ • - - "--` • - - 1, t:14,..,,sl•116 !-, ',lb''."P .. ' ,c.'• :,,,, 1 V iv i ei, c. 10 • ; -;-. t•-ii‘ vi:;•440,-1466 i'f 1, i 1 ly: • \ - -----wir, . . fie . i i i 0 • i,i ro iiiiii,H.1 I" i to ii•I._. . .. .. , .,... . ,..... • , . l , , Al - ,11 _IL_ . . 41.i ii.7 i 4 P.Akair -,,, i ----------------............._'-,, ,..••••''''''' Recruitment Services Provided by ;;--- /r Ralph Andersen & Associates /- <;► An Intellectual curiosity and excellent listener, he Ideal 1 did with the ability to apply strong critical thinking skills k The successful candidate for the position of Fire Chief and business judgement to complex issues. will be a professional who understands the importance that humility plays in the provision of effective leadership, .'. Self-driven with superior written, organizational, and someone with a deep and granular understanding and project management skills and follows-through i of all facets of a premier fire department. on all facets of work. The successful individual will absolutely and A polished and professional demeanor taking authentically: great pride in representing the Huntington Beach Be willing to put the needs of the team ahead of any community and will serve as an ambassador for the personal desires or ambitions. City. ` Have a high level of emotional intelligence and a A sense of humor and the ability to understand that I genuine love and passion for people. even the best laid plans can go wrong, possessing the self-confidence to course-correct with humor <;► Demonstrate a desire to engage in the truly hard work and grace. needed for an agency to be premier. I. /_� _ Other key traits for our ideal Fire Chief include: .• Challenge. `1 d Opportunities ,i► The new Fire Chief will be expected to address a number . A relationship building connector with the ability to quickly forge strong, trusting relationships with of opportunities and challenges that will require inspired diverse sets of people and readily inspires others to leadership, diplomacy, and creative problem-solving action. including: t Development and implementation of a revisedW' •:► Leadership through consensus, who is an " strategic plan that will successfully guide the approachable consensus-builder, but is also capable „ Department into the future. of independent and decisive thought and action. A keen sense of ethics recognizing the importance Develop and implement improved programs to recruit, of personal and organizational integrity,and someone train, and retain qualified women and minorities. comfortable raising and discussing ethical issues with ' Develop and implement succession planning the goal of"doing what is right," not "being right." - throughout the Department. •:► Community oriented with the ability to see '' .A► Support health and wellness initiatives and ensure the the strengths, assets, and potential within a utmost safety for all staff of the Department. community and operates with a profound respect for understanding the aspirations and needs of the Review the current emergency deployment model people in Huntington Beach. with a focus on enhancing the standards of coverage. p Innovative and flexible, with the ability to see r Ensure adherence to the mission of enhancing beyond what currently exists and is constant in their °°,., public safety and meeting the evolving needs of the pursuit of realistic game-changing breakthroughs for At community. the Huntington Beach organization. •;► Obsessive about outcomes and makes data- Education ai d Everieii driven decisions and stays laser-focused on truly A Bachelor's degree with major coursework in public Ow audacious goals while balancing the day-to-day g i �: administration, business administration, or a related needs of the organization. field is required. An advanced degree is a plus. State .`• A strategic certification as a Chief Fire Officer and/or completion of , g problem-solver with the ability to i `- the Executive Program at the National Fire Academy are �" break large problems into smaller, manageable also highly desirable. pieces, and works toward identifying trends and prioritizes solving the root cause of issues. " WA 596 d n. E.�ceptin. , {�pportunit City çoitt iient Th'e City of Huntington Beach invites applications for The City of Huntington Beach is a Charter City an experienced,forward thinking,and innovative leader operating under a Council-Manager form of government. to serve as its next Fire Chief. Of primary importance, Policymaking and legislative authority is vested in the the City seeks a municipal executive who embraces an City Council, consisting of a Mayor and seven Council authentic leadership style grounded in humility,and who Members. Members of the City Council are elected to a values the critical importance that people play in building four-year term,with the Mayor's position rotated annually. a successful organization.The successful candidate will have a deep commitment to service and demonstrated The Orga J C f ;i Lion accomplishments to provide exceptional leadership and support to an outstanding Fire Department.This highly The Fire Department has a rich history that dates back ethical leader will collaboratively engage the workforce to 1909. Today the Department is a highly regarded and community to develop and implement a strategic Class 1 ISO rated organization that serves as an all-risk vision that will not only chart the course for the future emergency response department. Organized into four of Huntington Beach but will continue to provide the divisions, Huntington Beach Fire Department provides high level of professional public safety services it has comprehensive protective services that include Fire come to enjoy on a daily basis. Operations, Hazardous Materials, Emergency Medical Services,Ambulance Transport, Marine Operations, Fire .�-y� City /� Prevention,Emergency Management,and Administration. 'The rGt)fn. 2d2t�ngton ;�xCh The Department operates out of eight strategically located Located on the seaside coast of Orange County, stations throughout the City. The fiscal year 2019/20 California, the prestigious City of Huntington Beach operating budget is $50,352,739 million, that supports encompasses 28 miles and has a population of a total workforce of 198 personnel. Currently there are approximately 200,000.With its near perfect year-round 131 sworn firefighters, 14 sworn marine safety personnel, climate, it serves as a desirable destination for visitor's 30 EMT-1 ambulance operators, and 23 non-sworn year-round.The average number of visitors each year is professional support staff members. Huntington Beach approximately 16 million.With a reputation as a well-run Fire is a member of Metro Net,a seven-city Joint Powers city, this beach community possesses many amenities Authority for fire and medical emergency communications that provide a first-rate quality of life for its residents and as well as the Orange County-City Hazardous Materials visitors. Huntington Beach is well-known for its 8.5 mile Emergency Response Authority. Huntington Beach Fire stretch of beautiful sandy beach,mild climate,exquisite Department takes great pride in the comprehensive surfing(hence the City's nickname"Surf City"),Southern service it provides to the community and is committed to California beach culture, and active outdoor lifestyle. p ', continuously searching for cost effective ways to improve Each day you will find residents and visitors enjoying w and expand service to its customers. outdoor recreational activities like jogging, bike riding, , rollerblading,or simply admiring the vistas while taking a . leisurely stroll along the beach pathways or pier. Nearby, e Posit,t f you will find world class amusement parks such as The Fire Chief is an at-will appointment and serves at Disneyland and Knott's Berry Farm.The City also boasts the pleasure of the City Manager. The newly selected a popular downtown district which includes an active Fire Chief will assume command of an organization with art center, colorful shopping, restaurants, and pubs. a tradition of providing excellent, dedicated service. In Huntington Beach is well-known for its many special addition to providing oversight and leadership for the day- events held throughout the year. They include such to-day operational activities, he/she will serve as the top festivities as the U.S. Open of Surfing,the AVP Beach technical advisor on fire,disaster management,and EMS Volleyball tour,the City's infamous Fourth of July Parade, issues.The Chief is also responsible for establishing and the Great Pacific Airshow featuring the Snowbirds,the maintaining a positive employee/labor relations climate, annual Cruise of Lights Boat Tour, the Kite Festival, and for the proper and efficient use of both human and and multiple car shows, and each attract thousands sr. financial resources. of visitors each year. , www.huntingtonbeachca.gor With a passion for public service and a proven track record of success, top candidates will have established an outstanding career in the fire service and a progressively responsible senior level career path with demonstrated accomplishments,including major incident command. F. IA %R Compensat w i ' , The successful candidate will be offered a very competitive salary - - !Z , ' with an outstanding benefits package.The starting salary ranges ,* i from$ 178,505.59 to$221,124.80 annually.The starting salary .► i extended to the top candidate will reflect the candidate's work r '`', �L ;• 2 -' experience and track record of career success. , a .py Executive 4.3.,,r tit s roe " rt The City offers an Executive Benefits package including ' „ CaIPERS retirement (Classic Members, 3% @ 50 with 9% employee contribution; for PEPRA Members, 2.7% @ 57 employee contribution is 11.75%). Other benefits offered by , " the City include: Health Insurance: CaIPERS options for Medical, City = - options for Dental (Delta Dental), and Vision (VSP); " k _ ° -454 ''' '' Vacation: General Leave— 176 hours years 1 through 4; -'3 i 0 Management Leave: 80 hours annually; �,Imo), r.;, Holidays: 10 days annually; ", .. :' ' .,, Life Insurance: $50K; w '1.�t : �e�-. g ..., 4E �'") '' Rt `.' r� �'-�.. . - ., ' Car Allowance: Car Allowance of$500 per month or Use ' ,- , ,t ,i,4 A =;,, ie, ?" of Fire Department Vehicle; , `tr , fy. Smart Phone Allowance: $50.00 per month, and 4>' % �� .. Uniform Allowance: $1250 annually, paid bi-weekly(non- ` A 'a" i.7 ;.Yt'ry? t_ _;,sr r>*' 'fit PERSable). i`..' :;: X ,. ' ' 3 eF- Vi'�•.�'`'� 'The Selection (Process �t<< u»7 ' 1�� ry t .1]'. � _�1 � .,2�:�' � �i� 0.I��F.r.BIZ To be considered,candidates must submit a compelling cover i�I `t` �' i L I. ;r letter, resume, and six professional references to apply@ r ralphandersen.com. Candidates are strongly encouraged to A'' ^, ;�';4 ` L: . a apply early in the process for optimal consideration.The closing '�/,"�� date for this position is Thursday, October 31, 2019. t r_� Ralph Andersen&Associates will conduct the initial evaluation .1 1 n of submitted materials to determine the best overall match with ��bi*• air ' the established criteria as outlined in this recruitment profile.The x 1% off selection process may also involve a supplemental questionnaire. r. Alit Only a select group of highly qualified candidates will be invited "" to interview with two panels in late-November and interviews with Afr d i.4.. t. ,.. the City Manager will take place shortly thereafter. .. It is anticipated that the new Fire Chief will join the Department in t "'`� early January 2020 or at a mutually agreeable date. Confidential inquiries are welcomed to Mr. P. Lamont Ewell at (916)630-4900. 0' ,, The Huntington Beach Fire Department is an Equal Opportunity Employer/Drug Free Workplace L,,,,, SCOTT HABERLE October 29, 2019 Ralph Andersen&Associates RE: Huntington Beach Fire Chief Dear Mr. P. Lamont Ewell, A fresh perspective, entrepreneurial innovation, and effective leadership are just a few of the distinguishing characteristics I will bring to the City of Huntington Beach as the Fire Chief. The opportunity to serve the Huntington Beach community complements my people-orientated leadership style, experience and education. Please accept this letter and attached resume as my application for the position of Fire Chief for the City of Huntington Beach. Currently, as Fire Chief of the Monterey Park Fire Department, I have developed an effective leadership vision that translates department values into organizational decisions.As an admin- istrator, I have a successful history demonstrating conservative fiscal management in working toward a sustainable emergency service delivery model for the City of Monterey Park. As a progressive fire service leader, I have demonstrated the value of a community centered metric driven organization while fostering a healthy and productive labor-management relationship. My balanced fire service career comprised of twenty-seven years of experience in emergency operations, community disaster preparedness, emergency medical services, community risk reduction and prevention bureau leadership, has afforded me the opportunity to develop emer- gency field command experience while refining proficiency as an administrative leader. Moreo- ver, my experience has provided the opportunity to collaborate with neighboring departments, residents, business owners, community leaders and elected officials. As a chief officer, I have cultivated and strengthened positive relationships within the community, city staff and the fire department based on an approachable demeanor fostered on values and service based lead- ership. I am an experienced, qualified management professional who is highly motivated to become a valued member of the City of Huntington Beach management team as Fire Chief. I look forward to speaking with you about this opportunity. Sincerely, Scott Haberle 599 Summary As a progressive value driven Fire Chief with the Monterey Park Fire Department, I have demonstrated effective leadership while migrating the department towards a community centered metric driven organization. As the Fire Chief, I have strengthened our community integration and trust while leading our emergency services to embrace municipal accountability. My 27 years of fire service experience complemented by 13 years as a chief officer, brings a track record of effective city wide collaboration resulting in enhanced emergency service delivery and conservative fiscal management. Moreover, a big picture frame of reference that recognizes the vital role of public safety yet appreciates and embraces the broader needs and aspirations of the community as a whole. I am certain that I would become an effective, valued member of the City of Huntington Beach management team. Professional Experience City of Monterey Park 2014-Present Fire Chief Rio Hondo College 2012-Present Part Time Instructor City of Monrovia 2010 -2014 Deputy Fire Chief 2006 - 2010 Fire Battalion Chief/ Fire Marshal 2003- 2006 Fire Captain 1999- 2003 Firefighter/Paramedic 1996 - 1999 Fire Inspector/Fire Investigator 1992 - 1996 Firefighter 1991 - 1992 Fire Cadet Education 2013 Executive Fire Officer National Fire Academy, Emmitsburg, MA 2012 Master of Public Administration University of La Verne, La Verne, CA 2005 Bachelor of Science, Occupational Studies California State University Long Beach, Long Beach, CA 2007 Associate of Science, Fire Science Rio Hondo College, Whittier, California 1999 Paramedic Training Institute Currently State Licensed, LA County Accredited 600 Current Boards and Affiliations - Los Angeles Area Fire Chiefs Association—(Served as Secretary, Director, currently Vice President) - Foothill Fire Chiefs—(Served as President 2016-2019) - Board Member Los Angeles Regional Interoperable Communications System (LARICS) - Board Member Regional Training Group JPA - Lions Club International Monterey Park - Alternate Area C Coordinator City of Monterey Park Experience Administration - Budget administration overseeing six divisions and sixty five personnel under a City Manager five member Council form of Government o Leadership responsibility over Fire Administration, Operations, Fire Prevention, Community Risk Reduction, Emergency Medical Service and Code Enforcement o Serve as the primary Acting City Manager, when the City Manager is on vacation, conferences or out of the office o Administration and budget oversight over capital improvement and vehicle replacement funds o Project manager over all aspects for(1)fire station replacement, (1)fire station remodel, including design, bid and project management o Implemented a succession program that prepared candidates for promotion, enhanced education, in-house academies resulting with the hiring or promotion of over 45 positions o Implemented performance management o Scheduled to implement the accreditation process this fiscal year o Collaboratively lead and implemented the creation of department purpose and values Operations - Three fire stations supporting a response network of three engines, one 100' tiller truck, two rescue ambulances, Type 1 US&R and Command Staff. Daily staffing of seventeen safety personnel o Enhanced the department ISO rating from Class 3 to Class 1 o Implemented a vehicle replacement program that resulted in the purchase and replacement of(3) Fire engines (1) Fire Truck and (3) Rescue Ambulances over a five year period o Enhanced the US&R program to include a Type 1 response apparatus including a three year plan to include a designated US&R Station, thirty- eight trained US&R team members, increased grant funds, training and equipment Scott Haberle 2 601 o Developed and implemented a "Recruitment to Retirement" program that improved department diversity while reducing the lag time and cost between vacancy to hire o Procured a Type 1 2018 OES Engine from the State of California o Implemented a comprehensive wellness program to include, cancer prevention, behavioral health, fitness equipment and health awareness Fire Prevention, Code Enforcement - The Bureau consists of ten personnel responsible for development services and construction, hazardous materials, state license, business inspections and code enforcement. Including six suppression shift fire investigators o Enhanced the division by increasing personnel through improved revenue tracking and enhancement to fund positions and growth associated with economic development o Served as the Fire Marshal over thirty-four acre development to include large box, mixed use and business retail occupancies o Researched and implemented a comprehensive fee and cost recovery analysis o Integrated five positions from Code Enforcement to enhance Community Risk Reduction mission o Migrated the City Municipal Code to require fire sprinklers on all new construction and increased fines and penalties for fireworks violations Emergency Medical Service - Administration of transport ambulance services including, response, billing, subscription program, QI, certification and education programs o Reinstated in-house firefighter/paramedic training sponsorship o Implemented QI and performance standards o Secured funding and facilitated replacement of three rescue ambulances o Upgraded five EKG monitors and implemented Auto Pulse system o Enhanced training and equipment for the SWAT medic program o Implemented a bilingual Vial of Life program Community Risk Reduction - Division that coordinates the following; Emergency Operations Center(EOC), CERT, Public Service Announcements, PIO, Local Hazard Mitigation and Emergency Operations Planning, Amateur Radio Operations and special event management o Enriched the department values towards community involvement resulting in the average attendance of over 50 public events a year o Transitioned EOC software to VEOCI including computer and server upgrades o Implemented enhanced CERT training and continuing education to foster community engagement and ownership Scott Haberle 3 602 o Implemented HAM Radio Operator Program certifying 22 CERT members as Amateur Radio Operators o Implemented a City Employee CERT Program, including Department Director and Mid-Manger EOC Training o Lead the development and implemented a Disaster Guide that was translated into three languages and distributed City wide o Implemented bilingual public safety announcement program o Coordinated with the Lions Club of Monterey Park to host annual fundraiser during fire service day, increasing attendance and public outreach to over 1000 residents o Implement"My Sidewalk" performance management and response tracking o Enhanced Incident Action Plans to include EOC integration for the City wide events City of Monrovia Experience Administration o Budget development and tracking of a 9.2 million dollar budget o Grant writing and program administrator o Development, implementation and tracking of the department's Strategic Plan including quarterly performance indicators o Oversee employee performance management and discipline under the Firefighter Bill of Rights o Primary Fire Department Labor-Management contact in the areas of Meet and Confer, contract negotiations and regularly scheduled meetings with Fire Association Executive Board members Operations o Supervise three Division Chiefs who direct thirty-six personnel o Administer Fire Department Training Division o Direct Emergency Medical Services Division including requirements of Emergency Medical Technician certification and Paramedic licensure program requirements, continuing education and quality improvement o Oversee the Fire Department's Disaster Emergency Operations including City Emergency Operations Center Training and the Community Emergency Response Team development(CERT) o Lead the Disaster Mitigation Plan five year update o Evaluate, track and implement quality improvements to service delivery in the areas of emergency operations and response Fire Prevention Bureau, Fire Marshal o Supervise three inspectors and one Administrative Clerk. o Administer commercial and residential development and contractor services ensuring fire department code compliance o Research, develop and implement fire codes and Local Municipal Code adoption requirements Scott Haberle 4 603 o Oversee, as a Participating Agency, the Hazardous Materials Inspection program under the Los Angeles County Certified Unified Program Agency (CUPA) o Direct fire engine company field level inspection program conducting 1200 business inspections annually including a field level wildiand residential inspection program with over 1800 inspections conducted annually o Direct public education programs for members of the community in the areas of fire prevention, emergency preparedness and wildland vegetation management o Direct wildiand prevention and mitigation programs including the Ready Set Go evacuation planning, City owned land vegetation management and environmental compliance Key Accomplishments • Participated in the development and implementation of the fire department's five year strategic plan, including the development of a tracking program that updates quarterly strategic plan accomplishments • Developed a Wildland Vegetation Management Program including 1200 annual engine company inspections, code adoption and vegetation management, Ready Set Go notification and evacuation plan, administered a public process in the development of a Community Wildfire Protection Plan through a ten member Fire Chief Advisory Board and public meetings • Represented the Fire Department in the development of California Environmental Quality Act (CEQA)compliance in the development of a Resource Management Plan for City owned 1400 acre Wilderness Preserve • Successfully administered the development and implementation of a Community Emergency Response Team (CERT) , City Emergency Operations Center Team, and integration of the Monrovia Unified School District into City disaster planning and training • Served as Incident Commander, Operations Section Chief and Area Representative for small and large scale emergency incidents within the Los Angeles region. Including Incident Commander and overhead position for the activation of Monrovia Emergency Operations Center • Successful re-negotiation of the department EMS continuing education program and quality improvement contract with UCLA resulting in improved service with elimination of fixed CPI and reduced annual cost • Represented the City of Monrovia on a multi jurisdictional Fire Life Safety Committee that developed and implemented a Memorandum of Understanding for the fire and life safety requirements for the light rail passenger train known as the Gold Line, including the primary Fire Marshal over the fire protection of a twenty two acre Maintenance and Operations Yard designed to house and maintain eighty passenger cars Scott Haberle 5 604 EMPLOYMENT AGREEMENT BETWEEN THE CITY OF HUNTINGTON BEACH AND SCOTT HABERLE THIS AGREEMENT is entered into this /` day of Ja iLrrc,zy ,2020, between the City of Huntington Beach,a California municipal corporation,hereinafter "City," and Scott Haberle,hereinafter"Haberle." WITNESSETH The City Manager has been empowered to appoint and remove department heads; and The City,through the City Manager, desires to employ the services of Haberle as the head of the Fire Department, as the Fire Chief,of the City of Huntington Beach; and The City seeks to provide certain benefits,establish certain conditions of employment,and to set working conditions of Haberle; and The City intends to: (I) Secure,retain and employ the services of Haberle: and (2) Haberle intends to accept employment as Fire Chief, of the City; NOW, THEREFORE, in consideration of the mutual covenants herein contained,the parties agree as follows: SECTION 1. DUTIES. The City agrees to employ Haberle as Fire Chief of the City to perform the functions and duties of that office as set forth in the Municipal Code of the City of Huntington Beach and the City Charter, and to perform other duties and functions as the City Manager shall from time to time assign. Haberle shall devote his full attention and effort to the office and perform the mentioned duties and functions in a professional manner. Scott Haberle Agreement-2020 SECTION 2. STATUS AND TERM. (a) Haberle shall serve for an indefinite term at the pleasure of the City Manager and shall be considered an at-will employee of the City. (b) Nothing in this Agreement shall prevent, limit or otherwise interfere with the right of the City Manager to terminate the employment of Haberle at any time, subject only to the provisions set forth in Section 6,subparagraphs(a),(b)and(c)of this Agreement,and Section 401 of the Charter of the City of Huntington Beach. (c) Nothing in this Agreement shall prevent,limit,or otherwise interfere with the right of Haberle to resign at any time from his position with the City, subject only to the provisions set forth in Section 6,subparagraph(d),of this Agreement. (d) Haberle agrees to remain in the exclusive employ of City for an indefinite period of time and shall neither accept other employment or become employed by any other employer without the prior written approval of the City Manager until notice of Haberle resignation is given. The term "employed" (and derivations of that term as used in the preceding paragraph) shall include employment by another legal entity or self-employment, however, shall not be construed to include occasional teaching,writing,consulting,or military reserve service performed on Haberle time of and with the advance approval of the City Manager. SECTION 3. SALARY. City agrees to pay Haberle for his services rendered pursuant to this Agreement based upon the Non-Associated Executive Management Salary Schedule, Pay Grade NA0015, High Point ($106.31/hourly/$221,124.80 annually)or Resolutions or Ordinances from time to time enacted that govern such compensation. SECTION 4. OTHER BENEFITS. • 2 Scott Haberle Agree rent-2020 Haberle shall also receive all such other benefits that are generally applicable to non- associated employees(Department Heads)hired after 12/27/97, as set forth in Huntington Beach City Council Resolution No.2016-50, entitled "A Resolution Of The City Council Of The City Of Huntington Beach Modifying Salary And Benefits For Non-Represented Employees Including The Elected City Attorney, City Cleric And City Treasurer", a copy of which is attached hereto as Exhibit "A" and incorporated by reference as fully set forth herein. Haberle shall also be eligible for a cell-phone stipend (Smartphone) in the amount of$50.00 per month, paid bi-weekly. The benefits provided to Haberle pursuant to this Section may be modified by the City from time to time,upon adoption of a successor Resolution. i. Holiday Pay-In-Lieu Haberle shall receive Holiday In-Lieu Pay compensation by the City in lieu of the ten(10) listed holidays at the rate of 3.0768 hours multiplied by employee's hourly rate,payable each and every pay period. The following are the recognized legal holidays under the Non-Associated Resolution: • New Year's Day(January 1) • Martin Luther King Jr. Day(third Monday in January) • President's Day(third Monday in February) • Memorial Day(last Monday in May) • Independence Day(July 4) • Labor Day(first Monday in September) • Veteran's Day(November 11) • Thanksgiving Day(fourth Thursday in November) • Friday after Thanksgiving Day • Christmas Day(December 25) 3 Scott Haberle Ageement 2020 Any day declared by the President of the United States to be a national holiday, or by the Governor of the State of California to be a state holiday, and adopted as an employee holiday by the City Council of Huntington Beach. If Haberle is required to work regular shifts on the above listed holidays as set forth in this Section,Haberle shall not be entitled to time off or additional pay. The treatment of any special pay under this provision as"pensionable compensation"shall be subject to CalPERS regulations. Where there is any conflict between the City's treatment of any special pay and CalPERS,CalPERS determination shall prevail. II.Uniform Allowance Haberle shall receive an annual uniform allowance of$1,250.00,to be paid bi-weeldy,for maintenance and cleaning of uniforms. This pay shall not be considered as "pensionable compensation". iii. City Vehicle/Auto Allowance As Fire Chief, Haberle duties require that he shall have unrestricted use, during his employment, of an automobile provided to him by the City. Said automobile shall be used by Haberle for business use, with the understanding that the Fire Chief is on-call 24 hours a day, 7 days a week. City shall be responsible for cost of liability, property damage, and comprehensive insurance for said automobile;however,City may elect,without notice to Haberle,to provide said coverage by self-insurance. The purchase, maintenance, repair and regular replacement of said automobile shall be the responsibility of the City.Notwithstanding the above provision,the Fire Chief can opt to accept an Auto Allowance as provided for in the Non-Associated Resolution. SECTION 5. ADMINISTRATIVE LEAVE. The City Manager may place Haberle on Administrative Leave with full pay and benefits at any time during the term of this Agreement. 4 Scott Haberle Agrccment 2020 SECTION 6. TERMINATION AND SEVERANCE PAY. (a) Except as provided in subsection(b),in the event the City Manager terminates the employment of Haberle and during such time that Haberle is willing and able to perform his duties under this Agreement,then City shall pay to Haberle a severance payment equal to salary payments which Haberle would have been receiving over a twelve week period at Haberle's current rate of pay in effect on the day prior to the date of termination. In addition, for the lesser of ninety (90) calendar days after the date of termination or the time Haberle secures health and medical insurance through comparable employment, the City Shall maintain and pay for health, medical, disability,the continuation of retirement benefits and life insurance in such amounts and on such terms as have been received by Haberle and Haberle's dependents at the time of such termination; however,no other or additional benefits shall accrue during this ninety(90)calendar-day period. (bX1) Notwithstanding subsection (a) above, the following reasons shall constitute grounds to terminate the employment of Haberle without severance pay: (i) a willful breach of this agreement or the willful and repeated neglect by Haberle to perform duties that he is required to perform; (ii) conviction of any criminal act relating to employment with the City; (iii) conviction of a felony. (2) Prior to the time that the City Manager terminates Haberle without severance pay for any of the reasons set forth in Section (b)(1) above, and only in that case, the City Manager shall provide Haberle with written notice of proposed termination which will include the reason and factual basis for termination. Within ten days of such notice,Haberle may request an opportunity to respond to the reasons and factual basis provided by the City Manager. If such a request to respond is made,the City Manager shall conduct a meeting, which may be informal in nature, that Haberle may respond to the notice of proposed termination. At such meeting, Haberle may be represented by an attorney of his choice and present evidence or information relevant to the reasons and factual basis set forth in the notice of proposed termination. 5 Scow Haberle Agreement-2020 Subsequently, the decision of the City Manager as to whether reasons set forth in Section(bX1) exist or do not exist shall be final as between the parties. (c) In the event the City at any time during the term of this Agreement, reduces the salary of Haberle from its current level, except as part of an across-the-board reduction for all Directors of City, or in the event City refuses,following written notice,to extend to Haberle any non-salary benefit customarily available to all Directors,or in the event Haberle resigns following a suggestion,whether formal or informal,by the City Manager that he resign,then,Haberle may, at his option, be deemed to be "terminated". The termination date will occur then at the date of reduction or refusal to extend or such suggestion of resignation within the meaning and context of the severance pay provision in subparagraph (a) above; provided that the option to be deemed terminated is exercised by written notice from Haberle and delivered to the City Manager within ten (10) working days of notification of such reduction, refusal to extend, or suggestion of resignation. In that event, the severance payment shall be calculated from the date Haberle exercises the option to be deemed terminated. (d) In the event Haberle voluntarily resigns his position,Haberle shall give City written notice at least sixty (60) days prior to the last workday, unless the City Manager and Haberle otherwise agree. (e) It is understood that after notice of termination in any form, Haberle and the City will cooperate to provide for an orderly transition. Specific responsibilities during such transition may be specified in a written separation agreement. SECTION 7. DISABILITY. • If Haberle is medically, physically disabled or otherwise unable to perform his duties because of sickness,accident, injury,mental incapacity or ill health,and has provided proof of the same from a medical professional, he shall be eligible for Disability Leave upon exhausting all accrued sick leave, general leave and executive leave, and duty injury leave if applicable. 6 Sant Haberle Agreement-2020 Disability Leave shall be unpaid and shall be approved by the City Manager for a time period of up to three(3)months. The length of such time period of the Disability Leave shall be dependent upon the length of the disability as demonstrated by Haberle. If Haberle is unable to return to work at that time,the City shall have the option to terminate the employment of Haberle,subject to the requirements imposed on City by Section 6,paragraph(a). SECTION 8. PERFORMANCE EVALUATION. The City Manager shall review and evaluate in writing the performance of Haberle at least once annually, with the first performance review occurring within the initial six (6) months of employment. That review and evaluation shall be in accordance with specific criteria developed in consultation with Haberle and the City Manager. Those criteria may be added to or subtracted from as the City Manager may from time to time determine,in consultation with Haberle. SECTION 9. GENERAL AND EXECUTIVE LEAVE Haberle shall accrue General Leave in accordance with the General Leave accrual provisions applicable to Department Heads of the City as contained in the Non-Associated Resolution(Exhibit"A") with Haberle starting with a thirteen years of service accrual. Haberle shall be credited 80 hours of Executive Leave and 100 hours of General Leave upon his first day of employment. Thereafter, Haberle shall be credited 80 hours of Executive Leave on January 1 of each calendar year. Executive Leave must be used in the same calendar year it is credited; unused Executive Leave may not be carried forward to the next calendar year or cashed out at any time. General Leave shall be accrued in accordance with the appropriate provisions of the Non- Associated Resolution (Exhibit "A"). Haberle shall provide the City Manager with reasonable notice prior to taking two(2)or more General Leave or Executive Leave days off. SECTION 10. PROFESSIONAL DEVELOPMENT. 7 Scott Haberle Agreement 2020 The City agrees to budget and pay for Haberle professional memberships as normally accorded to Department Heads. Haberle shall also receive paid leave,plus registration,travel and reasonable expenses for short courses, conferences and seminars that are necessary for professional/personal development and,in the judgment of the City Manager, for the good of the City,and subject to budget limitations and to established travel policies and procedures. SECTION 11. FINANCIAL DISCLOSURE. Haberle shall report to the City Manager any ownership interest in real property within the County of Orange, excluding personal residence. Haberle shall also complete and file annually, Financial Disclosure 700 Forms. Also, Haberle shall report to the City Manager any financial interest greater than Ten Thousand Dollars ($10,000) in value in a firm doing work for City or from which City intends to make a purchase. Such reporting shall be made in writing by Haberle to the City Manager within ten(10) calendar days of the execution of this agreement and within ten(10) calendar days of acquisition of that interest in real property. Additionally, Haberle shall report in writing to the City Manager any financial interest greater than Ten Thousand Dollars ($10,000) in value in a firm doing work for the City or from whom the City intends to make a purchase immediately upon notice of the intended work or purchase. SECTION 12. INDEMNIFICATION. The City shall defend and indemnify Haberle against actions,including but not limited to any: tort, professional liability claim or demand, or other non-criminal legal, equitable or administrative action, arising out of an alleged act or omission occurring in the performance of Haberle during the discharge of his duties as an employee/officer of the City, other than an action brought by the City against Haberle, or an action filed against the City by Haberle. The City shall pay the reasonable expenses for the travel, lodging, meals, and lost work time of Haberle should Haberle be subject to such,should an action be pending after termination of Haberle. The City shall be responsible for and 8 Scott Haberle Agreement 2020 have authority to compromise and settle any action,with prior consultation with Haberle,and pay the amount of any settlement or judgment rendered on that action. Haberle shall cooperate fully with the City in the settlement,compromise, preparation of the defense, or trial of any such action. SECTION 13. GENERAL PROVISIONS. (a) The text herein shall constitute the entire Agreement between the parties. (b) This Agreement shall become effective commencing February 10, 2020. (c) If any provision, or any portion of any provision, contained in this Agreement is held unconstitutional, invalid, or unenforceable, the remainder of this Agreement, or any portion of it, shall be deemed severable, shall not be affected and shall remain in full force and effect. (d) No amendment of this Agreement shall be effective unless in writing and signed by both parties. IN WITNESS WHEREOF, City has caused this Agreement to be signed and executed on its behalf by its City Manager, and Haberle has signed and executed this Agreement, both in duplicate, the day and year first above written. HABERLE: • Oliver,Chi City Manager Scott Haberle APPROVED AS TO RM: Micl6e1 Gates, City Attorney ‘4\1 r 9 Scott Haberle Agreement-2020 ifXH�l$1 T i4 RESOLUTION NO. 2016-50 A RESOLUTION OF THE CITY COUNCIL OF THE CITY OF HUNTINGTON BEACH MODIFYING SALARY AND BENEFITS FOR NON-REPRESENTED EMPLOYEES INCLUDING THE ELECTED CITY ATTORNEY, CITY CLERK, AND CITY TREASURER WHEREAS,the City Council of the City of Huntington Beach desires to modify the salary and benefits for Non-Represented Employees upon adoption of this Resolution. NOW,THEREFORE,the City Council of the City of Huntington Beach does hereby resolve as follows: SECTION 1. Salaries and Benefits for Non-Represented employees shall be as reflected in Exhibit"A", attached hereto and incorporated by this reference. SECTION 2. The salary range for the elected City Attorney, City Clerk and City Treasurer shall be modified as reflected in the Non-Associated Executive Management Salary Schedule—Exhibit 1. SECTION 3. Benefits for the elected City Attorney, City Clerk and City Treasurer shall be as reflected in Exhibit"A", attached hereto and incorporated by this reference. SECTION 4. Resolution 2007-6, Resolution 2010-106, and Resolution 2014-94 are hereby repealed. SECTION 5. Any existing provisions in conflict with the foregoing, whether by minute action or resolution of the City Council,are hereby repealed. SECTION 6. All other benefits and salary ranges established and reflected in the Non- Associated Employees Pay and Benefits Resolution 2016-50, shall continue unless modified by City Council action. RLS 6/27/16/16-5325/138993/MV 1 PASSED AND ADOPTED by the City Council of the City of Huntington Beach at a regular meeting thereof held on the /k 'day of /y--- , 2016. Ma 4cf"iiii(#14$ REVIEW' • APPROVED: APP`OVED A TO FORM: r----- , J ILLCity I a • _e T" ity Attorne d IN D A 0 ,; ,:,f ED: e4 : 041./ tor of human Resources RLS 6/27/16/16-5325/138993/MV 2 ,SU L.ie_-p oA) A0/6 —.5V y-C%F'i T ✓-/ NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION EXHIBIT A - NON-ASSOCIATED EMPLOYEES PAY AND BENEFIT PROVISION 1 SECTION I PAY 1 A. SALARY SCHEDULE 1 B. DIRECT DEPOSIT 1 C. ASSIGNED VEHICLE/AUTO ALLOWANCE 1 1. Department Heads 1 D. Deferred Compensation 1 SECTION II — HOURS OF WORK/OVERTIME/TIME OFF 1 A. EXECUTIVE LEAVE 1 B. FLEXIBLE AND ALTERNATIVE WORK SCHEDULES 2 1. 5/40 Work Schedule 2 2. 9/80 Work Schedule 2 3. Alternative Work Schedule 2 SECTION III — HEALTH AND OTHER INSURANCE BENEFITS 2 A. HEALTH INSURANCE 2 1. Medical, Dental and Vision Insurance 2 2. City and Employee Paid Health Insurance 2 3. Medical Cash Out 4 4. Section 125 Plan 4 B. LIFE AND ACCIDENTAL DEATH AND DISMEMBERMENT INSURANCE 4 C. LONG-TERM DISABILITY INSURANCE 4 D. CITY-PAID PHYSICAL EXAMINATIONS 5 E. MISCELLANEOUS 5 F. RETIREE MEDICAL COVERAGE FOR RETIREES NOT ELIGIBLE FOR THE CITY MEDICAL RETIREE SUBSIDY PLAN 5 G. PosT-65 SUPPLEMENTAL MEDICARE COVERAGE 6 SECTION IV — RETIREMENT 6 A. BENEFITS 6 1. Self-Funded Supplemental Retirement Benefit 6 2. Medical Insurance for Retirees 6 B. PUBLIC EMPLOYEES' RETIREMENT SYSTEM CONTRIBUTIONS AND REPORTING 7 1, Miscellaneous Unit Members 7 2, Safety Unit Members .7 3. IRS Code 414(h)(2)...., 8 4. Pre-Retirement Optional Settlement 2 Death Benefit 8 5. Fourth Level of 1959 Survivor Benefits 8 6. VEBA Plan Requirements 8 SECTION V— LEAVE BENEFITS 10 Exhibit"A"to Non-Associated Resolution No.2016-50 Item 25. - 5 HB -656- NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION A. GENERAL LEAVE 10 1. Accrual 10 2. Eligibility and Approval 10 3. Leave Benefit Entitlements 10 4. Conversion to Cash 10 B. HOLIDAYS AND PAY PROVISIONS 11 C. SICK LEAVE 11 1. Accrual 11 2. Credit 12 3. Usage 12 4. Payoff at Termination 12 D. BEREAVEMENT LEAVE 13 E. VOLUNTARY CATASTROPHIC LEAVE DONATION PROGRAM 13 SECTION VI — RETIREE SUBSIDY MEDICAL PLAN 13 SECTION VII - MISCELLANEOUS 13 A. COLLECTION OF PAYROLL OVERPAYMENTS 13 B. UNIFORMS AND CALPERS REPORTING 14 EXHIBIT 1 - NON-ASSOCIATED SALARY SCHEDULE 15 EXHIBIT 2 - RETIREE MEDICAL PLAN 16 EXHIBIT 3 -9180 WORK SCHEDULE 20 EXHIBIT 4 -VOLUNTARY CATASTROPHIC LEAVE DONATION 22 Exhibit-A"to Non-Associated Resolution No.2016-50 ii FIB -657- Item 25. - 6 NON-ASSOCIATED EMPLOYEES PAY AND BENEFIT PROVISIONS EXHIBIT A SECTION I — PAY A. Salary Schedule 1. All current Non-Associated employees shall receive the salaries as identified in Exhibit 1. 2. The City Council shall set the salaries of the elected executive management positions identified in Exhibit 1, at any rate within the designated salary range. 3. The City Manager is authorized to set the salaries of the non-elected executive management positions identified in Exhibit 1 at any rate at or below the control point of the designated salary range. The City Manager is authorized to increase the salary by any percentage not greater than 5% based upon performance at annual review and market data. However, no salary for a new employee may be set above the control point at any time without City Council approval. B. Direct Deposit All Non-Associated employees are required to utilize direct deposit of payroll checks. C. Assigned Vehicle/Auto Allowance 1. Department Heads Appointed Department Heads and the City Clerk, City Treasurer, and City Attorney shall have the option of an assigned City vehicle or an auto allowance in the amount of two hundred thirty dollars and seventy-seven cents ($230.77) per bi-weekly pay period plus reimbursement of out-of-town travel at the approved mileage rate. D. Deferred Compensation Effective the beginning of the pay period following City Council approval of this resolution, each employee covered by this resolution, including the City Attorney, City Clerk and City Treasurer, shall receive a one-time deposit to the employee's 457 Deferred Compensation account in the amount of$3,800.00. 1. This shall be a single, one-time only deposit. All appropriate Federal and State legal mandates regarding the tax-treatment of this one-time deposit shall apply. SECTION II — HOURS OF WORK/TIME OFF A. Executive Leave Non-Associated exempt employees shall not be eligible for overtime compensation. Exempt department heads shall be credited with eighty (80) hours of executive leave per calendar year. Item 25. - 7"A"to Non-Associated Resolution No.2016-50 HB -65 8- NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION B. Flexible and Alternative Work Schedules 1. 5/40 Work Schedule The 5/40 work schedule shall be defined as working five (5) eight (8) hour days Monday through Friday each week with a one-hour lunch during each work shift, totaling a forty (40) hours work week. 2. 9/80 Work Schedule The 9/80 work schedule, as outlined in Exhibit 3, shall be defined as working nine (9) days for eighty (80) hours in a two week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for eight (8) hours (Friday), with a one-hour lunch during each work shift, totaling forty (40) hours in each FLSA designated work week. The 9/80 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Manager or designee. 3. Alternative Work Schedule Non-associated employees may elect any alternative work schedule approved by the City Manager or designee. SECTION III — HEALTH AND OTHER INSURANCE BENEFITS A. Health Insurance 1. Medical, Dental and Vision Insurance The City shall continue to make group medical, dental and vision benefits available to all Non-Associated employees. 2. City and Employee Paid Health Insurance The City and the employee shall pay for health insurance premiums for employees and qualified dependent(s) effective the first of the month following the employee's hire date. The employee payroll deduction for premium contributions shall be deducted on a pre-tax basis. Such deductions shall be aligned with the effective date of coverage and the ending date of coverage upon employment separation. The employee's payroll deduction amount shall begin no later than the beginning of the first full pay period following the effective date of coverage and pro-rated for coverage through the end of the month in which employment was separated. Exhibit"A"to Non-Associated Resolution No,2016-50 HB 659 Item 25, - 8 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION I. Health Plan Employee and Employer Contributions Chart for Non-Safety Classifications in EXHIBIT 1 City of Huntington Beach 2016 Health Premiums and Contributions Effective pay period following final City Council approval Non-Associated/Non-Safety NAonth Empl er Employee ' Emplo ee ;', tyEmployer Plan Tie fsr YniumMonthly 'Monthly ke Bi Weekly � ";ll .. 111 Y ;.. ,;, , , Contribution Contribution Contribution • Single 466.65 466.65 0.00 0.00 Kaiser Two-Party 1,022.11 974.36 47.75 22.04 Family 1,343.90 1,170.04 173.86 80.24 Single 671.00 640.76 30.24 13.96 Blue Shield HMO Two-Party 1,466.00 974.36 491.64 226.91 Family 1,896.00 1,170.04 725.96 335.06 Single 736.00 736.00 0.00 0.00 Blue Shield PPO Two-Party 1,555.00 1,135.78 419.22 193.49 Family 1,927.00 1,314.31 612.69 282.78 Single 58.10 45.02 13.08 6.04 Delta Dental PPO Two-Party 108.60 85.91 22.69 10.47 Family 143.20 122.18 21.02 9.70 Single 30.11 30.11 0.00 0.00 Delta Care HMO Two-Party 51.19 51.19 0.00 0.00 Family 78.29 78.29 0.00 0.00 Single 25.12 0.00 25.12 11.59 VSP Vision Two-Party 25.12 0.00 25.12 11.59 Family 25.12 0.00 25.12 11.59 Medical Opt-Out $466.65 per month ($215.38 bi-weekly) ii. "Safety Member" Health Premiums-Employer Contribution Employees that are classified as "safety member" by the California Public Employees' Retirement System (CaIPERS) may have access to the medical plans offered by CaIPERS as contracted by the City. In accordance with eligibility provisions, the Police Chief and the Fire Chief may elect to enroll in the CaIPERS health insurance program offered by the City. The City's maximum monthly employer contributions for the CaIPERS health insurance program is set forth in the current City of Huntington Beach Non- Associated Safety Health Premiums and Contributions Chart. The amounts listed therein include the mandated Public Employees' Medical and Hospital Care Act (PEMHCA) contribution. Item 25. - 9"A"to Non-Associated Resolution No.2016-50 HB -660- NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION iii. Employees shall not be entitled to the difference between the employer contribution and the premiums for insurance plan(s) selected by the employee. iv. Future Premiums The City "caps" its contributions toward monthly group medical, dental and vision plan premiums by category (EE, EE + 1, and EE + 2 or more) as outlined in sections i and ii above. The City agrees to increase the contribution toward monthly group medical by $200 per plan, per tier, effective following City Council approval of this resolution. The employee and employer contributions rates set forth in sections i and ii above shall remain in effect in 2017 and beyond unless otherwise modified by a successor Non-Associated Resolution. Employee and City Contributions subject to change as a result of City Council approval. The City's contribution caps for dental and vision in effect as of August 1, 2014 shall not be increased. The City's contribution caps will remain in place, even if premium increases result in these additional costs being borne by the employee. 3. Medical Cash Out If an employee is covered by a medical program outside of a City-provided program (evidence of which must be supplied to Human Resources), the employee may elect to discontinue City medical coverage and receive the monthly value of the City's contribution to the lowest cost employee-only medical plan paid bi-weekly. 4. Section 125 Plan Employees shall be eligible to participate in a City-approved Section 125 Flexible Spending Account Plan the same as all other eligible employees, as provided by IRS law. This plan allows employees to use pre-tax salary to pay for regular childcare, adult dependent care and/or medical expenses. B. Life and Accidental Death and Dismemberment Insurance Each Non-Associated employee shall be provided with $50,000 life insurance and $50,000 accidental death and dismemberment insurance paid for by the City. Each employee shall have the option, at his/her own expense, to purchase additional amounts of life insurance and accidental death and dismemberment insurance to the extent provided by the City's current providers. Evidence of insurability is contingent upon total participation in additional amounts. C. Long-Term Disability Insurance This program provides benefits for each incident of illness or injury after a waiting period of thirty (30) calendar days during which the Non-Associated employee may use accumulated sick leave, general leave, executive leave pay. Subsequent to the thirty-(30)day waiting period, the employee will be covered by an insurance plan paid for by the City providing sixty-six and two- thirds percent (66 2/3%) of the first $12,500 of the employee's basic monthly earnings up to a maximum monthly benefit of $8,332.50. The maximum benefit period for disability due to injury or illness shall be to age sixty-five (65). Exhibit"A"to Non-Associated Resolution No.2016-50 HB -661- Item 25. - 1 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION Days and months refer to calendar days and months. Benefits under the plan are integrated with sick leave, Worker's Compensation, Social Security and other non-private program benefits to which the employee may be entitled. Disability is defined as: "The inability to perform all of the duties of regular occupation during two years and thereafter the inability to engage in any employment or occupation, for which he/she is fitted by reason of education, training or experience." Rehabilitation benefits are provided in the event the individual, due to disability, must engage in other occupation. Survivor's benefits continue the plan payment for three (3) months beyond death. A copy of the plan is on file in the Human Resources Department. D. City-Paid Physical Examinations Non-Associated employees shall be provided, once every two years, with a City-paid physical examination comparable to the current pre-placement class physical examination or reimbursed the amount authorized for said physical examination. No more than one-half of the eligible employees shall receive examinations in any one fiscal year. Said exam shall be comprehensive in nature and shall include: 1. A complete medical history, physical exam and review of results by physician. 2. Health testing including vision, hearing, breathing, chest x-ray and stress EKG. 3. Laboratory test including standard chemical test, blood count, HDL, urinalysis and stool test for blood. E. Miscellaneous When a Non-Associated employee is on a leave of absence without pay for reason of medical disability, the City shall maintain the City-paid insurance premiums during the period the employee is in a non-pay status for the length of said leave, not to exceed twenty-four (24) months. F. Retiree Medical Coverage for Retirees Not Eligible for the City Medical Retiree Subsidy Plan Employees who retire from the City after January 1, 2004, and are granted a retirement allowance by the California Public Employees' Retirement System and are not eligible for the City's Retiree Subsidy Medical Plan may choose to participate in City-sponsored medical insurance plans until the first of the month in which they turn age sixty-five (65). The retiree shall pay the full premium for City-sponsored medical insurance for themselves and/or qualified dependents without any City subsidy. Employees who retire from the City and receive a retirement allowance from the California Public Employees' Retirement System and are not eligible for the City's Retiree Subsidy Medical Plan and choose not to participate in City-sponsored medical insurance upon retirement permanently lose eligibility for this insurance. However, if a retiree who is not eligible for the City's Retiree Subsidy Medical Plan chooses not to participate in City-sponsored medical insurance plans because the retiree has access to other group medical insurance, and subsequently loses eligibility for that group medical insurance, the retiree and their qualified dependents will have access to City-sponsored medical insurance plans reinstated. [tern 25. - 11 "to Non-Associated Resolution No.2016-50 HQ -66_ NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION Eligibility for Retiree Medical Coverage terminates the first of the month in which the retiree or qualified dependent turns age sixty-five (65). G. Post-65 Supplemental Medicare Coverage Retirees who are participating in the Retiree Subsidy Medical Plan as of January 1, 2004 and all future retirees who meet the criteria to participate in City-sponsored medical insurance, with or without the Retiree Medical Subsidy Plan, may participate in City-sponsored medical insurance plans that are supplemental to Medicare, after a contract is in place between the City and a health insurance provider. A retiree or qualified dependent must choose to participate in City-sponsored medical insurance plans that are supplemental to Medicare beginning the first of the month in which the retiree or qualified dependent turns age sixty-five (65). The retiree shall pay the full premium to participate in City-sponsored medical insurance plans that are supplemental to Medicare for themselves or qualified dependents without any City subsidy. Retirees or qualified dependents, upon turning age 65, who choose not to participate in the City-sponsored medical insurance plans that are supplemental to Medicare permanently lose eligibility fortthis insurance. SECTION IV— RETIREMENT A. Benefits 1. Self-Funded Suoolemental Retirement Benefit In the event a Non-Associated employee member elects Option#1, #2, #2W, #3, #3W or #4 of the Public Employees' Retirement law, the City shall pay the difference between such elected option and the unmodified allowance which the member would have received for his or her life alone as provided in California Government Code sections 21455, 21456, 21457, and 21548 as said referenced Government Code sections exist as of the date of this agreement. This payment shall be made only to the member (Non- Associated employee), shall be payable by the City during the life of the member, and upon that member's death, the City's obligation shall cease. Unless previously excluded by employment or resolution, eligibility for this benefit is limited to employees hired before December 27, 1997. 2. Medical Insurance for Retirees a. Upon retirement, whether service or disability connected, each Non Associated employee shall be entitled to cause self, spouse and dependents to participate fully in the City's group health insurance program at the equivalent of the City's group premium rate in accordance with the provisions specified by Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA). Such participation shall be at employee's expense and upon terms, conditions and restrictions currently in effect. Exhibit"A"to Non-Associated Resolution No.2016-50 B -663- Item 25. 12 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION b. As an alternative to the benefit described in paragraph IV.A.2.a above, the City will provide a financial contribution towards the cost of retiree medical premiums as described in Section VI. B. Public Employees' Retirement System Contributions and Reporting 1, Miscellaneous Members a. The City shall provide all miscellaneous employees described as "classic members by the Public Employees' Pension Reform Act of 2013 — "PEPRA" with that certain retirement program commonly known and described as the "2.5% at age 55 plan" which is based on the retirement formula as set forth in the California Public Employees' Retirement System (CaIPERS), Section 21354 of the California Government Code. b. Miscellaneous bargaining unit "classic members" shall pay to CalPERS as part of the required member retirement contribution eight percent (8%) of pensionable income. This provision shall not sunset. c. The City shall contract with CalPERS to have retirement benefits calculated based upon the "classic" employee's highest one year's compensation, pursuant to the provisions of Section 20042 (highest single year). d. The obligations of the City and the retirement rights of employees as provided in this Article shall survive the term of this resolution. e. For "New" Members within the meaning of the California Public Employees' Pension Reform Act of 2013. 1) New Members shall be governed by the two percent at age 62 (2% © 62) retirement formula set forth in Government Code section 7522.20. 2) Final compensation will be based on the highest annual average compensation earnable during the 36 consecutive months immediately preceding the effective date of his or her retirement, or some other 36 consecutive month period designated by the member. 3) Effective January 1, 2013, "new" members as defined by PEPRA and determined by CalPERS, shall contribute one half (50%) of the normal cost as established by CalPERS. 2. Safety Members a. The City shall provide all safety employees described as "classic" members by the Public Employees' Pension Reform Act of 2013 — "PEPRA" with that certain retirement program commonly known and described as the "3% at age 50 plan" which is based on the retirement formula as set forth in the California Public Employees' Retirement System (CaIPERS), Section 21362.2 of the California Government Code. Item 25. - 1 3"to Non-Associated Resolution No.2016-50 HB -664- NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION b. All safety employees described as "classic" members shall pay to CalPERS as part of the required member retirement contribution nine percent (9%) of pensionable income. This provision shall not sunset, c. The City shall contract with CalPERS to have retirement benefits calculated based upon the "classic" employee's highest one year's compensation, pursuant to the provisions of Section 20042 (highest single year). d. The obligations of the City and the retirement rights of employees as provided in this Article shall survive the term of this resolution. e. For"New" Members within the meaning of the California Public Employees' Pension Reform Act of 2013. 1) New Members shall be governed by the two and seven tenths percent at age 57 (2.7% @ 57) retirement formula set forth in Government Code section 7522.25(d) 2) Final compensation will be based on the highest annual average compensation earnable during the 36 consecutive months immediately preceding the effective date of retirement, or some other 36 consecutive month period designated by the member. 3) Effective January 1, 2013, "new" members as defined by PEPRA and determined by CaIPERS, shall contribute one half (50%) of the normal cost, as established by CaIPERS. 3. IRS Code Section 4140)(2) The City has adopted the CaIPERS Resolution in accordance with IRS Code section 414(h)(2) to ensure that both the employee contribution and the City pickup of the required member contribution are made on a pre-tax basis. However, ultimately, the tax status of any benefit is determined by the law. 4. Pre-Retirement Optional Settlement 2 Death Benefit Non-Associated employees shall be covered by the Pre-Retirement Optional Settlement 2 Death Benefit as identified in Section 21548 of the California Government Code when approved by the City Council. 5. Fourth Level of 1959 Survivor Benefits Non-Associated employees shall be covered by the Fourth Level of the 1959 Survivor Benefit as identified in Section 21574 of the California Government Code. 6. VEBA Plan Requirements a. Eligibility Defined Effective December 23, 2009, all eligible Unrepresented Management Employees with 25 years of continuous service to the City of Huntington Beach will participate in the Plan. An eligible employee is an employee who works twenty (20) or more hours per week and receives benefits. Exhibit"A"to Non-Associated Resolution No.2016-50 HB -665 Item 25. - 14 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION b. Employee Contributions c. Leave Payout Each eligible unrepresented management employee shall designate all leave payouts to be rolled over to hisfher VEBA Plan account based on the established range upon separation from City employment. d. Participant Account A separate account is maintained for each contributing eligible unrepresented management employee, which documents the employee's contributions and disbursements. Contributions to a VEBA plan account as well as any disbursements to cover nonreimbursed, post-tax medical care expenses are both tax free. Eligible benefits subject to reimbursement by the Plan shall be limited to long-term care expenses and nonreimbursed medical premiums, co-pays, prescribed drug expenses and other medical care costs as that term is defined by the Internal Revenue Code Section 213. e. Administrative Fees Any Plan administrative fees will be deducted from interest on the total Plan investments. An eligible unrepresented management employee's Plan account is subject to a monthly administrative fee for expenses related to recordkeeping, claims processing, and claims reimbursement. The fee will first be deducted from interest on total plan investments, and then deducted, if necessary, from the employee's individual account. f. Dispute Resolution This Resolution and any disputes arising under or in connection with this Resolution shall not be subject to any dispute resolution procedures in the City's Personnel Rules, nor shall this Resolution and any such dispute relating thereto be subject to the jurisdiction of the City's Personnel Board for any reason whatsoever. g. Indemnification All Unrepresented Management Employees agree to indemnify and hold the City of Huntington Beach harmless against any claims made of any nature and against any suit instituted against the City arising from this Resolution, including, but not limited to, claims arising from an employee's participation in VEBA or from any salary reduction initiated by the City for VEBA contributions. Item 25. - 15"to Non-Associated Resolution No.2016-50 HB -666- NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION SECTION V- LEAVE BENEFITS A. General Leave 1. Accrual Employees will accrue General Leave at the accrual rates outlined below. General leave may be used for any purpose, including vacation, sick leave, and personal leave. General leave for non-associated employees shall be accrued as follows: Years of Service Annual;General Leave, Biweekly General Leave Allowance ��'`4��.,�`''''` ' Allowance <. ._.. First through Fourth Year 176 hours 6.77 Fifth through Ninth Year 200 hours 7.69 Tenth through Fourteenth Year 224 hours 8.62 Fifteenth Year and Thereafter 256 hours 9.85 2. Eligibility and Approval General leave must be pre-approved except for illness, injury or family sickness, which may require a physician's statement for approval. General leave accrued time is to be computed from hiring date anniversary. Employees shall not be permitted to take general leave in excess of actual time earned. Employees shall not accrue general leave in excess of six hundred forty (640) hours. Employees may not use their general leave to advance their separation date on retirement or other separation from employment. 3. Leave Benefit Entitlements The City shall comply with all State and Federal leave benefit entitlement laws. An eligible employee on an approved leave shall be allowed to use applicable earned Sick Leave, General Leave, or Executive Leave for family or personal health issues. For more information on employee leave options contact the Human Resources Department. 4. Conversion to Cash a. Pay Off at Termination An employee shall be paid for unused general leave upon termination of employment at which time such terminating employee shall receive compensation at their current salary rate for all unused, earned general leave to which they are entitled up to and including the effective date of their termination. b. Conversion to Cash Two times during each fiscal year, each permanent employee shall have the option to convert into a cash payment or deferred compensation up to a total of one hundred-twenty (120) general leave benefit hours per fiscal year. The employee shall give payroll two (2) weeks advance notice of their decision to exercise such option. Exhibit°A"to Non-Associated Resolution No.2016-50 HB -667- Item 25. - 16 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION c. One Week Minimum Vacation Requirement The City Manager may require certain positions which handle money or transfer funds to take a minimum of one week, (i.e., five consecutive work days) paid vacation each calendar year. d. Deferred Compensation Contribution at Time of Separation The value of any unused earned leave benefits may be transferred to deferred compensation at separation (including retirement), but only during the time that the employee is actively employed with the City. The latest opportunity for such transfer must be the beginning of the pay period prior to the employee's last day of employment. B. Holidays and Pay Provisions 1. Non-Associated employees shall receive the following legal holidays as of the first pay period following adoption of the Non-Associated Resolution paid in full per the employee's regularly scheduled work shift: (1) New Year's Day (January 1) (2) Martin Luther King Day(third Monday in January) (3) Presidents Day (third Monday in February) (4) Memorial Day (last Monday in May) (5) Independence Day (July 4) (6) Labor Day (first Monday in September) (7) Veteran's Day (November 11) (8) Thanksgiving Day (fourth Thursday in November) (9) The Friday after Thanksgiving (10) Christmas Day (December 25) 2. Any day declared by the President of the United States to be a national holiday or by the Governor of the State of California to be a state holiday and adopted as an employee holiday by the City Council of the City of Huntington Beach. 3. For Civic Center holiday closure purposes, holidays which fall on Sunday shall be observed the following Monday, and those falling on Saturday shall be observed the preceding Friday. C. Sick Leave 1. Accrual No employee shall accrue sick leave. [tem 25. - 17 o to Non-Associated Resolution No.2016-50 HB -668- NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION 2. Credit Employees assigned to Non-Associated shall carry forward their sick leave balance and shall no longer accrue sick leave credit. 3. Usage Employees may use accrued sick leave for the same purposes for which it was used prior to December 25, 1999. Sick leave shall not be used to extend absences due to work related (industrial) injuries or illnesses, this provision shall be added to Personnel Rule 18.10. 4. Payoff at Termination a. Non Associated employees with continuous service with the City since November 20, 1978, shall be entitled to the following sick leave payoff plan: At involuntary termination by reason of disability, or by death, or by retirement, employees shall be compensated at their then current rate of pay for seventy-five percent (75%) of all unused sick leave accumulated as of July 1, 1972, plus fifty percent (50%) of unused sick leave accumulated subsequent to July 1, 1972, up to a maximum of seven hundred and twenty hours (720) of unused, accumulated sick leave, except as provided in paragraph V.C.5.d below. Upon termination for any other reason, employees shall be compensated at their then current rate of pay for fifty percent (50%) of all unused accumulated sick leave, up to a maximum of 720 hours of such accumulated sick leave. b. Non-Associated employees hired after November 20, 1978 shall be entitled to the following sick leave payoff plan: Upon termination, all employees shall be paid, at their then current salary rate, for twenty-five percent (25%) of unused, earned sick leave to 480 hours accrued, and for thirty-five percent (35%) of all unused, earned sick leave in excess of 480 hours, but not to exceed 720 hours, except as provided in paragraph V.C.2.c below. c. Except as provided in paragraph V.C.5.d below, no Non-Associated employee shall be paid at termination for more than 720 hours of unused, accumulated sick lave. However, employees may utilize accumulated sick leave on the basis of"last in, first out," meaning that sick leave accumulated in excess of the maximum for payoff may be utilized first for sick leave, as defined in Personnel Rule 18-8. d. Non-Associated employees who had unused, accumulated sick leave in excess of 720 hours as of July 5, 1980, shall be compensated for such excess sick leave remaining on termination under the formulas described in paragraphs V.C.5.a and b above. In no event shall any employee be compensated upon termination for any accumulated sick leave in excess of the "cap" established by this paragraph (i.e., 720 hours plus the amount over 720 hours existing on July 5, 1980). Employees may continue to utilize sick leave accrued after that date in excess of such "cap" on a "last in, first out" basis. To the extent that any such "capped" amount of excess sick leave over 720 hours is utilized, the maximum compensable amount shall be correspondingly reduced. (Example: Employee had 1,000 hours accumulated. Six months after July 5, 1980, employee had accumulated another 48 hours. Employee Exhibit"A"to Non-Associated Resolution No.2016-50 FIB -669- Item 25, - 18 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION is then sick for 120 hours. Employee's maximum sick leave "cap" for compensation at termination is now reduced by 72 hours to 928.) D. Bereavement Leave Employees shall be entitled to bereavement leave not to exceed twenty-four (24) hours in each instance of death in the immediate family. Immediate family is defined as father, mother, sister, brother, spouse, children, grandfather, grandmother, stepfather, stepmother, step grandfather, step grandmother, grandchildren, stepsisters, stepbrothers, mother-in-law, father-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, stepchildren, or wards of which the employee is the legal guardian. E. Voluntary Catastrophic Leave Donation Program Under certain conditions, an employee may donate leave time to another employee in need. The program is outlined in Exhibit 4. SECTION VI — RETIREE SUBSIDY MEDICAL PLAN An employee who has retired from the City shall be entitled to participate in the City-sponsored medical insurance plans in accordance with the Retiree Subsidy Medical Plan as outlined in Exhibit 2. Employees hired on or after December 1, 2009, shall not be eligible for this benefit. SECTION VII — MISCELLANEOUS A. Collection of Payroll Overpayments In the event that a payroll overpayment is discovered and verified, and considering all reasonable factors including the length of time that the overpayment was made and if and when the employee could have reasonably known about such overpayment, the City shall take action to collect from the employee the amount of overpayment(s). Such collection shall be processed by payroll deduction over a reasonable period of time considering the total amount of overpayment. In the event the employee separates from employment during the collection period, the final amount shall be deducted from the last payroll check of the employee. If applicable, the balance due from the employee shall be communicated upon employment separation if the last payroll check does not sufficiently cover the amount due the City. It shall be the responsibility of the employee and the City to periodically monitor the accuracy of compensation payments or reimbursements due to the possibility of a clerical oversight or error. The City reserves the right to also collect compensation overpayments caused by or the result of misinterpretation of a pay provision by non-authorized personnel. The interpretation of all pay provisions shall be administered by the City Manager or designee and as adopted by the City Council. Unauthorized compensation payments shall not constitute a past practice (1/03/05). Item 25. - 19'to Non-Associated Resolution No.2016-50 iB -670- NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION B. Uniforms and CalPERS Reporting The City provides uniforms to active duty employees in the classifications of Police Chief and Fire Chief. These employees are required to wear a standard uniform for appearance, uniformity, and public recognition purposes. The City will report to the California Public Employees' Retirement System (CalPERS) the average annual cost of uniforms as special compensation for each eligible employee in accordance with Title 2, California Code of Regulations, Section 571(a)(5). Exhibit"A"to Non-Associated Resolution No.2016-50 B -67 _ Item 25. - 20 NON-ASSOCIATED EMPLOYEE PAY AND BENEFIT PROVISIONS EXHIBIT 1 NON-ASSOCIATED EXECUTIVE MANAGEMENT SALARY SCHEDULE EFFECTIVE SEPTEMBER 24,2016-2.0%Increase Job No. Description Pay Starting Control High Grade Point Point Point EXECUTIVE MANAGEMENT 0591 City Manager NA0591 NA NA _ 128.29 DEPARTMENT HEADS 0592 Assistant City Manager NA0592 85.82 95.51 106.32 0009 Director of Building&Safety NA0009 74.64 83.07 92.46 0014 ,Director of Community Services NA0014 74.64 83.07 92.46 0008 Director of Economic Development NA0008 74.64 83.07 92.46 0574 Director of Human Resources NA0574 74.64 83.07 92.46 0479 Chief Information Officer NA0479 74.64 83.07 92.46 0007 Director of Library Services NA0007 69.94 77.85 86.66 0589 Community Development Director NA0589 80.82 89.97 100.13 0010 Director of Public Works NA0010 80.82 89.97 100.13 0518 Chief Financial Officer NA0518 80.82 89.97 100.13 0015 Fire Chief NA0015 85.82 95.51 106.31 0011 Police Chief NA0011 85.82 95.52 106.31 ELECTED OFFICIALS 0016 City Attorney NA0016 100.18 111.51 124.10 0017 City Clerk NA0017 69.94 77.85 86.66 ELECTED OFFICIALS PART-TIME 0018 City Treasurer- PART-TIME NA0018 74.6h�4M 83.07 M 0 92.46 ...*Ann ° t i f a vEjf4�eed"'�$51,812`' 3 ,£? CONTRACT NON-DEPARTMENT HEAD Pay Job No. Description Grade A B C D E 0593 Chief Assistant City Attorney NA0593 71.05 74.96 79.08 83.43 88.01 Historical changes to Non-Associated position titles: Per Ordinance 3855 adopted on 1/19/10, Building&Safety Department duties were combined with the Planning Department creating a new position of Director of Planning and Building. Per Resolution 2010-106 adopted on 12/20/10 the City Treasurer was established as a part-time position. Per Ordinance 3906 adopted on 2/7/11 amended the title of City Administrator to City Manager. Per Ordinance 3959 adopted on 10/01/12,the position of Chief Assistant City Attorney was established. Per Resolution 2012-95 adopted on 12/17/12 the title of Deputy City Manager was changed to Assistant City Manager. Per Ordinance 4086 adopted 4/18/16:the position of Finance Director was changed to Chief Financial Officer, the Director of Information Services was changed to Chief Information Officer and the Director of Planning and Building was changed to Community Development Director. Item 25. - 21 'to Non-Associated Resolution No.2016-50 HB _672_ NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION EXHIBIT 2 RETIREE MEDICAL PLAN An employee who has retired from the City shall be entitled to participate in the City sponsored medical insurance plans and the City shall contribute toward monthly premiums for coverage in an amount as specified in accordance with this Plan, provided: A. At the time of retirement the employee has a minimum of ten (10) years of continuous full time City service or is granted an industrial disability retirement; and B. At the time of retirement, the employee is employed by the City; and C. Following official separation from the City, the employee is granted a retirement allowance by the California Public Employees' Retirement System. The City's obligation to pay the monthly premium as indicated shall be modified downward or cease during the lifetime of the retiree upon the occurrence of any one of the following: 1. On the first of the month in which a retiree or dependent reaches age 65 or on the date the retiree or dependent can first apply and become eligible, automatically or voluntarily, for medical coverage under Medicare (whether or not such application is made) the City's obligation to pay monthly premiums may be adjusted downward or eliminated. Benefit coverage at age 65 under the City's medical plans shall be governed by applicable plan document. 2. In the event of the death of any employee, whether retired or not, the amount of the retiree medical insurance subsidy benefit which the deceased employee was receiving at the time of his/her death would be eligible to receive if he/she were retired at the time of death, shall be paid on behalf of the spouse or family for a period not to exceed twelve (12) months. D. Schedule of Benefits 1. Minimum Eligibility for Benefits With the exception of an industrial disability retirement, eligibility for benefits begins after an employee has completed ten (10) years of continuous full time service with the City of Huntington Beach. Said service must be continuous unless prior service is reinstated at the time of his/her rehire in accordance with the City's Personnel Rules. Employees hired on or after December 1, 2009 shall not be eligible for this benefit. 2. Disability Retirees Industrial disability retirees with less than ten (10) years of service shall receive a maximum monthly payment toward the premium for health insurance of $121. Payments shall be in accordance with the stipulations and conditions, which exist for all retirees. Payment shall not exceed dollar amount, which is equal to the full cost of premium for employee only. 3. Marital Status — Married retirees eligible for benefits under the Retiree Medical Subsidy Plan may each receive the benefit earned pursuant to Section 4 — Exhibit"A"to Non-Associated Resolution No.2016-50 HB -673 Item 25. - 22 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION Maximum Monthly Subsidy Payments, whether enrolled individually as the plan enrollee or whether enrolled as a dependent on any City-sponsored medical plan. a. In the case where a retiree is married to a City employee (active or retired) who is not an unrepresented/non-associated employee or retiree, this provision shall remain applicable. b. This provision shall apply to State of California registered domestic partners the same as married spouses. 4. Maximum Monthly Subsidy Payments Payment amounts may be reduced each month as dependent eligibility ceases due to death, divorce or loss of dependent child status. However, the amount shall not be reduced if such reduction would cause insufficient funds needed to pay the full premium for the employee and the remaining dependents. In the event no reduction occurs and the remaining benefit premium is not sufficient to pay the premium amount for the employee and the eligible dependents, said needed excess premium amount shall be paid by the employee. All retirees, including those retired as a result of disability whose number of years of service prior to retirement, exceeds ten (10) years of continuous full time service, shall be entitled to maximum monthly payment of premiums by the City for each year of completed City service as follows: Maximum Monthly Payment for Retirements After: Years of Service Subsidy 10 $121 11 136 12 151 13 166 14 181 15 196 16 211 17 226 18 241 19 256 20 271 21 286 22 300 23 315 24 330 25 344 Item 25. - 23'to Non-Associated Resolution No.2016-50 HB -674- - NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION MISCELLANEOUS PROVISIONS A. Eligibility: 1. The effective start-up date of the Retiree Subsidy Medical Plan for the various employee groups shall be the first of the month following retirement date. 2. A retiree may change plans, add dependents, etc., during annual open enrollment. The Human Resources Department shall notify covered retirees of this opportunity each year. 3. Years of service computed for the Retiree Subsidy Medical Plan are actual years of completed service with the City of Huntington Beach. B. Benefits: 1. The Retiree Subsidy Medical Plan includes any medical plan offered by the City to active and/or retired unrepresented/non-associated employees and retirees. 2. City Plans are the primary payer for active employees age 65 and over, with Medicare the secondary payer. Retirees age 65 and over have no City Plan options and are eligible only for Medicare. 3. Premium payments are to be received at least one month in advance of the coverage period. C. Subsidies: 1. The subsidy payments will pay for: a. The Retiree Subsidy Medical Plan. b. HMO. c. Part A of Medicare for those retirees not eligible for paid Part A. 2. Subsidy payments will not pay for: a. Part B Medicare. b. Any other employee benefit plan. c. Any other commercially available benefit plan. d. Medicare supplements D. Medicare: 1. All persons are eligible for Medicare coverage at age 65. Those with sufficient credit quarters of Social Security will receive Part A of Medicare at no cost. Those without sufficient credited quarters are still eligible for Medicare at age 65, but will have to pay for Part A of Medicare if the individual elects to take Medicare. In all cases, Part B of Medicare is paid for by the participant. Exhibit"A"to Non-Associated Resolution No.2016-50 HB -67 - Item 25. - 24 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION 2. When a retiree and his/her spouse are both 65 or over, and neither is eligible for paid Part A of Medicare, the subsidy shall pay for Part A for each of them or the maximum subsidy, whichever is less. 3. When a retiree at age 65 is eligible for paid Part A of Medicare and his/her spouse is not eligible for paid Part A, the spouse shall not receive subsidy. When a retiree at age 65 is not eligible for paid Part A of Medicare and his/her spouse who is also age 65 is eligible for paid Part A of Medicare, the subsidy shall be for the retiree's Part A only. E. Cancellation: 1. For retirees/dependents eligible for paid Part A of Medicare, the following cancellation provisions apply: a. Coverage for a retiree under the Retiree Subsidy Medical Plan will be eliminated on the first day of the month in which the retiree reaches age 65. If such retiree was covering dependents under the Plan, dependents will be eligible for COBRA continuation benefits effective as of the retiree's 65th birthday. b. Dependent coverage will be eliminated upon whichever of the following occasions comes first: 1) After 36 months of COBRA continuation coverage, or 2) When the covered dependent reaches age 65 in the event such dependent reaches age 65 prior to the retiree reaching age 65. c. At age 65 retirees are eligible to make application for Medicare. Upon being considered "eligible to make application," whether or not application has been made for Medicare, the Retiree Subsidy Medical Plan will be eliminated. 2. See provisions under "Benefits," "Subsidies," and "Medicare" for those retirees/dependents not eligible for paid Part A of Medicare. 3. Retiree Subsidy Medical Plan and COBRA participants shall be notified of non- payment of premium by means of a certified letter from Employee Benefits in accordance with provisions of the Non-Associated Resolution. 4. A retiree who fails to pay premiums due for coverage and is in arrears for sixty (60) days shall be terminated from the Plan and shall not have reinstatement rights. Item 25. - 2.."to Non-Associated Resolution No.2016-50 HB _676- NON-ASSOCIATED EMPLOYEE PAY AND BENEFIT PROVISIONS EXHIBIT 3 - 9/80 WORK SCHEDULE This work schedule is known as "9/80". The 9/80 work schedule is designed to be in compliance with the requirements of the Fair Labor Standards Act (FLSA). In the event that there is a conflict with the current rules, practices and/or procedures regarding work schedules and leave plans, then the rules listed below shall govern. 9/80 WORK SCHEDULE DEFINED The 9/80 work schedule shall be defined as working nine (9) days for eighty (80) hours in a two week pay period by working eight (8) days at nine (9) hours per day and working one (1) day for eight (8) hours (Friday), with a one-hour lunch during each work shift, totaling forty (40) hours in each FLSA work week. The 9/80 work schedule shall not reduce service to the public, departmental effectiveness, productivity and/or efficiency as determined by the City Manager or designee. A. Forty (40) Hour FLSA Work Week The actual FLSA workweek is from Friday at mid-shift (p.m.) to Friday at mid-shift (a.m.). No employee working the 9/80 work schedule will be able to flex their Friday start time nor the time they take their lunch break, which will be from 12:00 p.m. to 1:00 p.m. on Fridays. All employee work shifts will start at 8:00 a.rn. 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: rri if ` .Fi.. 14f i K . a li M =ri . • Schedule Q 4 00 9 9 9 9 111111111111 9 9 9 9 Q 0 B Schedule 111111111111 9 9 9 9 0 oaa 9 9 9 9 -- Exhibit"A'to Non-Associated Resolution No.2016-50 HB -677- Item 25. - 26 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION D. NB Schedule Changes FLSA exempt employees may change NB schedules at the beginning of any pay period with supervisor or City Manager approval. E. Emergencies All employees on the 9/80 work schedule are subject to be called to work any time to meet any and all emergencies or unusual conditions which, in the opinion of the City Manager, or designee may require such service from any of said employees. LEAVE BENEFITS When an employee is off on a scheduled workday under the 9/80 work schedule, then nine (9) hours of eligible leave per workday shall be charged against the employee's leave balance or eight (8) hours shall be charged if the day off is a Friday. All leaves shall continue under the current accrual, eligibility, request and approval requirements. 1. General Leave—As stated in the Non-Associated Resolution. 2. Sick Leave—As stated in the Non-Associated Resolution. 3. Executive Leave—As stated in the Non-Associated Resolution. 4. Bereavement Leave—As stated in the Non-Associated Resolution. 5. Holidays-As stated in the Non-Associated Resolution. 6. Jury Duty—The provisions of the Personnel Rules shall continue to apply, however, if an FLSA exempt employee is called to serve on jury duty during a normal Friday off, Saturday, or Sunday, or on a City holiday, then the jury duty shall be considered the same as having occurred during the employees day off work, therefore, the employee will receive no added compensation. Item 25. - 27 w to Non-Associated Resolution No.2016-50 HB -678 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION EXHIBIT 4 -VOLUNTARY CATASTROPHIC LEAVE DONATION Guidelines 1. Purpose The purpose of the voluntary catastrophic leave donation program is to bridge employees who have been approved leave time to either return to work, long-term disability, or medical retirement. Permanent employees who accrue vacation, general leave or compensatory time may donate such leave to another permanent employee when a catastrophic illness or injury befalls that employee or because the employee is needed to care for a seriously ill family member, The leave-sharing Leave Donation Program is Citywide across all departments and is intended to provide an additional benefit. Nothing in this program is intended to change current policy and practice for use and/or accrual of vacation, general, or sick leave. 2. Definitions Catastrophic Illness or Injury -A serious debilitating illness or injury, which incapacitates the employee or an employee's family member. Family Member - For the purposes of this policy, the definition of family member is that defined in the Family Medical Leave Act (child, parent, spouse or domestic partner). 3. Eligible Leave Accrued compensatory, vacation or general leave hours may be donated. The minimum donation an employee may make is two (2) hours and the maximum is forty (40) hours. 4. Eligibility Permanent employees who accrue vacation or general leave may donate such hours to eligible recipients. Compensatory time accrued may also be donated. An eligible recipient is an employee who: • Accrues vacation or general leave; • Is not receiving disability benefits or Workers' Compensation payments; and • Requests donated leave. 5. Transfer of Leave The maximum donation credited to a recipient's leave account shall be the amount necessary to ensure continuation of the employee's regular salary during the employee's period of approved catastrophic leave. Donations will be voluntary, confidential and irrevocable. Hours donated will be converted into a dollar amount based on the hourly wage of the donor. The dollar amount will then be converted into accrued hours based on the recipient's hourly wage. An employee needing leave will complete a Leave Donation Request Form and submit it to the Department Director for approval. The Department Director will forward the form to Human Resources for processing. Human Resources, working with the department, will send out the request for leave donations. Exhibit"A"to Non-Associated Resolution No.2016-50 HB -679- item 25, - 28 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION Employees wanting to make donations will submit a Leave Donation Form to the Finance Department (payroll). All donation forms submitted to payroll will be date stamped and used in order received for each bi-weekly pay period. Multiple donations will be rotated in order to insure even use of time from donors. Any donation form submitted that is not needed will be returned to the donor. 6. Other Please contact the Human Resources Department with questions regarding employee participation in this program. Item 25. - 29 to Non-Associated Resolution No.2016-50 HB -680- NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION Voluntary Catastrophic Leave Donation Program Leave Request Form Reauestor, Please Complete According to the provisions of the Voluntary Catastrophic Leave Donation Program, I hereby request donated vacation, general leave or compensatory time. MY SIGNATURE CERTIFIES THAT: • A Leave of absence in relation to a catastrophic illness or injury has been approved by my Department; and • I am not receiving disability benefits or Workers'Compensation payments. Name: (Please Print or T __________________ Type: Last, First, MI) 1 hNork Phone: Department: ob Title: Employee ID#: Requester Signature: pate: Department Director Signature of Support: pate: D ,. rlment Use Only a MR • 4,=.. _ « fTe . : tie - t• f - • Rehr beg�rutir , _,., r 4 kr 4. h of FM a ending . ,' `� } . ,, r tC Wot1C " ,_ Resources Din or Signattmeu*aggesire Da` s1gned . , Please submit this form to the Human Resources Office for processing. Exhibit"A"to Non-Associated Resolution No.2016-50 HB -681- Item 25. - 30 NON-ASSOCIATED EMPLOYEES PAY AND BENEFITS RESOLUTION Voluntary Catastrophic Leave Donation Program Leave Donation Form Donor, please complete . _ . Donor Name: (Please Print or Type: Last, First, MI) Work Phone: .Donor Job Title: . . Type of Accrued Leave: Number of Hours I wish to Donate: Vacation Hours of Vacation 10 Compensatory Time Hours of Compensatory Time jEl General Leave Hours of General Leave - I understand that this voluntary donation of leave credits, once processed, is irrevocable; but if not needed, the donation will be returned to me. I also understand that this donation will remain confidential. I wish to donate my accrued vacation, comp or general leave hours to the Leave Donation Program for: Eligible recipient employee's name (Last, First, MI): Donor Signature: Date: Please submit to the Finance Department. Item 25. 31 ."to Non-Associated Resolution No.2016-50 HB -682- Res. No. 2016-50 STATE OF CALIFORNIA COUNTY OF ORANGE ) ss: CITY OF HUNTINGTON BEACH ) I, ROBIN ESTANISLAU the duly appointed, qualified City Clerk of the City of Huntington Beach, and ex-officio Clerk of the City Council of said City, do hereby certify that the whole number of members of the City Council of the City of Huntington Beach is seven; that the foregoing resolution was passed and adopted by the affirmative vote of at least a majority of all the members of said City Council at a Regular meeting thereof held on July 18, 2016 by the following vote: AYES: O'Connell, Sullivan, Hardy, Delgleize NOES: Posey, Peterson OUT OF ROOM: Katapodis ABSTAIN: None #4,1/ e404144,1itid City Clerk and ex-officio Clerk of the City Council of the City of Huntington Beach, California EXHIBIT 1 NON-ASSOCIATED EXECUTIVE MANAGEMENT SALARY SCHEDULE EFFECTIVE NOVEMBER 04, 2019 Pay Starting Control High Job No. Description Grade Point Point Point EXECUTIVE MANAGEMENT 0591 City Manager NA0591 Per Contract 125.00 128.29 0029 Interim City Manager NA0029 NA NA 122.68 DEPARTMENT HEADS 0592 Assistant City Manager NA0592 85.82 95.51 106.32 0009 Director of B44dir &Safety NA0009 74.61 83-07 9246 0014 Director of Community Services NA0014 74.64 83.07 92.46 0008 Director of Economic Development NA0008 74.61 83.07 92-46 -0571 Director of Human Resourceo NA0571 71.64 83.07 92.46 0479 Chief Information Officer NA0479 74.64 83.07 92.46 0007 Director of Library Services NA0007 69.94 77.85 86.66 0589 Community Development Director NA0589 80.82 89.97 100.13 0010 Director of Public Works NA0010 80.82 89.97 100.13 0518 Chief Financial Officer NA0518 80.82 89.97 100.13 0015 Fire Chief NA0015 85.82 95.51 106.31 0011 Police Chief NA0011 85.82 95.52 106.31 Director of Organizational Learning & 0012 Engagement NA0012 74.64 83.07 92.46 ELECTED OFFICIALS 0016 City Attorney NA0016 100.18 111.51 124.10 0017 City Clerk NA0017 69.94 77.85 86.66 ELECTED OFFICIALS PART-TIME 0018 City Treasurer- PART-TIME NA0018 69.94 77.85 86.66 CONTRACT NON-DEPARTMENT HEAD Job No. Description Pay A B C D E Grade 0593 Chief Assistant City Attorney NA0593 74.64 78.75 83.07 87.64 92.46 0699 Deputy Community Prosecutor NA0699 43.20 45.58 48.08 50.73 53.52, 0840 Deputy Director of Community Dev NA0840 66.54 70.21 74.07 78.14 82.44 0650 Assistant Chief of Police NA0650 78.70 83.03 87.60 92.41 97.50 0900 Assistant Chief Financial Officer NA0900 66.54 70.21 74.07 78.14 82.44 *Per Resolution 2019-78 adopted on 11/04/19 the compensation of City Manager was modified,the Director of Organizational Learning& Engagement was added;and the positions of the Director of Human Resources. Director of Building&Safety and Director of Economic Development were deleted. 614